This paper applied the perspective of horizontal fit among HR policies discussed in the field of Strategic Human Resource Management（SHRM） to mid-career recruitment, and examined the effects of horizontal fit of mid-career recruitment policies on recruiting outcomes. Specifically, we used data obtained from a questionnaire survey of 321 mid-career recruitment professionals to analyze the effects of mid-career recruitment policies（workforce planning, recruitment, and selection） on three recruiting outcomes （number of hires, period of recruitment, and quality of hires） and the effects of horizontal fit of mid-career recruitment policies, in other words, the interaction effects of workforce planning, recruitment, and selection.
As a result, selection had a significant and positive impact on period to hire, and workforce planning, selection, and the interaction of workforce planning, recruitment, and selection had significant positive impacts on the quality of hires. However, no significant variables were found to impact the number of hires.
This study has two main theoretical implications. First, it examined the bundle of policies to enhance the outcomes of mid-career recruitment in Japanese companies. While previous recruitment studies have examined the impact of individual policies on recruiting outcomes, the study of bundles has been less common. Discovered one such bundle of mid-career recruitment policies from a horizontal fit perspective is useful for future research. Second, it enables a more minute discussion of the relationship between HRM and organizational performance. In previous studies, there was hardly any research on the fit within the subsystems of human resource management. By addressing fit within the subsystems, researchers get the key to solving the mechanisms through which High-Performance Work Systems（HPWS） contribute to organizational performance has been suggested.
"}],"abstractLicenseFlag":"disallow"}],"creator":[{"@id":"https://cir.nii.ac.jp/crid/1410864324979736320","@type":"Researcher","foaf:name":[{"@language":"en","@value":"CHIBA Junpei"},{"@language":"ja","@value":"千葉 純平"}],"jpcoar:affiliationName":[{"@language":"ja","@value":"東京都立大学大学院経営学研究科経営学専攻博士後期課程"}]}],"publication":{"publicationIdentifier":[{"@type":"PISSN","@value":"18813828"},{"@type":"EISSN","@value":"24240788"}],"prism:publicationName":[{"@language":"ja","@value":"日本労務学会誌"},{"@language":"en","@value":"Japan Journal of Human Resource Management"}],"dc:publisher":[{"@language":"en","@value":"Japan Society of Human Resource Management"},{"@language":"ja","@value":"日本労務学会"}],"prism:publicationDate":"2024-06-01","prism:volume":"25","prism:number":"1","prism:startingPage":"26","prism:endingPage":"41"},"availableAt":"2024-06-01","foaf:topic":[{"@id":"https://cir.nii.ac.jp/all?q=%E6%88%A6%E7%95%A5%E7%9A%84%E4%BA%BA%E7%9A%84%E8%B3%87%E6%BA%90%E7%AE%A1%E7%90%86%E8%AB%96","dc:title":"戦略的人的資源管理論"},{"@id":"https://cir.nii.ac.jp/all?q=%E4%BA%BA%E4%BA%8B%E6%A9%9F%E8%83%BD%E3%81%AE%E3%82%B5%E3%83%96%E3%82%B7%E3%82%B9%E3%83%86%E3%83%A0","dc:title":"人事機能のサブシステム"},{"@id":"https://cir.nii.ac.jp/all?q=%E6%B0%B4%E5%B9%B3%E9%81%A9%E5%90%88","dc:title":"水平適合"},{"@id":"https://cir.nii.ac.jp/all?q=%E6%88%A6%E7%95%A5%E7%9A%84%E6%8E%A1%E7%94%A8","dc:title":"戦略的採用"},{"@id":"https://cir.nii.ac.jp/all?q=%E4%B8%AD%E9%80%94%E6%8E%A1%E7%94%A8","dc:title":"中途採用"}],"dataSourceIdentifier":[{"@type":"JALC","@value":"oai:japanlinkcenter.org:2013348008"}]}