Despite growing evidence of human resource management (HRM)-performance linkages, the department entrusted to implement high-performance work practices (HPWP), the human resource (HR) function, is perceived to lack organisational power. Drawing on political perspectives on organisational behaviour, we argue that the HR function can increase its influence on strategic decision-making in the organisation by developing symbolic HR function actions such as interacting effectively with directors, involving line managers in HRM, outsourcing and using HR metrics. Next, we explore how HR function influence is associated with implementation of HPWP. Finally, we test whether the mediation mechanism is moderated by industry type within a global sample of 11,780 raters at 409 business units. The findings of this study have important implications for HR professionals who seek to implement HPWP in their organisations. It provides insight into how HR functions can develop and use influence towards increasing line managers' willingness to implement such practices.

中文翻译：

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象征性的人力资源职能行动如何影响高绩效工作实践的实施：影响对战略决策的中介作用

尽管越来越多的证据表明人力资源管理 (HRM) 与绩效之间存在联系，但被委托实施高绩效工作实践 (HPWP) 的部门，即人力资源 (HR) 职能，被认为缺乏组织权力。借鉴组织行为的政治观点，我们认为人力资源职能可以通过制定象征性的人力资源职能行动来增加其对组织战略决策的影响，例如与董事有效互动、让直线经理参与人力资源管理、外包和使用人力资源指标. 接下来，我们探讨 HR 职能影响如何与 HPWP 的实施相关联。最后，我们在 409 个业务部门的 11,780 名评估者的全球样本中测试了调解机制是否受行业类型的影响。这项研究的结果对寻求在其组织中实施 HPWP 的人力资源专业人员具有重要意义。它提供了有关人力资源职能如何发展和利用影响力来提高直线经理实施此类实践的意愿的洞察力。