Abstract
In this study, we unite the theories of HR differentiation and HR flexibility. We propose that HR flexibility will mediate the effect of high-commitment working practices on firm performance. Moreover, we argue this mediation will be stronger for managerial employees, as opposed to non-managerial employees. Finally, we hypothesize that business strategy will moderate this mediation. We find support for the mediation of HR flexibility in a sample of Spanish companies. The moderating effect is not supported and we discuss alternative explanations for this result.
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