基于对39篇文献的40个独立研究（总样本量N=16 143）进行元分析，检验人才管理实践与员工工作态度、绩效的关系，以及行业类型的调节作用。研究结果发现：排他性人才管理实践与员工工作满意度、工作投入、组织承诺、角色外绩效显著正相关，与离职倾向显著负相关，与角色内绩效正相关但不显著；包容性人才管理实践与员工工作满意度、工作投入、组织承诺、角色内绩效、角色外绩效显著正相关，与离职倾向显著负相关。相比排他性人才管理实践，包容性人才管理实践与组织承诺、离职倾向的相关性更高；行业类型显著调节人才管理实践与员工离职倾向的关系，与劳动密集型行业相比，人才管理实践与员工离职倾向的相关性在知识密集型行业中更高。

This study conducts a meta-analysis of 40 independent studies (N=16 143) from 39 articles to examine the relationships between talent management practices and employee work attitudes/performance, as well as the moderating role of industry type. Results indicate that exclusive talent management practices show significant positive correlations with job satisfaction, work engagement, organizational commitment, and extra-role performance, as well as a significant negative correlation with turnover intention, while their correlation with in-role performance is positive but non-significant. Inclusive talent management practices demonstrate significant positive correlations with job satisfaction, work engagement, organizational commitment, in-role performance, and extra-role performance, coupled with a significant negative correlation with turnover intention. Compared with exclusive talent management practices, inclusive practices exhibit stronger correlations with organizational commitment and turnover intention. Furthermore, industry type significantly moderates the relationship between talent management practices and turnover intention, with the correlation being stronger in knowledge-intensive industries than in labor-intensive industries.