Unraveling the complexities of human resource performance attribution: impacts on employee outcomes and the moderating role of career growth opportunities

Purpose Although many studies have examined employee attribution of human resource (HR) practices, the influence of HR performance attribution on employee outcomes remains complex and inconsistent. Drawing on the job demands and resources (JD-R) model, we examined the dual impact of HR performance attribution. Furthermore, we investigated the moderating role of career growth opportunities in strengthening positive effects and weakening negative effects. Design/methodology/approach We surveyed 179 employees of a mobile network operating company in South Korea. Findings HR performance attribution was positively associated with job performance and turnover intention. In addition, we found that career growth opportunities have a buffering effect on the relationship between HR performance attribution and turnover intention, but not a motivating effect on the relationship between HR performance attribution and job performance. Originality/value This study provides a comprehensive understanding of HR performance attribution by exploring its dual effects and the moderating influence on career growth opportunities.