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Stratejik İnsan Kaynakları Yönetiminin Örgütsel Bağlılığa ve İş Tatminine Etkisi: İnsan Kaynakları Yöneticileri Üzerinde Bir Araştırma

Year 2011, Volume: 15 Issue: 2, 397 - 418, 27.05.2012

Abstract

Stratejik insan kaynakları yönetimi, insan kaynaklarının işletme stratejileriyle
uyumlu hale getirilmesini ve örgütteki insan kaynağının yönetimini stratejik yönetim sürecine
entegre edilmesini esas alan bir yaklaşımdır. Stratejik insan kaynakları yönetiminin çeşitli
örgütsel değişkenlerle ilişkisi, son yıllarda önem kazanan konulardan biri olmuştur. Bu çalışmanın amacı, stratejik insan kaynakları yönetiminin insan kaynakları yöneticilerinin örgütsel
bağlılığını ve iş tatminini etkileyip etkilemediğini tespit etmektir. Araştırmanın modeli, iş
tatmin teorileri (iş özellikleri ve çift faktör teorisi) ve konuyla ilgili yapılan görgül araştırma
bulgularından hareketle oluşturulmuştur. Araştırma hipotezleri, İstanbul’da çeşitli sektörlerde
faaliyet gösteren 28 büyük ölçekli işletmenin insan kaynakları departmanlarında çalışan
toplam 241 yöneticiden oluşan bir örneklem üzerinde test edilmiştir. Araştırma sonucunda;
stratejik insan kaynakları yönetimi, temin-geliştirme ve katılım-işgören ile iletişim olarak ele
alınan bağımsız değişkenlerin, bağımlı değişkenleri (örgütsel bağlılık ve iş tatmini) etkilediği,
ancak katılım-işgören ile iletişim değişkeninin, iş tatmini üzerindeki etkisinin diğerlerine nazaran
göreli olarak daha fazla olduğu tespit edilmiştir.

References

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  • Guest, D. (2002). “Human Resource Management, Corporate Performance and Emplo- yee Wellbeing: Building the Worker into HRM”, Journal of Industrial Relations, 44(3): 335-358.
  • Gürbüz, S. (2006). “Örgütsel Vatandaşlık Davranışı İle Duygusal Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma”. Abant İzzet Baysal Üniversitesi İkti- sadi ve İdari Bilimler Fakültesi Ekonomik ve Sosyal Araştırmalar Dergisi, 3(1): 48-75.
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  • Gürbüz, S., Mert, İ.S., Sigri, Ü., Özturk, Ü. ve Tabak, A. (2009). “The Effect of Strategic Human Resource Management on Organizational Outcomes”, International Academy of Management and Business, October 12-14 2009, İstanbul.
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Year 2011, Volume: 15 Issue: 2, 397 - 418, 27.05.2012

Abstract

References

  • Adler, S., Skov, R.B. ve Salvemini, N.J. (1985). “Job Characteristics and Job Satisfacti- on: When Cause Becomes Consequence”. Organizational Behaviour and Human Deci- sion Processes, 35: 266-278.
  • Akhtar, S., Ding,D.Z., ve Ge, G.L. (2008). “Strategic HRM Practices and Their Impa- ct on Company Performance in Chinese Enterprises”. Human Resource Management, 47(1): 15-32.
  • Allen, N. J. ve Meyer, J. P. (1997). Commitment in Workplace, Theory, Research and Ap- plication, London, Sage Publications.
  • Arbuckle, J. ve Wothke W. (1999). AMOS 4 User’s Guide. Chicago, IL: SmallWaters Corporation.
  • Aycan, Z. (2001). “Human Resource Management in Turkey: Current Issues and Future Challenges”. International Journal of Manpower, 22(3): 252-60.
  • Baird, L. ve Meshoulam, I. (1988). “Managing two Fits of Strategic Human Resource Management”. Academy of Management Review, 13(1): 116–128.
  • Barney, J.B. (1991). “Firm Resources and Sustained Competitive Advantage”. Journal of Management, 17(1): 99-120.
  • Becker, B.E. ve Gerhart, B. (1996). “The Impact of Human Resource Management on Organizational Performance: Progress and Prospects”. Academy of Management Journal, 39(4): 779-801.
  • Becker, B.E. ve Huselid, M.A. (1998). “High Performance Work Systems and Firm Per- formance: A Synthesis of Research and Managerial Implications”. In G. R. Ferris (Ed). Research in Personnel and Human Resources Management, Greenwich: JAI Press, 16, 53-101.
  • Benligiray, S., Geylan, A. ve Duman, E. (2010). “İnsan Kaynakları Yönetiminin Strate- jik Olarak Yönlendirilmesinin Finansal Performansı Etkileyip Etkilemediğinin Analizi”. Anadolu Üniversitesi Sosyal Bilimler Dergisi, 10(1): 61–84.
  • Bennett, N., Ketchen. D.J. Jr ve Schultz, E.B. (1998). “An Examination of Factors As- sociated with the Integration of Human Resource Management and Strategic Decision Making”. Human Resource Management, 37(1): 3-16.
  • Brislin, R.W, Lonner, W.J., ve Thorndike, R.M (1973). Cross-Cultural Research Met- hods, Wiley, New York, NY.
  • Casper, W. J., Martin, J. A., Buffardi, L. C., ve Erdwins, C. J. (2002). “Work-family Conf- lict, Perceived Organizational Support, and Organizational Commitment Among Emplo- yed Mothers”. Journal of Occupational Health Psychology, 7(2): 99-108.
  • Caspi, A., Hador, B., Weisberg, J., Uyargil, C., Dundar, G., ve Tuzuner, V.L. (2004). “Turkey and Israel: HRM as a Reflection of Society”. in Brewster, C., Mayrhofer, W., Morley, M. (Eds), Human Resource Management in Europe. Evidence of Convergence?, Elsevier Butterworth-Heinemann, Oxford, 385-404.
  • Ceylan, C. ve Bayram, N. (2006). “Analysis of Effects of Career Commitment on Organi- zational Commitment And Turnover Intention by Moderated Multiple Regression”. The Journal of Economics & Administrative Sciences, Ataturk University, 20 (1):105 -120.
  • Colbert, B.A. (2004). “The Complex Resource-Based View: Implication for Theory and Practice in Strategic Human Resource Management”. Academy of Management Review, 29(3): 341-358.
  • Collins, C.J ve Clark, K.D. (2003). “Strategic Human Resources Practices and Top Ma- nagement Team Social Networks: An Examination of the Role of HR Practices in Crea- ting Organizational Competitive Advantage”. Academy of Management Journal, 46(6): 740–751.
  • Currivan, D.B. (1999). “The Causal Order of Job Satisfaction and Organizational Com- mitment in Models of Employee Turnover”. Human Resource Management Review, 9(4): 495-524.
  • Delaney, J.T. ve Huselid, M.A. (1996). “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”. Academy of Management Journal, 39(4): 949–969.
  • Delery, J.E. (1998). “Issues of Fit in Strategic Human Resource Management: Implicati- ons For Research”. Human Resource Management Review, 8(3): 289–310.
  • Delery, J.E. ve Doty, D.H. (1996). “Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency and Configurational Performance Pre- dictions”. Academy of Management Journal, 39(4): 802–835.
  • Demirkaya, H. (2006). “İnsan Kaynakları Bölümünün Organizasyonu”. Kocaeli Üniver- sitesi Sosyal Bilimler Enstitüsü Dergisi, 12(2): 1-21.
  • Devanna, M. A., Fombrum, C., Tichy, N. ve Warren, L. (1982). “Strategic Planning and Human Resource Management”. Human Resource Management, 21(1): 11–17.
  • Devanna, M.A., Fombrun, C. ve Tichy, N. 1981. “Human Resource Management: A Stra- tegic Perspective”. Organizational Dynamics, 9(3): 51-68.
  • Eby, L.T. ve Freeman, D.M. (1999). “Motivational Bases of Affective Organizational Commitment: A Partial Test of an Integrative Theoretical Model”. Journal of Occupatio- nal and Organizational Psychology. 72(4): 463-83,
  • Ekin, N. (1994). Endüstri İlişkileri, İstanbul, 6. Baskı.
  • Erdoğan, İ. (1999). İşletme Yönetiminde Örgütsel Davranış, İşletme Fakültesi Yayını, No.5, İstanbul.
  • Fey, C.F., Bjorkman, I. ve Pavlovskaya, A. (2000). “The Effect of Human Resource Management Practices on Firm Performance in Russia”. International Journal of Human Resource Management, 11(1): 1–18.
  • Gerhart, B., Wright, P.M., McMahan, G.C., ve Snell, S.A. (2000). “Measurement Er- ror in Research on Human Resources and Firm Performance: How Much Error is The- re and How Does It Influence Effect Size Estimates?”. Personnel Psychology, 53(84): 803–834.
  • Green, K.W., Wu, C., Whitten, D., ve Medlin, B. (2006). “The Impact of Strategic Hu- man Resource Management on Firm Performance and HR Professionals’ Work Attitu- de and Work Performance”. International Journal of Human Resource Management, 17(4): 559-579.
  • Guest, D. (2002). “Human Resource Management, Corporate Performance and Emplo- yee Wellbeing: Building the Worker into HRM”, Journal of Industrial Relations, 44(3): 335-358.
  • Gürbüz, S. (2006). “Örgütsel Vatandaşlık Davranışı İle Duygusal Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma”. Abant İzzet Baysal Üniversitesi İkti- sadi ve İdari Bilimler Fakültesi Ekonomik ve Sosyal Araştırmalar Dergisi, 3(1): 48-75.
  • Gürbüz, S. (2008). “The Effects of Job Satisfaction and Organizational Justice Perception on Organizational Citizenship Behavior”. TODAİE’s Review of Public Administration, 41(4): 49-77.
  • Gürbüz, S. (2009). “The Effect of High Performance HR Practices on Employees’ Job Satisfaction”, İstanbul Üniversitesi İşletme Fakültesi Dergisi, 38(2): 110-123.
  • Gürbüz, S. ve Mert, İ.S. (Baskıda). “Impact of the Strategic Human Resource Manage- ment on Organizational Performance: Evidence From Turkey”. The International Journal of Human Resource Management.
  • Gürbüz, S., Mert, İ.S., Sigri, Ü., Özturk, Ü. ve Tabak, A. (2009). “The Effect of Strategic Human Resource Management on Organizational Outcomes”, International Academy of Management and Business, October 12-14 2009, İstanbul.
  • Hackman, J.R. ve Oldham, G.R. (1980). Work Redesign, Reading: MA: Addison- Wesley.
  • Herzberg, F. (1966). Work And The Nature of Man, New York: Mentor Executive Library.
  • Huselid, M.A. (1995). “The Impact of Human Resource Management Practices on Turnover, Productivity, Corporate Financial Performance”. Academy of Management Journal, 38(3): 635–672.
  • Huselid, M.A. ve Becker, B.E. (1997). “The Impact of Higher Performance Work Systems, Implementation Effectiveness and Alignment with Strategy on Shareholder Wealth”, Working Paper Available At: Http://www.Rci.Rutgers.Edu/Huselid/Papers/1997 Shareholder Wealth.Pdf.
  • Jöreskog, K. G., ve Sörbom, D. (2001). Lisrel 8: Users Reference Guide. Chicago: Scientific Software International.
  • Khatri N. (2000). “Managing Human Resource For Competitive Advantage: A Study of Companies in Singapore”. International Journal of Human Resource Management, 11(2): 3–36.
  • King, M., Murray A. ve Atkinson, T. (1982). “Background, Personality, Job Characteristics, and Satisfaction with Work in a National Sample”. Human Relation, 35 (2): 120-134.
  • Kochan, T.A. ve Osterman, P. (1994). The Mutual Gains Enterprise: Forgoing a Winning Partnership among Labor, Management, and Government. Boston, MA: Harvard Business School Press.
  • Lado, A.A. ve Wilson, M.C. (1994). “Human Resource Systems and Sustained Compe- titive Advantage: A Competency-Based Perspective”. Academy of Management Review, 19(4): 699–727.
  • Locke, E. A. (1976). “The Nature and Cause of Job Satisfaction”. Ed. M.D. Dunnette, Handbook of Industrial and Organizational Psychology, Chicago: McNally.
  • McDonald, R.P. ve Ho, R.M. (2002). “Principles and Practice in Reporting Structural Equation Analyses”. Psychological Methods, 7: 64-82.
  • MacDuffie, J.P. (1995). “Human Resource Bundles and Manufacturing Performance: Or- ganizational Logic and Flexible Production Systems in the World Auto Industry”. Indus- trial and Labor Relations Review, 48(2): 197-201.
  • Mottaz, J.C., (1985). “The Relative Importance of Intrinsic And Extrinsic Rewards As Determinants of Wok Satisfaction”. The Sociological Quarterly, 26(3): 365-385.
  • Mowday, R.T., Steers. R.M. ve Potter. L.W. (1979). “The Measuremental of Organizatio- nal Commitment”. Journal of Vocational Behavior, 4: 224-47.
  • Organ, D.W. ve Ryan, K.A. (1995). ”Meta-Analytic Review of Attitudinal and Disposi- tional Predictors of Organizational Citizenship Behavior”. Personnel Psychology, 48(4): 775-82.
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Primary Language tr;en
Journal Section Makaleler
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Sait Gürbüz This is me

Publication Date May 27, 2012
Published in Issue Year 2011 Volume: 15 Issue: 2

Cite

APA Gürbüz, S. (2012). Stratejik İnsan Kaynakları Yönetiminin Örgütsel Bağlılığa ve İş Tatminine Etkisi: İnsan Kaynakları Yöneticileri Üzerinde Bir Araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15(2), 397-418.

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