High commitment HRM and burnout of frontline food service employees: a moderated mediation model

Purpose Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, authors’ study examines impact high commitment HR management (HCHRM) practices psychological capital (PsyCap) on job autonomy demands in predicting burnout frontline food service employees. Design/methodology/approach A moderated mediation model was developed tested 257 Australian workers employed industry. Hypotheses were using structural equation modeling. Findings There support for effect HCHRM burnout, via two sequential mediators: demands. PsyCap found to buffer (moderation) burnout. Frontline employees also perceived be a “negative signal” that implemented good management. Research limitations/implications The authors are aware potential common method variance due cross-sectional research design. Future should adopt longitudinal design or collect data several sources informants. As did not find optimistic perspective hypothesis, despite its theoretical empirical relevance under JD-R COR perspectives, they call further exploring link between HRM, conditions promoting employee wellbeing. Practical implications Burnout is one most critical health issues faced by Food organizations have strategize their reduce employees' experience with implementing enhancing developing PsyCap. Originality/value This provided better understanding how (macro) as an organizational resource (micro) important personal lessens consistent theory. These findings contribute literature strategic HRM relationship