Differentiating HR systems' impact: moderating effects of age on the HR system–work outcome association
结合战略人力资源管理与应用心理学视角，区分了两种人力资源实践组合（成长导向与维护导向），发现年龄会削弱维护导向实践对工作结果的正面影响，对理解不同年龄员工的管理有参考价值。
Summary Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (ii) moderating effects of age and maintenance‐enhancing practices on work outcomes, such that increasing employee age attenuates the positive impact of HR practices. The results of a multilevel study comprising 600 employees and their direct supervisors in 64 business units provide support for the hypothesized main effects on affective commitment and the interaction between age and maintenance‐enhancing practices on work outcomes. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions. Copyright © 2016 John Wiley & Sons, Ltd.