How Does Digital Human Resource Management Foster a Sense of Relaxation Among Generation Z Employees?

In the contemporary digital economy, digital human resource management is reshaping organizational practices and enhancing both operational efficiency and the employee experience. As Generation Z (those born between 1995 and 2009) becomes the core demographic in the workforce, their pronounced emphasis on work-life balance introduces novel managerial challenges. Drawing on conservation of resources (COR) theory, this study develops and tests a moderated mediation model examining how digital human resource management (HRM) influences sense of relaxation among Generation Z employees. Analyzing survey data from 364 Generation Z employees, we first develop and validate a measurement scale for employee relaxation, identifying four distinct dimensions: work disengagement, work adaptation, emotional regulation, and physical load. The findings reveal that digital HRM significantly enhances employee relaxation, with work autonomy serving as a partial mediator in this relationship. Furthermore, digital self-efficacy positively moderates both the direct effect of digital HRM on work autonomy and the indirect effect on employee relaxation through work autonomy. These findings offer theoretical insights into how digital HRM links to employee well-being and provide practical guidance for organizations managing a Generation Z workforce.