To further investigate the relationship between human resource practices and organizational performance, research suggests focusing on psychological employee outcomes. In this paper, it is proposed that the positive psychological concept of work meaningfulness constitutes a mediator between human resource practices and performance which is worth investigating. The author argues that performance management practices can potentially lead to an increase in employees' perceived work meaningfulness, if they focus on satisfying the three psychological needs for competence, autonomy, and relatedness. Based on findings from research focusing on performance management trends, goal setting, performance appraisal, performance feedback, and self-determination theory, the paper suggests a new perspective on how to incorporate concepts rooted in the science of positive psychology in performance management practices to contribute to positive workplace outcomes such as well-being and performance.

为了进一步研究人力资源实践与组织绩效之间的关系，研究建议关注员工的心理成果。本文提出工作意义的积极心理学概念是人力资源实践与绩效之间的中介，值得研究。作者认为，绩效管理实践可能会提高员工对工作意义的感知，如果他们专注于满足能力、自主和相关性的三个心理需求。基于关注绩效管理趋势、目标设定、绩效评估、绩效反馈和自我决定理论的研究结果，