The document summarizes a PhD thesis that examines the relationship between high-performance work systems (HPWS), organizational climate, and organizational performance in Brazilian companies ranked among the "Best Places to Work in Brazil" from 2009 to 2012. It finds that the relationship between HPWS and organizational/stock market performance is positively moderated by organizational climate over time. Specifically, investments in people management practices have a long-term impact on organizational outcomes and stock performance when supported by a positive organizational climate.

1. Luis Gabriel Abravanel dos Santos
PRACTICES IN PEOPLE
MANAGEMENT,
ORGANIZATIONAL CLIMATE
AND PERFORMANCE: A
LONGITUDINAL STUDY
PhD thesis
Supervisor: Bruno Henrique
Rocha Fernandes

2. Main research
question
WHAT IS THE RELATIONSHIP BETWEEN
HPWS, ORGANIZATIONAL CLIMATE AND
ORGANIZATIONAL PERFORMANCE IN "BEST
PLACES TO WORK IN BRAZIL" BETWEEN
2009 AND 2012?

3. Specific Objectives
- 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)

4. Theoretical and practical justification
- 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.

5. Theoretical and empirical background
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

6. Methodology
- 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.

7. Methodology
database - secondary source
- 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®.

8. Methodology
Categories of research analysis
Control Variables:
1 - Ratio of Brazil's GDP and the total value of the Bovespa per year
2 - Number of new employees

9. Research hypotheses
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)

10. Analysis and discussion
- 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.

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

12. Relations between HPWS, Earning before taxes and PO-Fit

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

14. Relations between HPWS, Earning before taxes and PS-Fit

15. Interaction effect of organizational climate
on the relationship between HPWS and
PER

16. Interaction effect of organizational
climate on the relationship between
HPWS and Market Share

17. Final Thoughts
- 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.

18. Research limitations and recommendations
for future studies
- 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