Fostering person-organization fit with high performance work systems and diversity climate: praxis talks louder than affirmation

• Autor(a) principal: Karabacak, Aysenur Sumeyye Yil
• Data de Publicação: 2020
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/20926
• topic: HPWS; SHRM; Diversity climate; Person-organization fit; Clima de diversidade; Ajustamento pessoa-organização

Purpose: High Performance Work System (HPWS) is a relatively newer conception of strategic HRM that has been developed and consolidated in an organizational setting that is featured by stronger internationalization interdependencies, not only at business level but also as regards work teams. This setting has also witnessed the growing concerns with diversity management and inclusive approaches to individual differences to foster higher personorganization fit (P-O fit). However, albeit concomitant, these two constructs are not explicitly addressed in research as HPWS does not include any specific practice targeting diversity management and Diversity Management literature does not focus on HPWS. One can deduce there is a missing link, and this is the research gap that motivated this study: to understand in which extend HPWS is related to P-O fit via heightened diversity climate. Methodology: For such purpose, departing from a sample of 168 working individuals, a mediation model is tested with Hayes (2018) macro PROCESS. Findings: As hypothesized, HPWS and P-O fit linkage is strong, showing both a direct effect as well as an indirect effect but only via diversity climate praxis. The results suggest asserting diversity is not effective in leveraging the effect of HPWS in P-O fit while rewarding diversity is. Results are discussed aiming to integrate HPWS and diversity management literatures. Originality/value: This research study explores how diversity climate can help bridging HPWS and P-O fit.