Organizational Interventions in Migrant Worker Well-Being: The Roles of PDO, HR Practices, and Religiosity

Abstract

This study examines how organizational interventions particularly Pre-Departure Orientation (PDO), religiosity, and human resource management (HRM) practicescontribute to migrant worker well-being across Southeast Asia. Using a qualitative design, integrates historiographical and organizational behavior perspectives, the research employs the Job Demands–Resources (JD-R) framework to analyze how personal and institutional resources shape well-being outcomes. Data were collected from policy archives, international labor organization reports (ILO, IOM, World Bank), and semi-structured interviews with 12 stakeholders in Indonesia, Thailand, Hong Kong, and Malaysia. The findings reveal that PDO has evolved from an administrative compliance tool into a multidimensional behavioral intervention that promotes social, psychological, and adaptive readiness among migrant workers. Religiosity emerges as a key personal resource that enhances resilience and value-driven coping, while HRM practices act as institutional interventions that sustain motivation and reduce burnout. The interaction of three factors demonstrates a multi-level resource system that strengthens both individual and organizational functioning. This study contributes to the application of the JD-R model within organizational behavior management by highlighting how behavioral, spiritual, and managerial resources interact to foster sustainable employee well-being in cross-cultural work environments. Practical implications are offered for HR practitioners, placement agencies, and policymakers designing evidence-based interventions for migrant worker well-being.