PRACTICES IN PEOPLE MANAGEMENT,

ORGANIZATIONAL CLIMATE AND PERFORMANCE: A LONGITUDINAL STUDY

PhD thesis

Supervisor: Bruno Henrique

Rocha Fernandes

Luis Gabriel Abravanel dos Santos

WHAT IS THE RELATIONSHIP BETWEEN

HPWS, ORGANIZATIONAL CLIMATE AND

ORGANIZATIONAL PERFORMANCE IN "BEST

PLACES TO WORK IN BRAZIL" BETWEEN

2009 AND 2012?

Main researchquestion

- Check the existing dimensions within the organizational climate variable. - Compose the HPWS variable - Identify the relationship between HPWS, organizational climate and organizational performance (in 2009-2012) - Identify the relationship between HPWS, organizational climate and organizational performance, (in 2009, 2010, 2011 and 2012)

Specific Objectives

- Understanding the relationship between performance and people management. - Longitudinal Study. - The inclusion of the intervening variable of organizational climate. - The database of "best companies to work for." - It is intended to provide some information or direction to organizations about their processes and human resources planning.

Theoretical and practical justification

1 Resources Based View

1.1 Development of RBV

1.2 VRIN Resources

1.3 Classification of resources

1.4 Prospects analytical and critical to the RBV

2 People Management

2.1 Historical development of management practices of people management

2.2 Classification of people management practices

2.3 Approaches of management practices of people management

2.4 Practices of HPWS

3 Organizational Climate

3.1 Historical development of the Organizational Climate concept

3.2 Dimensions of organizational climate

3.3 Person-Environment Fit

4 Organizational Performance

5 integration between HPWS, organizational climate and performance

6 Empirical works addressing HPWS, Climate and performance

Theoretical and empirical background

- Population:

Companies that are part of the annual

survey of the 500 "Best Companies to

Work For" in Brazil.

- Sample:

53 companies ranked among the 500

best companies to work for participating

in the survey between 2009-2012 and

have traded stocks in Bovespa.

Methodology

- Data of HPWS and organizational climate: Collected by a team of researchers affiliated with the University of São Paulo - USP. - Data ofthe performance: Collected in the database of Economatica®.

Methodology

database - secondary source

Categories of research analysis

Methodology

Control Variables:

1 - Ratio of Brazil's GDP and the total value of the Bovespa per year

2 - Number of new employees

1 - There is a significant and positive relationship between HPWS and performance *, moderated by organizational climate

variable in the years 2009-2012

* performance of stock market (H1) organizational performance (H2) and financial performance (H3)

2 - There is a significant and positive relationship between HPWS and performance **, moderated by organizational climate

variable in each of the years studied separately: 2009, 2010, 2011 and 2012

** performance of stock market (H4); organizational performance (H5) and financial performance (H6)

Research hypotheses

- Organizational climate:

1 - Relationship between the employee and the company

(Person-Organization Fit)

2 - Ratio between employee and management system

(Person-Supervisor Fit).

- Database 2009-2012:

HPWS organizational impact performance (PER and

Market Share) over time. The relationship is moderated by

climate (Person-Organization Fit and Person-Supervisor

Fit). Earnings before taxes is correlated with HPWS, but not

moderate the climate.

Confirmed hypotheses: H1 and H2. The H3 has not been

confirmed.

- Database 2009-2012 studied separately:

H4 and H5 were confirmed partially. H6 was not confirmed.

Analysis and discussion

Relations between HPWS, Market Share, PER, and PO-Fit

Relations between HPWS, Earning before taxes and PO-Fit

Relations between HPWS, Market Share, PER, and PS-Fit

Relations between HPWS, Earning before taxes and PS-Fit

Interaction effect of organizational climate on the relationship between HPWS and

PER

Interaction effect of organizational climate on the relationship between

HPWS and Market Share

- Relationship between HPWS with performance in three dimensions: 1 - organizational outcomes (market share). 2 - results of the stock market (PER). 3 - financial performance (gain) and over time. - The relationship between HPWS and

performance is moderated by organizational climate in organizational outcomes (1) and capital (2) market. - Investments in the management of people do not convert immediately into business performance.

Final Thoughts

- Number of companies - Time approached - The Share Market can represent the size of the company - Danger of casualties in quantitative research - Separate companies by sector or geographical location - Qualitative Steps

Research limitations and recommendations for future studies