A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis

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• 作者：Daniel Tzabbar^a ; Shay Tzafrir^b ; Yehuda Baruch^c ; ^{y.baruch@soton.ac.uk}
• 关键词：HRM practices ; Organizational performance ; Universalistic ; Configurational ; Contingency ; Meta-analysis
• 刊名：Human Resource Management Review
• 出版年：2017
• 出版时间：March 2017
• 年：2017
• 卷：27
• 期：1
• 页码：134-148
• 全文大小：306 K
• 卷排序：27

文摘

Meta-analyses on the relationship between human resource management (HRM) practices has yielded mixed results, further fueling the theoretical debate among HRM scholars. To resolve this tension, we conduct a moderating meta-analysis of 89 primary studies to replicate, integrate and extend prior work. Comparing the variance explained by differences in HRM practices versus those explained by contextual and empirical factors indicates that various HRM practices explains only 4% of the variance in performance, whereas, societal context, industry sector and firm size explain 33%, 12% and 8%, respectively. Furthermore, differences between executive, middle management, HR managers and employees explain 9% of the variance while differences in the type of performance outcome explain 13%. The theoretical and empirical implications for future research in the area are discussed.