Drawing on the attribution and social exchange theories, this study by proposing an integrated multilevel and multipath framework examines the impact of HRM content on organizational performance, through the serially mediating mechanisms of HR strength, line manager HR implementation, and employee HR attributions. Using a sample of 158 Greek private organizations and having data from senior managers, line managers, and employees, we conducted a multilevel path analyses via Mplus. We found that between organizations (a) HR strength fully mediates the relationship between HRM content and line manager HR implementation, (b) line manager HR implementation fully mediates the relationship between HR strength and employee HR attributions, and (c) employee HR attributions fully mediate the relationship between line manager HR implementation and organizational performance. Accordingly, this study advances prior knowledge by examining an integrated research pathways framework that has largely been investigated in isolation.

中文翻译：

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人力资源管理系统中直线经理实施和员工人力资源归因的中介机制——组织绩效关系：多层次和多路径研究

本研究借鉴归因理论和社会交换理论，提出了一个综合的多层次和多路径框架，通过人力资源实力、直线经理人力资源实施和员工人力资源归因的连续中介机制，考察了人力资源管理内容对组织绩效的影响。使用 158 个希腊私人组织的样本，并从高级经理、直线经理和员工那里获得数据，我们通过 Mplus 进行了多级路径分析。我们发现组织之间（a）人力资源实力充分中介了人力资源管理内容与直线经理人力资源实施之间的关系，（b）直线经理人力资源实施充分中介了人力资源实力与员工人力资源归因之间的关系，(c) 员工人力资源归因充分调节直线经理人力资源实施与组织绩效之间的关系。因此，本研究通过检查一个在很大程度上被孤立研究的综合研究途径框架来推进先验知识。