As the largest workforce to provide patient care in the healthcare industry, nurses' well-being issues have attracted increasing research and practical attention. Extant studies have identified diverse causes of nurses' poor states of well-being. However, little research has offered a holistic evaluation that brings cross-level factors together to untangle the complexity of nurses' well-being.Current literature has yet to capture the different but inter-connected nature of three dimensions of nurses' well-being (health, happiness, and relationships). In 2020 and 2021, we conducted a systematic search of various academic databases.Based on a systematic review of 91 articles published between 1994 and 2020, we have created a multi-perspective, multi-level, and multi-faceted model of nurses' well-being. In doing so, we contribute to contemporary literature in three ways. First, based on a combination of the job demands-resources (JDR) model and social exchange theory, we provide a comprehensive understanding of multi-level factors influencing nurses' well-being. Second, we identify three different but inter-linked facets of nurses' well-being (health-, happiness-, and relationship-related well-being). Third, we adopt various perspectives to identify the process through which well-being-oriented human resource management (HRM) enhances nurses' well-being. We encourage healthcare organizations to implement well-being-oriented HRM by investing in nursing staff, providing engaging work, improving nurses' voices, creating nursing-friendly work environments, and offering multiple job-related supports. TA B L E 1 List of journals and number of articles on nurse well-being (N = 91) Type of journals Journal titles No. of articles Nursing journals

Employee perceptions of human resource management (HRM) have attracted increasing attention in recent years. This review study aimed to examine the extent to which employee perceptions of HRM have been contextualized in China. We conducted a systematic literature search and review of 25 China-based empirical studies published in peer-reviewed academic journals in English. The review demonstrates that extant research mainly focuses on three distinct but inter-related dimensions: perceived HRM content, HRM system strength, and HRM attributions. We identify several research avenues and call for qualitative studies to go beyond interview methods and quantitative research to develop context-driven measurement scales. We also suggest that future research should integrate multi-level theoretical paradigms to identify the organizational and institutional contexts within which HR perceptions are framed. Finally, future research needs to examine HR perceptions across different employees, employment groups, and nations, with the aim of addressing the complex and context-specific nature of HR perceptions.

This review study was conducted in memory of Professor David Lepak, the late Editor-in-Chief of The International Journal of Human Resource Management, for his contribution to the development of strategic human resource management (HRM) research and the influence of his work in strategic HRM research in the Chinese context. Drawing on 133 articles from 49 English journals, we show that Lepak and colleagues' four major theoretical frameworks (universal and contingency perspectives of HRM, HR architecture, employee-oriented perspective of HRM and multiple dimensions of HR systems) have been the most instrumental in guiding strategic HRM research in China. We also assess the extent to which China-based studies have extended the conceptual arguments and analytical frameworks that Lepak and co-authors have put forward. By discussing some of the changes in the way businesses in China have (re)configured their business models, we draw attention to several avenues to make strategic HRM research more reflective of the societal context and relevant to practice.

Aims Our study aims to investigate the effect of work–life balance programmes on Chinese nurses' psychological well‐being, directly and indirectly, via learning goal orientation. Our research also aims to investigate the moderating role of servant leadership, a holistic leadership style that prioritizes serving employees, in the association between work–life balance programmes and psychological well‐being. Design A questionnaire‐based, time‐lagged study (1‐week interval). Methods From September 2022 to October 2022, we collected a total of 211 matched and valid responses from nurses working for hospitals in Jiangsu Province, China. Data regarding work–life balance programmes, servant leadership, learning goal orientation and psychological well‐being were gathered using a survey administered in two waves, 1 week apart. We utilized the PROCESS Model 5 to test the moderated mediation model. Results Work–life balance programmes significantly improved nurses' psychological well‐being. Moreover, learning goal orientation mediated the relationship between work–life balance programmes and psychological well‐being. However, servant leadership did not moderate the association between work–life balance programmes and psychological well‐being. Conclusion Our study contributes to extant nursing literature by attending to the organizational strategies that promote psychological well‐being. This study is novel because it evaluates the mediating and moderating process through which work–life balance programmes improve nurses' psychological well‐being. Impact The provision of work–life balance programmes could enhance learning goal orientation, resulting in possible improvement in nurses' psychological well‐being. Moreover, servant leadership styles may contribute to psychological well‐being. Our study can help nurse managers enhance their organizational strategies (e.g. work–life balance programmes) and leadership resources (e.g. servant leadership styles) to address nurses' well‐being issues. Patient or Public Contribution This paper addresses the United Nations' Sustainable Development Goal 3 regarding ‘Good Health and Well‐being’.