This study seeks to explore the impact of specific set of HRM practice on organisational performance in a Middle Eastern emerging market. It aims to examine the mediating role of social exchange within the healthcare sector in Jordan, which is presently reeling under pressure from the refugee crisis from Syria and neighbouring countries. Both, HR and hospital managers were targeted in all private and public hospitals through two separate questionnaires. We find, as predicted, that recruitment, training, and internal promoting from within have a positive and significant effect on performance. However, contrary to expectations, we found performance appraisal and rewards and benefits not linked with performance. Notably, whilst researchers argue that a better theoretical understanding of the mechanisms describing the relationship between HRM and performance should be developed, the results indicate that social exchange can play an essential role in explaining the HRM‐performance indirect relationship – a result that partly unlocks the elements of so‐called ‘black box’ in HR research. The theoretical and applied implications of these findings are explored.

中文翻译：

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人力资源管理与组织绩效：社会交流的中介作用

本研究旨在探索特定的人力资源管理实践对中东新兴市场组织绩效的影响。它的目的是考察社会交流在约旦医疗保健部门中的中介作用，目前约旦正遭受叙利亚和邻国难民危机的压力。人力资源部和医院管理人员均通过两个单独的调查表针对所有私立和公立医院。正如我们所预测的，我们发现从内部进行的招聘，培训和内部晋升对绩效有积极而显着的影响。但是，与预期相反，我们发现绩效评估以及与绩效无关的报酬和收益。尤其，尽管研究人员认为应该对描述人力资源管理与绩效之间关系的机制有更好的理论理解，但结果表明，社会交流可以在解释人力资源管理与绩效之间的间接关系中发挥至关重要的作用，这一结果部分地释放了人力资源管理的要素。人力资源研究中所谓的“黑匣子”。对这些发现的理论和应用意义进行了探讨。