Empirical findings on the link between work–life programmes and organisational performance have been inconsistent, demanding further investigation of contextual factors. The paper aims to discuss this issue.,This study uses social exchange theory, strategic human resource (HR) management theory and stakeholder theory to examine the relationship between work–life programmes and organisational outcomes, using three performance measures: perceived organisational performance, financial performance and corporate social responsibility (CSR). It also investigates the moderating effect of HR systems on the work–life programmes–performance relationship. The hypotheses were tested in 192 organisations in Australia, using data from an HR manager survey and archival databases.,The findings support the hypotheses that work–life programmes are positively associated with all three measures of performance. The results partially support the moderating effect of HR systems on the relationship between work–life programmes and perceived organisational performance.,This study provides pioneering evidence for the moderating effect of HR system on the work–life programme–performance relationship. It also includes the rarely studied CSR as an outcome of work–life programmes.

中文翻译：

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工作生活计划和组织成果：人力资源系统的作用

关于工作与生活计划与组织绩效之间的联系的实证研究结果不一致，要求对背景因素进行进一步调查。本文旨在讨论这一问题。本研究使用社会交换理论，战略人力资源管理理论和利益相关者理论，通过以下三种绩效指标来考察工作-生活计划与组织成果之间的关系：感知的组织绩效，财务状况绩效和企业社会责任（CSR）。它还研究了人力资源系统对工作-生活计划-绩效关系的调节作用。使用来自HR经理调查和档案数据库的数据，在澳大利亚的192个组织中检验了这些假设。研究结果支持以下假设：工作生活计划与所有三种绩效衡量指标均呈正相关。结果部分支持了人力资源系统对工作与生活计划与感知的组织绩效之间关系的调节作用。本研究为人力资源系统对工作与生活计划与绩效关系的调节作用提供了开创性证据。它也包括很少研究的企业社会责任，这是工作与生活计划的结果。