Abstract:    Organizational human capital (OHC) is the source of sustainable competitive advantage for an organization, which has been continuously concerned in recent years. The research on its antecedent variables and outcome variables has attracted wide attention in academia. But in many studies at home and abroad, the relationship between organizational human capital and variables is quite different. In order to clarify the antecedent and outcome variables of organizational human capital, this paper uses the meta-analysis method to compare 606 effect values in 147 studies and 151 independent samples. The results show that the main factors affecting the formation and development of organizational human capital are embodied in three aspects: organizational characteristics (including organizational strategy, organizational culture and organizational support), team characteristics (recruitment practice, training practice, competitive compensation, performance feedback, internal promotion, employee participation and sharing mechanism) and individual characteristics (knowledge, abilities and attitudes). 
    Organizational human capital also affects organizations and individuals from two aspects, that is, it promotes organizational performance, organizational innovation, organizational learning and competitive advantage at the organizational level, and helps individual behavior, individual performance and career development at the individual level. The influence of antecedent variables on organizational human capital is firstly considered from the dimensions of organizational characteristics, team characteristics and individual characteristics, and then the relationship between organizational human capital and outcome variables is explored from the organizational and individual levels. 
    It is found that, on the one hand, the organizational characteristics represented by organizational strategy, organizational culture and organizational support, the team characteristics represented by skill-enhancing practices, motivation-enhancing practices and empowerment-enhancing practices, and the individual characteristics represented by knowledge, abilities and attitudes are all positively affecting the formation and development of organizational human capital. On the other hand, it also promotes organizational performance, organizational innovation, organizational learning and competitive advantage at the organizational level, and helps individual behavior, individual performance and career development at the individual level. On the basis of clarifying the antecedent variables and outcome variables of OHC, this paper uses meta-analysis method to quantitatively obtain the specific relationship between OHC and each variable, to obtain the accurate variable effect value, and to distinguish the relative importance of each variable. 
    The purpose of this paper is to comprehensively sort out the mechanism of the formation, development and transformation of organizational human capital, so as to promote a positive dynamic cycle between individuals and organizations, and continue to promote the coordinated development of the two, so as to lay a foundation for the in-depth research in the field of organizational human capital. The main significance of this paper is to clarify the antecedent variables and outcome variables of OHC through meta-analysis, get accurate variable effect values, and distinguish the relative importance of each variable. In this paper, a large number of existing empirical research literature are comprehensively studied. The relationship strength between OHC and each variable is accurately obtained by using the research method of meta-analysis, and the importance of all variables is distinguished according to Cohen′s (1988) association strength discrimination rule. On the theoretical level, this paper has realized the test of OHC empirical research results on the one hand; while on the other hand, it also puts forward theoretical reference, which is helpful for further study in the future. At the practical level, this paper not only encourages managers to be more focused on OHC, but also suggests that they should select appropriate measures to promote the positive impact of OHC according to the relative importance of each antecedent variable, so as to achieve better management effect.

Key words: organizational human capital, antecedent variable, outcome variable, meta-analysis