Como Melhorar o Desempenho da Empresa por Meio da Diversidade de Colaboradores e da Cultura Organizacional

Objetivo – Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.
Citação ABNT:
TRIGUERO-SÁNCHEZ, R.; PEÑA-VINCES, J.; GUILLEN, J. Como Melhorar o Desempenho da Empresa por Meio da Diversidade de Colaboradores e da Cultura Organizacional. Revista Brasileira de Gestão de Negócios, v. 20, n. 3, p. 378-400, 2018.
Citação APA:
Triguero-sánchez, R., Peña-vinces, J., & Guillen, J. (2018). Como Melhorar o Desempenho da Empresa por Meio da Diversidade de Colaboradores e da Cultura Organizacional. Revista Brasileira de Gestão de Negócios, 20(3), 378-400.
Link Permanente:
Tipo de documento:
Alcázar, F. M.; Fernández, P. M. R.; Gardey, G. S. (2005). Researching on SHRM: An analysis of the debate over the role Played by Human Resources in Firm Success. Management Review, 116 (2), 213-241.

Baker, D.; Carson, K.; Carson, P. (2009). An individual-level examination of the impact of cultural value on organizational identification. Journal of Applied Management and Entrepreneurship, 14(2), 29-44.

Bamberger, P.; Meshoulam, L. (2000). Human resource strategy: Formulation implementation and impact. Thousand Oaks: Sage Publishing.

Barclay, D.; Higgins, C.; Thompson, R. (1995). The partial least squares (PLS) approach to causal modelling: Personal computer adoption and use as an illustration. Technology Studies, 2(2), 285-309.

Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1) 99-120.

Barney, J. B.; Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31-46.

Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.

Blau, P. M. (1977). Inequality and Heterogeneity. New York: Free Press.

Bontis, N. (1999). Managing an organizational learning system by aligning stocks and flows of knowledge: An empirical examination of intellectual capital knowledge management and business performance (UMI Dissertations). University of Western Ontario.

Bontis, N.; Hulland, J.; Crossan, M. M. (2002). Managing an organizational learning system by aligning stocks and flows. Journal of Management Studies, 39(4), 437-469.

Boone, C.; Olffen, W. van, Witteloostuijn A. van; Brabander, B de. (2004). The genesis of top management team diversity: Selective turnover among top management teams in Dutch newspaper publishing 1970-94. Academy of Management Journal, 47(5), 633-656.

Bordia, P, Restubog, S. L L.; Bordia, S.; Tang, R. L. (2017). Effects of resource availability on social exchange relationships: The case of employee psychological contract obligations. Journal of Management, 43(5), 1447-1471.

Bowen, D. E.; Ostroff, C. (2004). Understanding HRM-firm performance linkages: The roles of the “strength” of the HRM System. Academy of Management Review, 29(2), 203-221.

Boxal, P.; Purcell, J. (2003). Strategy and human resource management. Palgrave Macmillan: Basingstoke.

Bu, N.; Craig, T. J.; Peng, T. K. (2001). Acceptance of supervisory direction in typical workplace situations. International Journal of Cross-Cultural, 1(2), 131-152.

Cannella, A.; Park, J.; Lee, H. (2008). Top management team functional background diversity and firm performance: Examining the roles of team member collocation and environmental uncertainty. Academy of Management Journal, 51(4), 768-784.

Chatman, J.; Flynn, F. (2001). The influence of demographic composition on the emergence and consequences of cooperative norms in work groups. Academy of Management Journal, 44(5), 956-974.

Chattopadhyay, P.; George, E. (2001). Examining the effects of work externalization through the lens of social identity theory. Journal of Applied Psychology, 86(4), 781-788.

Chin, W. W. (1998). Issues and opinion on structural equation modeling. MIS Quarterly, 22(1), 7-21.

Chin, W. W. (2003). PLS-Graph (Version 03.00 Build 1058). (computer software) University of Houston

Cox, T. H.; Blake, S. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management Executive, 5(3), 45-56.

Coyle-Shapiro, J. A. M.; Conway N. (2004). The employment relationship through the lens of social exchange. In J. A. M. Coyle-Shapiro, L. J. Shore, M. S. Taylor, & L. E. Tetricks (Eds.) The employment relationship: Examining psychological and contextual perspectives. pp. 5-28. Oxford UK: Oxford University Press.

Coyle-Shapiro, J. A. M.; Morrow, P. C.; Kessler, I. (2006). Serving two organizations: exploring the employment relationship of contracted employees. Human Resource Management, 45(4), 561-583.

Cropanzano, R.; Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.

Dahlin, K. B.; Weingart, L. R.; Hinds, P. J. (2005). Team diversity and information use. Academy of Management Journal, 48(6), 1107-1123.

Denison, D. R. (1996). What is the difference between culture and organizational climate?A native’s point of view on a decade of paradigm wars. Academy of Management Review, 21(3), 619-654.

Dorfman, P. W.; Howell, J. P. (1988). Dimensions of national culture and effective leadership patterns: Hofstede revisited. In R. N. Famer, Advances in International Comparative Management. Advances in International Management, v. 3, pp. 127-150. Bradford: Emerald Group Publishing.

Ferris, G. F.; Arthur, M. M.; Berkson, H. M.; Kaplan, D. M, Harrell-Cook, G.; Frink D. D. (1998). Toward a social context theory of the Human Resource Management-Organization effectiveness relationship. Human Resource Management Review, 8(3), 235-264.

Fischer, R.; Mansell, A. (2009). Commitment across cultures. A meta-analytical approach. Journal of International Business, 40(2), 1339-1358.

Fornell, C.; Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.

Gibson, C. B.; Waller, M. J.; Carpenter M.; Conte, J. M. (2007). Antecedents consequences and moderators of time perspective heterogeneity for knowledge management in MNO teams. Journal of Organizational Behavior, 28(8), 1005-1034.

Golparvar, M.; Javadian, Z. (2012). The relationship between perceived organizational justice and OCBs with consider moderating role of equity sensitivity: Some cultural implications. International Journal of Psychological Studies, 4(2), 28-41.

Gooderham, P.; Parry, E.; Ringdal, K. (2008). The impact of bundles of strategic human resource management practices on the performance of European firms. International Journal of Human Resource Management, 19(11), 2041-2056.

Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statements American Sociological Review, 25(2), 161-178.

Guest, D. E.; Michie, J.; Conway, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41(2), 291-314.

Hambrick, D. C.; Cho, T. S.; Chen, M. J. (1996). The influence of TMT heterogeneity on firms’ competitive moves. Administrative Science Quarterly, 41(4), 659-684.

Hambrick, D. C.; Mason, P. A. (1984). Upper echelons: The organization as a reflection of its top managers. Academy of Management Review, 9(2), 193-206.

Hartman, F. G.; Moers, F. (1999). Testing contingency hypotheses in budgetary research: An evaluation of the use of moderated regression analysis. Accounting Organizations and Society, 24(4), 291-315.

Hatch, M. J.; Cunliffe, A. L. (2006). Organization theory. Oxford, UK: Oxford University Press.

Henseler, J.; Fassott, G.; Dijkstra, T. K.; Wilson, B. (2011). Analyzing quadratic effects of formative constructs by means of variance-based structural equation modeling. European Journal of Information Systems, 21(1), 99-112.

Hofstede, G. (1980). Culture’s Consequences: International Differences in Work-Related Values. Thousand Oaks: Sage Publications.

Hofstede, G. (1994). Culture and Organizations Intercultural Cooperation and its Importance for Survival. HarperCollins

Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations. (2 ed. Thousand Oaks, Sage Publications. CA. The USA

IBM Corp. (2013). IBM SPSS Statistics for Windows, Version 22.0. Armonk, NY: IBM Corp

Jackson, T. (2002). The management of people across cultures: Valuing people differently. Human Resource Management, 41(4), 455-475.

Jaques, E. (1951). The changing culture of a factory. Oxford England: Tavistock

Jiing-Lih, F.; Niara, D. H.; Jian, L. (2007). Individual level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729.

Kirkman, B. L. & Shapiro, D. L. (2001). The impact of cultural values on job satisfaction and organizational commitment in self-managing work teams: The mediating role of employee resistance. Academy of Management Journal, 44(3), 557.

Knippenberg, D. van, & Schippers, M. C. (2007). Work Group Diversity. Annual Review of Psychology, 58, 515-541.

Lam, S. K.; Chen, X.; Schaubroeck, J. (2002). Participative decision making and employee performance in different cultures: The moderating effects of allocentrism/idiocentrism and efficacy. Academy of Management Journal, 45(5), 905-914.

Lawrence, B. (1997). The black box of organization demography. Organization Science, 8(1), 1-22.

Levie, J. (2006). Inmigration in-migration ethnicity and entrepreneurship in the United Kingdom. Small Business Economics, 28, 143-169.

Malik, O.F.; Waheed A.; Malik, K. (2010). The mediating effects of job satisfaction on role stressors and affective commitment. International Journal of Business and Management, 5(11), 223-237.

Martin-Alcazar, F. Romero, P.; Sánchez-Gardey, G. S. (2011). Effects of diversity on group decision-making processes: The moderating role of human resource management. Group Decision and Negotiation, 21(5), 677-701.

McMillan-Capehart, A. (2005). A configurational framework for diversity: Socialization and culture. Personnel Review, 34(4), 488-503.

Meyer, J. P.; Allen, N. (1997). Two (o more?) dimensions of organizational commitment: Reexamination of the affective and continuance commitment scales. Journal of Applied Psychology, 72(4), 638-642.

Milliken, F. J.; Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21(2), 402-433.

Moideenkutty, U.; Al-Lamki, A.; Rama Murthy, Y. S. (2011). HRM practices and organizational performance in Oman. Personnel Review, 40(2), 239-251.

Muchiri, M. K. & Ayoko, O. B. (2013). Linking demographic diversity to organizational outcomes. The moderating role of transformational leadership. Leadership & Organization Development Journal, 34(5), 384-406.

Ng, T. W.; Feldman, D. C. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83(1), 207-235.

Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organization Science, 1(1), 14-37.

Nunnally, J. (1978). Psychometric theory. New York: McGraw-Hill.

Paauwe, J. (2004). HRM and performance: Achieving long term viability. Oxford: Oxford University Press.

Pan, Y.; French, W.; Goldschmidt, A.; Song, X. (2006). An exploration of work-related values among young executives in China and the United States. American Marketing Association Conference Proceedings, 17, pp. 177-178.

Peña-Vinces, J. C.; Urbano D. (2014). The Influence of domestic economic agents on the international competitiveness of Latin American firms: Evidence from Peruvian small and medium multinational enterprises. Emerging Markets Finance and Trade, 50(6), 43-63.

Pheng, L. S.; Yuquan, S. (2002). An exploratory study of Hofstede’s cross-cultural dimensions in construction projects. Management Decision, 40(1), 7-16.

Pitcher, P.; Smith, A. D. (2001). Top management team heterogeneity: Personality power and proxies. Organization Science, 12(1), 1-18.

Prieto, L. C.; Phipps, S. T. A.; Osiri, J. K. (2009). Linking workplace diversity to organizational performance: A conceptual framework. Journal of Diversity Management, 4(4), 13-22.

Ramamoorthy, N.; Flood, P. C. (2002). Employee attitudes and behavioral intentions: A test of the main and moderating effects of individualism-collectivism orientations. Human Relations, 55(9), 1071-1096.

Ramamoorthy, N.; Flood, P. C. (2004). Individualism/collectivism perceived task interdependence and teamwork attitudes among Irish blue-collar employees: A test of the main and moderating effects. Human Relations, 57(3), 347-366.

Real, J. C.; Leal, A.; Roldán, J. L. (2006). Information technology as a determinant of organizational learning and technological distinctive competencies. Industrial Marketing Management, 35(4), 505-521.

Richard, O. C. (2000). Racial diversity business strategy and firm performance: A resource-based view. Academy of Management Journal, 43(2), 164-177.

Richard, O. C.; Barnett, T.; Dwyver, S. N.; Chadwick, K. (2004). Cultural diversity in management, firm performance, and the moderating role of entrepreneurial orientation dimensions. Academy of Management Journal, 47(2), 255-266.

Richard, O. C.; Johnson, N. B. (2001). Understanding the impact of human resource diversity practices on firm performance. Journal of Managerial, 13(2), 177-195.

Richard, O. C.; Murthi, B. P.; Ismail, K. (2007). The impact of racial diversity on intermediate and long-term performance: The moderating role of environmental context. Strategic Management Journal, 28, 1213-1233.

Roberts, N.; Thatcher, J. (2009). Conceptualizing and testing formative constructs: Tutorial and annotated example. The Data Base for Advances in Information Systems, 40(3), 9-39.

SABI. (2009). Iberian Annual Review System. (28 May, 2009)

Shahnawaz, M. G.; Juyal, R. C. (2006). HRM practices and organizational commitment in different organizations. Journal of the Indian Academy of Applied Psychology, 32(3), 171-178.

Shore, L. M.; Coyle-Shapiro, J. (2003). New developments in the employee-organization relationship. Journal of Organizational Behavior, 24(5), 443-450.

Sujin, L. (2005). Judgment of ingroups and outgroups in intra and intercultural negotiation: The role of interdependent self-construal in judgment timing. Group Decision and Negotation, 14(1), 43-62.

Tenenhaus, M. (2008). Component-based structural equation modelling. Total Quality Management and Business Excellence, 19(7), 871-886.

Triandis, H. C.; Bontempo, R.; Villareal, M. J.; Asai, M.; Lucca, N. (1988). Individualism and collectivism: Cross-cultural perspectives on selfingroup relationships. Journal of Personality and Social Psychology, 54(2), 323-338.

Triguero-Sánchez, R.; Peña-Vinces, J. C.; González-Rendon, M.; Sánchez-Apellániz, M. (2012). Human resource management practices aimed at seeking the commitment of employees on financial and non-financial (subjective) performance in Spanish firms: An empirical contribution. Journal of Economics Finance and Administrative Science, 17(32), 17-30.

Triguero-Sánchez, R.; Peña-Vinces, J. C.; Sánchez-Apellániz, M. (2011). HRM in Spain its diversity and the role of organizational culture: an empirical study. European Journal of Social Sciences, 26(3), 389-407.

Tziner, A. (1985). How team composition affects task performance: Some theoretical insights. Psychological Reports, 57(3), 1111-1119.

Wiersema, M. F.; Bantel, K. A. (1992). TMT demography and corporate strategic change. Academy of Management Journal, 35(1), 91-121.