<![CDATA[This study aims to analyze the effect of algorithmic management in Digital HRM on employee well-being and job embeddedness, as well as to examine the moderating role of perceived organizational justice. This research employed an explanatory quantitative approach involving 100 employees in Malang City who worked in organizations that had implemented Digital HRM and experienced algorithmic management practices. Data were collected using a Likert-scale questionnaire and analyzed through SEM-PLS using SmartPLS. The findings reveal that algorithmic management has a negative and significant effect on employee well-being and job embeddedness, while perceived organizational justice positively affects both variables. Furthermore, perceived organizational justice moderates the relationship between algorithmic management and employee well-being and job embeddedness, indicating that fairness perceptions can reduce the negative consequences of algorithm-based management systems. The implication of this study emphasizes that organizations need to develop transparent, fair, accountable, and human-centered Digital HRM governance so that technological efficiency remains aligned with employee well-being, trust, and organizational attachment.]]>
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