Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee-level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta-analysis of 42 studies (comprising 65 samples and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, sampling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed.

中文翻译：

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员工对人力资源实力认知的元分析：检验中介假设与调节假设

人力资源 (HR) 实力研究极大地了解了人力资源实践与员工层面结果之间的关系。然而，一个尚未解决的关键问题是，员工对 HR 实力的看法是在 HR 实践与这些结果之间的关系中起到中介作用还是调节作用。对 42 项研究（包括 65 个样本和 29,444 名独特参与者）进行了荟萃分析来解决这个问题。结果支持所有五个员工结果的中介假设：员工反应、主动行为、倦怠、绩效和感知的组织有效性。相反，调节假设仅支持员工绩效。此外，我们检查了五个研究特征（感知人力资源优势的运作、研究设计、行业、抽样策略和发表状态）作为主持人。使用这种分析，我们测试了主要结果的稳健性，并确定了研究结果异质性的来源。结果表明，中介假设在不同的研究设计和背景下仍然成立。讨论了这些结果的理论和实践意义。