A Meta-analysis On The Relationship Of Human Resource Management Practices And Organizational Performance

To aim at the lack of unified conclusion on the relationship of human resource management practices (HRMPs) and organizational performance (OP), the present paper adopted meta-analytic method to analyze 101 empirical papers from 31 top academic journals in western countries' and Chinese manage database. Meanwhile, due to the inconsistent categories of HRMPs, the author conducted new two-dimension categories of HRMPs, which were employee-oriented practices (EPs) and organization-oriented practices (OPs), and tested the relationship of HRMPs and OP. In addition, the present paper further explored the impacts of culture on the relationship of HRMPs and OP. The meta-analytic outcomes showed that the new category of HRMPs reflected significantly different relationship of HRMPs and OP, especially with the considering of culture. The meta-analytic result had increased our understanding of HRMPs and provided a useful inspiration to the HRers.The present paper has these conclusions:(1) The relationship of HRMPs and OP is positive, which has verified hypothesis 1.(2) The relationship of EPs and organizational performance is different with the relationship of OPs and organizational performance, which has verified hypothesis 2. The relationship of EPs and management performance is stronger than the relationship of EPs and market performance, which has verified hypothesis 2a. However, the relationship of OPs and management performance is even to the relationship of OPs and market performance, which hasn't verified hypothesis 2b. Considering the culture differences, the relationship of OPs and management performance is weaker than the relationship of OPs and market performance, which has partly verified hypothesis 2b.(3) To a certain extent, culture has affected the relationship of HRMPs and OP, which has partly verified hypothesis 3. The relationship of OPs and management performance has been seriously affected, as same to the recruitment, pay level, promotion, and grievance.