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.
