Dijital İnsan Kaynaklarının Örgütsel Bağlılığın İş Performansı Üzerinde Etkisindeki Aracılık Rolü: Kenya Örneği

Abstract

Bu çalışma, Kenya'daki kuruluşlarda çalışanların örgütsel bağlılık ve iş performansı arasındaki ilişkide dijital insan kaynaklarının aracılık rolünü incelemektedir. Önceki araştırmalar örgütsel bağlılık ve iş performansı arasındaki olumlu ilişkiyi belgelemiş olsa da, dijital insan kaynakları uygulamalarının bu ilişkiyi nasıl etkilediği, özellikle gelişmekte olan ekonomilerde, sınırlı bir şekilde incelenmiştir. Örgütsel bağlılık teorisi ve dijital insan kaynakları yönetimi literatürüne dayanan bu araştırma, bu boşluğu doldurmak için bir aracılık modeli önermektedir. Veriler, yapılandırılmış bir anket kullanılarak Kenya'daki çeşitli sektörlerdeki çalışanlardan toplanmıştır. Örgütsel bağlılık, dijital insan kaynakları uygulamaları ve iş performansı, geçerliliği kanıtlanmış ölçeklerle değerlendirilmiştir. Hipotezlenen ilişkileri test etmek için regresyon temelli aracılık analizi kullanılmıştır. Sonuçlar, örgütsel bağlılığın iş performansını önemli ölçüde artırdığını göstermektedir. Ancak, dijital insan kaynaklarının bu ilişkiyi olumsuz yönde etkilediği bulunmuştur. Dijital İK uygulamaları verimliliği ve performansı artırmak için tasarlanmış olsa da, bunların uygulanması Kenya bağlamında örgütsel bağlılığın iş performansı üzerindeki olumlu etkisini azaltıyor gibi görünmektedir. Bu bulgular, dijital insan kaynakları sistemlerinin benimsenmesinin, doğası gereği çalışanların performansını artırmadığını göstermektedir. Altyapı kısıtlamaları, beceri eksiklikleri ve teknolojik değişime direnç ile karakterize edilen ortamlarda, dijitalleşme çalışan bağlılığını ve performansını zayıflatan zorluklar yaratabilir. Bu çalışma, dijital İKY sonuçlarının bağlamsal doğasını vurgulayarak ve gelişmekte olan bir ekonomiden ampirik kanıtlar sunarak literatüre katkıda bulunmaktadır. Pratik çıkarımlar, yöneticiler ve politika yapıcıların sürdürülebilir performans sonuçları elde etmek için dijital İKY girişimlerini organizasyonel kültür, çalışan yetkinlikleri ve yerel koşullarla uyumlu hale getirmenin önemini vurgulamaktadır.

Keywords

• Dijital insan kaynakları
• örgütsel bağlılık
• iş performansı
• Kenya

Ethical Statement

Dergiye gönderilen makalemizde herhangi bir kişisel veya finansal çatışma olmadığını beyan ederim.

The Mediating Role of Digital Human Resources in The Effect of Organizational Commitment on Job Performance: An Example on Kenya

Abstract

The present study investigates the mediating role of digital human resources in the relationship between organizational commitment and job performance among employees in Kenyan organizations. Although previous research has documented the positive association between organizational commitment and job performance, there has been limited examination of how digital human resource practices influence this relationship, especially in developing economies. Grounded in organizational commitment theory and digital human resource management literature, this research proposes a mediation model to address this gap. Data were collected from employees across various sectors in Kenya using a structured questionnaire. Organizational commitment, digital human resource practices, and job performance were assessed with validated scales. Regression-based mediation analysis was employed to test the hypothesized relationships. The results indicate that organizational commitment significantly enhances job performance. However, digital human resources were found to negatively mediate this relationship. Although digital HR practices are designed to improve efficiency and performance, their implementation appears to diminish the positive impact of organizational commitment on job performance within the Kenyan context. These findings indicate that adopting digital human resource systems does not inherently lead to improved employee outcomes. In environments marked by infrastructural constraints, skill deficiencies, and resistance to technological change, digitalization may introduce challenges that undermine employee commitment and performance. This study contributes to the literature by emphasizing the contextual nature of digital HRM outcomes and by offering empirical evidence from a developing economy. The practical implications underscore the importance for managers and policymakers to align digital HR initiatives with organizational culture, employee competencies, and local conditions to achieve sustainable performance outcomes.

Keywords

• Digital human resources
• organizational commitment
• job performance
• mediation
• Kenya

Ethical Statement

In the article we submitted to the journal and declared that I declare that there are no personal or financial conflicts.

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