The present study set out to identify the human resource productivity antecedents conducting a meta- analysis. This applied study employed a quantitative descriptive research design. The study corpus consisted of articles published in scientific journals in the field of human resource productivity within the period from 2011 to 2019, among which 48 articles were recruited through a non- random purposive sampling procedure and underwent the meta-analysis. The selected studies were analyzed using CMA2 (Comprehensive Meta-Analysis Software) software. The reliability of the selection procedure and categorization of the studies as well as the reliability of using specific concepts for coding the variables were both confirmed by the examiners. Moreover, the reliability of the significance level and effect size were obtained through the agreement in measuring the effect size by two analysts. The findings revealed that among the antecedents of human resource productivity, emotional intelligence (0.767), organizational entrepreneurship (0.761), talent management (0.728), self-discipline (0.720), job motivation (0.705), organizational health (0.691), career advancement (0.652), effective leadership (0.635), quality of work life (0.632), job autonomy (0.623), employee creativity (0.618), organizational agility (0.618), information and communication technology (0.585), organizational trust (0.581), knowledge management (0.563), social responsibility (0.548), and social capital (0.523) had high effect sizes (above 0.5), respectively.
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