İnsan kaynakları uygulamaları ile örgütsel bağlılık arasındaki ilişkinin bireysel ve örgütsel performansa olan etkileri
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Date
2020
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İstanbul Ticaret Üniversitesi
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info:eu-repo/semantics/openAccess
Abstract
Küreselleşmeyle birlikte teknolojinin geldiği nokta, nitelikli insan gücünün ve buna bağlı bazı kavramların önemini artırmaktadır. Bu çalışmada, insan kaynakları uygulamalarının bireysel ve örgütsel performansa etkileri, bireysel ve örgütsel performans ile insan kaynakları uygulamaları arasındaki ilişkide örgütsel bağlılığın rolü olmak üzere beş farklı hipotez test edilmiştir. İnsan kaynakları yönetimi uygulamaları ve bireysel performans algısını belirlemek için Yılmaz T. (2012) tarafından geliştirilen Yüksek Performanslı İnsan Kaynakları Yönetimi Uygulamaları ve Algılanan Bireysel Performans Ölçeği, örgütsel performans algısını belirlemek için Subaşı (2018) tarafından geliştirilen Örgütsel Performans Ölçeği, örgütsel bağlılık algısını ölçmek için ise Allen ve Meyer tarafından geliştirilerek Akar (2018) tarafından kullanılan Örgütsel Bağlılık Ölçeği kullanılmıştır. Araştırma özel sektörde görev alan beyaz yaka çalışan grubu üzerinde gerçekleştirilmiştir. İnternet üzerinden gerçekleştirilen ankete 304 kişi katılmıştır. Elde edilen veriler, IBM SPSS 22.0 yazılım programı ile analiz edilmiştir. Analizler sonucunda, insan kaynakları uygulamaları ile örgütsel bağlılık ve örgütsel performans arasında istatistiksel olarak anlamlı (p=0.00, p<0.05) bir ilişki bulunmuştur. Örgütsel bağlılığın, insan kaynakları uygulamalarının örgütsel performans ile ilişkisinde aracılık rolü olduğu saptanmıştır. İnsan kaynakları uygulamaları ile bireysel performans arasında istatistiksel olarak anlamlılık bulunamamış ve örgütsel bağlılığın aracılık rolü saptanamamıştır. İnsan kaynakları uygulamalarının kavramsal olarak açıklanması ve bireysel ve örgütsel performansa olan etkilerinin örgütsel bağlılık ile ilişkilendirilerek tüm özel sektörü kapsaması çalışmanın özgün yanı olarak karşımıza çıkmaktadır. Anahtar kelimeler: İnsan Kaynakları, Bireysel Performans, Örgütsel Performans, Örgütsel Bağlılık
The current state of globalization and technology increases the importance of qualified workforce and some related concepts. In this study, five different hypotheses were tested on the effects of human resources practices on individual and organizational performance, the role of organizational commitment in the relationship between individual and organiza-tional performance and human resources practices. High Performance Human Resources Management Practices and Perceived Individual Performance Scale developed by Yılmaz T. (2012) was used to determine the perception of the human resources management and individual performance, Organizational Performance Scale developed by Subaşı (2018) was used to determine the organizational performance perception, Organizational Commitment Scale developed by Allen and Meyer and used by Akar (2018) was used to measure the perception of organizational commitment. The research was conducted on the white collar employee group working in the private sector. 304 people participated in the online survey. The data obtained were analyzed with IBM SPSS 22.0 software program. As a result of the analysis, a statistically significant (p=0.00, p<0.05) relationship was found between human resources practices, organizational commitment and organizational performance. It has been determined that organizational commitment has an intermediary role in the relationship between human resources practices and organizational performance. Statistical significance was not found between human resources practices and individual performance and the mediating role of organizational commitment could not be determined. The fact that the conceptual explanation of human resources practices and their effects on individual and organizational performance are associated with organizational commitment and cover the entire private sector is the original aspect of the study. Key words: Human Resources, Individual Performance, Organizational Performance, Organizational Commitment
The current state of globalization and technology increases the importance of qualified workforce and some related concepts. In this study, five different hypotheses were tested on the effects of human resources practices on individual and organizational performance, the role of organizational commitment in the relationship between individual and organiza-tional performance and human resources practices. High Performance Human Resources Management Practices and Perceived Individual Performance Scale developed by Yılmaz T. (2012) was used to determine the perception of the human resources management and individual performance, Organizational Performance Scale developed by Subaşı (2018) was used to determine the organizational performance perception, Organizational Commitment Scale developed by Allen and Meyer and used by Akar (2018) was used to measure the perception of organizational commitment. The research was conducted on the white collar employee group working in the private sector. 304 people participated in the online survey. The data obtained were analyzed with IBM SPSS 22.0 software program. As a result of the analysis, a statistically significant (p=0.00, p<0.05) relationship was found between human resources practices, organizational commitment and organizational performance. It has been determined that organizational commitment has an intermediary role in the relationship between human resources practices and organizational performance. Statistical significance was not found between human resources practices and individual performance and the mediating role of organizational commitment could not be determined. The fact that the conceptual explanation of human resources practices and their effects on individual and organizational performance are associated with organizational commitment and cover the entire private sector is the original aspect of the study. Key words: Human Resources, Individual Performance, Organizational Performance, Organizational Commitment
Description
Sosyal Bilimler Enstitüsü, İşletme Ana Bilim Dalı, İnsan Kaynakları Yöneticiliği Bilim Dalı
Keywords
İşletme, Business Administration
