This study examines employee evaluations of HR practices (HRPs), which are a critical and yet underexplored antecedent of their effectiveness. Drawing on the Job Demands–Resources model, it proposes a moderated mediation model that studies the relationship between employee satisfaction with HRPs and in-role and extra-role performance as mediated by engagement. The results suggest satisfaction with HRPs influences both the performance dimensions considered, although its effects are greater for extra-role performance. Engagement intervenes significantly only in the relationship between this satisfaction and extra-role performance. Furthermore, the study acknowledges the burdens HRP-related resources may place on the workforce and examines the moderating effects of a personal resource such as health on the satisfaction with HRPs-engagement link, finding that it significantly strengthens it. It also finds that the indirect effect of satisfaction with HRPs on extra-role performance is stronger for healthier employees. These findings provide novel insights into the HR causal chain and help practitioners to better manage HRP design, communication, and audits.

本研究考察了员工对人力资源实践 (HRP) 的评估，这是其有效性的一个关键但尚未充分探索的先决条件。借鉴工作需求-资源模型，它提出了一个有调节的中介模型，该模型研究了员工对 HRP 的满意度与敬业度介导的角色内和角色外绩效之间的关系。结果表明，对 HRP 的满意度会影响所考虑的两个绩效维度，尽管其对角色外绩效的影响更大。敬业度仅显着干预这种满意度与角色外表现之间的关系。此外，该研究承认 HRP 相关资源可能给劳动力带来的负担，并检查了个人资源（例如健康）对 HRP 参与链接满意度的调节作用，发现它显着增强了它。它还发现，对健康的员工来说，对 HRP 的满意度对角色外表现的间接影响更强。这些发现为 HR 因果链提供了新的见解，并帮助从业者更好地管理 HRP 设计、沟通和审计。