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

Abstract

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.

Os Sistemas de Trabalho de Elevado Desempenho (HPWS) são uma conceção relativamente nova na gestão estratégia de recursos humanos que tem sido desenvolvida e consolidada em contextos organizacionais caracterizados por forte internacionalização, não apenas ao nível dos negócios, mas também em relação a equipas de trabalho. Estes contextos também têm vindo a testemunhar as preocupações crescentes com a gestão da diversidade e as abordagens inclusivas às diferenças individuais para aumentar o ajustamento pessoa-organização (P-O fit). Contudo, apesar de coocorrerem, estes construtos não são explicitamente referidos na investigação dado que a HPWS não inclui qualquer prática específica que vise a gestão da diversidade e a literatura centrada nesta não foca a HPWS. Infere-se assim uma lacuna na literatura que constitui o motivador deste estudo: compreender em que medida a HPWS está relacionada com a P-O fit via através de um maior clima de diversidade.