Trust in organization effect on the relationship between HRM practices and employee well-being

This study investigates the effects of trust in organization on relationship between human resource management practices and employee well-being. Method: An anonymous survey 638 employees Lithuania was conducted. The research designed based a 6-dimensional scale perceived resources policies practices, 3-dimensional questionnaire well-being, 2-dimensional organization. Questionnaire items were measured 5-point Likert scale. Survey data analyzed using descriptive statistics, correlations, multivariate linear regressions mediation analysis. Findings: Specific relationships found various HRM with well-being having full effect or partial effect. empirical showed that select positively influence through mediating Managerial implications: Based results survey, at work can best be improved by strengthening following these practices: “recruitment selection” (RS), “involvement” (I), “work conditions” (WC) “competence-based performance appraisal” (CBPA).