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

Sait Gürbüz

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.

Keywords

Stratejik insan kaynakları yönetimi, insan kaynakları yöneticileri, iş tatmini, örgütsel bağlılık

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