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Pre-pandemic research demonstrated the challenges of the nursing workforce and the provision of quality of patient care. Such challenges have been significantly intensified during the COVID-19 pandemic, not least in the workplace and fear of staff catching and transmitting COVID-19. We draw on conservation of resources (COR) theory to examine the impact of the fear of COVID-19 on nurses and the role of well-being-HRM (WBHRM) in negating the fear of COVID-19 and its impact on job stress and perceived quality of patient care.

We collected data from 260 nurses (treating COVID-19 patients) employed in US hospitals across two-waves. Data were analyzed using mediated regression and moderated mediation.

The results indicated that when nurses report higher levels of fear of COVID-19, this translates into higher levels of nursing job stress. This, in turn, reduces nurses’ perceptions of quality of patient care they can provide. As previous research has found, decreased perceptions of quality of patient care is a significant factor driving intentions to leave the profession. The results demonstrated that WBHRM practices buffer the negative impact of fear of COVID-19 on job stress, and in turn, the perceived quality of patient care.

Our paper contributes to new knowledge for healthcare managers on WBHRM bundles and their efficacy in buffering the effects of fear on job stress and quality of patient care. We contribute new knowledge on fear at work and how to manage employees’ fear through WBHRM practices.

The purpose of the scoping review is to develop understandings around the high demand for in-home healthcare for the aged and how to find ways to better support declining numbers of in-home care workers and healthcare professionals. The scoping review highlights the role of human resource management (HRM) in this sector.

This scoping review of literature takes a systematic approach to identify themes on the aged care sector and levels of support for in-home care. We map the literature from specific databases to find themes.

It is important for HRM of aged care service providers to understand the key issues around homecare workers and healthcare professionals. There are key issues for stakeholders, such as clients’ health needs, organizations struggling to recruit and retain healthcare workers, and it is critical to know how such issues impact on clients and the healthcare workforce.

There is a dearth of literature on in-home care for the aged, and therefore, we contribute to understandings about the competing pressures surrounding the demand for in-home care versus the declining number of homecare workers and professional healthcare workers in this sector. We highlight the lack of HRM support from aged care providers and the impact on homecare workers.

Paramedics have played a critical role in the health care system response to the COVID-19 pandemic as frontline responders. However, in comparison to other health care workers (i.e. nurses), less research has been conducted on how paramedic work has been undertaken and how they manage their resources in the context of high workloads. This study examines several factors that deplete paramedic resources as well as the importance of family support in buffering the effects of low levels of resilience that can impact paramedic intention to leave and promotive voice.

Data were collected from 648 paramedics employed by Ambulance Victoria, Australia, during the COVID-19 pandemic. We examine five hypotheses: (1) resilience mediates the relationship between role overload and intention to leave; (2) resilience mediates the relationship between role overload and promotive voice; (3) family support moderates the relationship between role overload and resilience; (4) family support moderates the indirect effect of role overload on intention to leave via resilience and (5) family support moderates the indirect effect of role overload on promotive voice via resilience.

We found that when family support was low, the impact of role overload on turnover intention via resilience was significant. When family support was low, the negative impact of role overload on promotive voice via resilience was significant. When family support was high, such a negative indirect effect was not significant in predicting employee promotive voice via resilience.

We suggest that organisations should focus human resource management (HRM) policies and practices on family-friendly initiatives to further enhance family support resources to benefit individuals, families and organisations.

Our findings demonstrate the importance of family support as a buffer to the negative effects of role overload on employee resilience and promotive voice. There is clear importance of the contextual elements of family support as a resource, and its absence may result in resource depletion and can act as a catalyst in a resource depletion spiral. This demonstrates the importance of organisations understanding and learning to utilise external resources to complement organisational and individual resources to reduce intention to leave and support promotive employee voice. We suggest that organisations should focus HRM policies and practices on family-friendly initiatives to further enhance family support resources to benefit individuals, families and organisations.