The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2024-10-28 DOI:10.1016/j.hrmr.2024.101057

Xiaoxuan Zhai, Fang Huang, Xiaowen Tian

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Abstract

Integrating the Ability-Motivation-Opportunity model in human resource management with the eclectic paradigm in international business research, we examine the role of country-level human capital development in the high-performance work systems (HPWS) and organizational performance (OP) association. We posit that there is a substitution relationship between country-level human capital development and organization-level HPWS in shaping OP. HPWS generates a stronger effect on OP in countries with a lower level of human capital development and thus a greater need for HPWS to boost performance. Training & development plays a key role in turning human capital available in a country into talent resources useful in an organization, thereby strengthening the HPWS-OP association. This role is stronger in countries with a lower level of human capital development. We conduct meta-analyses of 56,868 business entities from 20 countries/regions in 232 samples from 1994 to April 2024, and find evidence to support our arguments.

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国家级人力资本在高绩效工作系统和组织绩效关联中的作用：一项元分析

本文将人力资源管理中的能力-动机-机会模型与国际商业研究中的折衷主义范式相结合，考察了国家层面的人力资本开发在高绩效工作系统（HPWS）和组织绩效（OP）关联中的作用。我们假设，在形成绩效方面，国家层面的人力资本发展与组织层面的人力资本服务之间存在替代关系。在人力资本发展水平较低的国家，人力资本服务对绩效的影响更大，因此更需要人力资本服务来提高绩效。培训,发展在将一个国家可用的人力资本转化为一个组织有用的人才资源方面发挥着关键作用，从而加强了人力资源与人力资源合作关系。在人力资本开发水平较低的国家，这种作用更强。我们从1994年至2024年4月对来自20个国家/地区的56,868家企业进行了232个样本的荟萃分析，并找到了支持我们论点的证据。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.