“…As pointed out in the literature, HRM policies effectively precede attitudes and behaviors in organizations, as is the case with the organizational-criterion variables organizational commitment (Bastos, 1994;Demo et al, 2013), well-being at work (Horta et al, 2012;Jesus & Rowe, 2015;Martins & Demo, 2014), satisfaction at work (Demo et al, 2013;Majumder, 2012;Nannetti, Mesquita, & Teixeira, 2015;Santos & Mourão, 2011), and trust in the organization (Horta et al, 2012), besides important organizational results such as performance (Brandão, Borges-Andrade, & Guimarães, 2012;Freitas & Borges-Andrade, 2004), organizational turnover (Sheehan, 2013), and organizational effectiveness (Gomide & Tanabe, 2012;Guest & Conway, 2011;Kim & Lee, 2012).…”