Purpose: Based on the JD-R model and process-focused HRM perspective, this research paper aims to investigate the processes underlying the relationship between AI-enabled HR analytics and employee well-being outcomes (resilience) that received less attention in the AI-driven HRM literature. Specifically, this study aims to examine the indirect effect between AI-enabled HR analytics and employee resilience via job crafting, moderated by HRM system strength to highlight the contextual stimulus of AI-enabled HR analytics.Design/methodology/approach: The authors adopted a time-lagged research design (one-month interval) to test the proposed hypotheses. The authors used two-wave surveys to collect data from 175 full-time hotel employees in China.Findings: The findings indicated that employees' perceptions of AI-enabled HR analytics enhance their resilience. This study also found the mediation role of job crafting in the mentioned relationship. Moreover, the positive effects of AI-enabled HR analytics on employee resilience amplify in the presence of a strong HRM system.Practical implications: Organizations that aim to utilize AI-enabled HR analytics to achieve organizational missions should also dedicate attention to its associated employee well-being outcomes.Originality/value: This study enriched the literature with regard to AI-driven HRM in that it identifies the mediating role of job crafting and the moderating role of HRM system strength in the relationship between AI-enabled HR analytics and employee resilience.

Purpose: Green product development is a pivotal way to achieve environmental sustainability. The purpose of this paper is to theorize and empirically test how environmentally specific leadership enhances the green product development performance from the perspective of the HRM system. In this regard, the authors investigate the mediating role of the strength of the HRM system to change with regard to the relationship between environmentally specific leadership and green product development performance. For a substantial explanation of the boundary condition, the authors investigate the moderating role of the green HRM on the relationship between environmentally specific transformational leadership and the strength of the HRM system.Design/methodology/approach: Based on climate strength theory, the authors use the three-wave survey data from 362 top or middle managers in the new energy industry of China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect.Findings: Results confirm a positive effect of environmentally specific leadership and the strength of the HRM system on green product development performance. The authors also found the mediation effect of the strength of the HRM system and the moderation effect of green HRM are all significant.Originality/value: This study integrates the perspectives of both content-focused HRM and process-focused HRM and demonstrates why leadership and the HRM system could jointly enhance green product development performance in Asia.