A meta‐analysis on employee perceptions of human resource strength: Examining the mediating versus moderating hypotheses
这项元分析整合42项研究，发现员工对人力资源强度的感知在人力资源实践与员工反应、主动行为、倦怠、绩效和组织有效性之间主要起中介作用，仅在绩效上起调节作用。
Abstract Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee‐level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta‐analysis of 42 studies (comprising 65 samples and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, sampling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed.