Abstract The objective of this research is to examine the relationship between HR roles and HR role stressors in determining the effectiveness of HRM. Specifically, the purpose of the study is to examine the link between 1) the HR roles (administrative expert, employee champion change agent, and strategic partner) and HR role stressors (role ambiguity and role overload), as well as HRM effectiveness (strategic HRM effectiveness and technical HRM effectiveness) and 2) HR role stressors and HRM effectiveness. A massive primary survey was conducted which involved 153 line managers from Malaysian manufacturing companies. The data were analyzed through structural equation modelling (SEM) via Smart PLS. The significant findings of the study revealed that the roles of the change agent and strategic partner influence perceived HR role ambiguity while the employee champion role influenced HR role overload and all dimension of HR roles influence all dimensions of strategic HRM effectiveness. Moreover, the employee champion role and strategic partner role influenced technical HRM effectiveness and HR overload influenced technical HRM effectiveness.

中文翻译：

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人力资源部经理通过人力资源角色和角色压力因素对人力资源管理有效性的思考

摘要这项研究的目的是研究人力资源角色和人力资源角色压力源之间的关系，以确定人力资源管理的有效性。具体而言，该研究的目的是检查1）人力资源角色（行政专家，员工冠军变更代理人和战略合作伙伴）与人力资源角色压力源（角色歧义和角色超载）之间的联系，以及人力资源管理有效性（战略上的联系）人力资源管理有效性和技术人力资源管理有效性）和2）人力资源角色压力源和人力资源管理有效性。进行了大规模的初步调查，涉及来自马来西亚制造公司的153名生产线经理。通过Smart PLS通过结构方程模型（SEM）分析数据。该研究的重要发现表明，变革推动者和战略合作伙伴的角色影响感知到的人力资源角色模糊性，而员工拥护者角色影响人力资源角色超载，而人力资源角色的各个维度影响战略性人力资源管理有效性的各个维度。此外，员工拥护者角色和战略合作伙伴角色影响了技术人力资源管理有效性，而人力资源超负荷影响了技术人力资源管理有效性。