This study aims to examine three propositions of how human resource (HR) system strength meta‐features—distinctiveness, consistency and consensus—operate together to better understand how they relate to affective commitment. We test a continuum proposition based on an additive (the sum of all features) and a compensatory model (the features as counteractive), a precursor proposition based on a mediation model, and an equifinality proposition based on a configurational model (distinguishing between different profiles of the features). The findings, drawn from a survey of 2844 part‐time employees from a Dutch home care organisation, demonstrate that all three meta‐features are important for generating HR management system strength and affective commitment among employees, but not to the same extent. We also find evidence that consistency is positively and directly related, whereas distinctiveness and consensus are positively and indirectly related to affective commitment via consistency.

中文翻译：

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在培养情感承诺方面优化人力资源系统实力：所有元功能都重要吗？

这项研究旨在研究三个有关人力资源（HR）系统强度元特征如何与众不同，一致性和共识性的命题，以更好地理解它们与情感承诺之间的关系。我们测试基于加性（所有特征的总和）和补偿模型（具有反作用的特征）的连续体命题，基于中介模型的前体命题以及基于构式的均等命题模型（在特征的不同轮廓之间进行区分）。这项调查结果来自对荷兰一家家庭护理组织的2844名兼职员工的调查，结果表明，这三个元功能对于提高员工的HR管理系统实力和情感投入至关重要，但程度不同。我们还发现证据表明一致性与正向和正向相关，而独特性和共识与通过一致性对情感承诺正向和间接相关。