The literature points to the positive role of Human Resource Management (HRM) best practices affecting organizational innovation. However, it is still insufficiently clear which mechanisms produce this outcome. In this study, we focus on Human Resource Strength (HRS) as a major variable in that process. More precisely, we examine whether Human Resource Strength (HRS) is a mediator or a moderator in the relationship between four high commitment HR practices and organizational innovation. We investigated a sample of 323 Romanian managers. Our findings indicate that HR strength has a double role as a moderator (training only) and full mediator (training and education and performance appraisal only) in the relationship between HR practices and organizational innovation. The discussion elaborates on the theoretical implications and indicates ideas for future research.

中文翻译：

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作为人力资源实践与组织创新之间关系的调解者或主持人，人力资源实力如何？罗马尼亚研究

文献指出了人力资源管理（HRM）最佳实践对组织创新的积极作用。但是，仍不清楚哪种机制产生这种结果。在本研究中，我们将人力资源强度（HRS）视为该过程中的主要变量。更准确地说，我们研究了人力资源强度（HRS）是四个高投入人力资源实践与组织创新之间关系的中介者还是主持人。我们调查了323名罗马尼亚经理的样本。我们的研究结果表明，在人力资源实践与组织创新之间的关系中，人力资源实力在担任调解人（仅培训）和全面调解人（仅培训，教育和绩效评估）方面具有双重作用。