Stirring inclusion: how diversity-oriented HR practices boost adaptive performance in Greece's food & beverage industry

Drawing on social exchange theory and the norm of reciprocity, the paper suggests a moderated mediation model to examine the role of employee perceived inclusion and work engagement in the relationship between diversity-oriented HR practices (DHRP) and employee adaptive performance. This study draws on data from 415 employees in the Greek food and beverage industry and their supervisors in three sequential phases. During the first phase, employees assessed their organizations' DHRP. In the second phase, employees' perceived inclusion and work engagement were examined, and in the third phase, supervisors assessed employees' level of adaptive performance. The results reveal that perceived inclusion mediates the relationship between DHRP and adaptive performance. Further, they provide support that work engagement moderates the relationship between perceived inclusion and employee adaptive performance, as well as the indirect relationship between DHRP and employee adaptive performance through inclusion, such that the positive relationships are stronger once work engagement is higher. The research findings show that by implementing DHRP and procedures, leaders and managers can increase employees' sense of inclusion and work engagement, ultimately boosting their adaptive performance during change.