THE IMPACTS OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANİZATIONAL AND INDIVİDUAL OUTCOMES

Year 2014, Volume: 32 Issue: 2, 75 - 101, 30.12.2014

Özgür Demirtaş

https://doi.org/10.17065/huiibf.93737

Cited By: 1

Abstract

The Impacts of Strategic Human Resource Management on Organizational and Individual Outcomes The impact of strategic human resource management on organizational and individual outcomes is assessed in this study. Additionally, the impact of a SHRM approach on the individual performance, organizational commitment and job satisfaction levels of human resource professionals are investigated. An organization exhibits strategic human resource management when the human resources function is vertically aligned with the mission and objectives of the organization and horizontally integrated with other organizational functions. In this study, data from a sample of 374 human resource professionals from large manufacturing firms were analyzed using structural equation modeling techniques. Results indicate that the direct impact of strategic human resource management on organizational and individual performance is positive and significant, as hypothesized. In addition, strategic human resource management was found to be directly and positively influenced on organizational commitment and job satisfaction

Keywords

Strategic human resource management, organizational performance, individual performance, organizational commitment, job satisfaction, structural equation modeling

STRATEJİK İNSAN KAYNAKLARI YÖNETİMİNİN ÖRGÜTSEL VE BİREYSEL DÜZEYDE ETKİLERİ

Abstract

Bu çalısmada stratejik insan kaynakları yönetiminin, örgüt ve birey düzeyinde etkileri degerlendirilmistir. Bu çerçevede, stratejik insan kaynakları uygulamalarının; örgütsel baglılık ve is tatmini ile bireysel ve örgütsel düzeyde performansa olan etkisi, insan kaynakları uzmanları üzerinde arastırılmıstır. Bir organizasyonda stratejik insan kaynakları yönetiminin varlıgı, insan kaynaklarının örgütün görev ve hedefleri ile dikey olarak uyumlu oldugu ve diger örgüt fonksiyonları ile de yatay seviyede uyumun gerçeklestirildigi durumlarda ortaya çıkmaktadır. Bu çalısmada büyük imalatçı firmalarda görev yapan 374 insan kaynakları uzmanından olusan bir örnek grubundan elde edilen verilerle yapısal esitlik modeli kullanılarak analizler yapılmıstır. Sonuçlar, hipotezlerle öne sürüldügü üzere, stratejik insan kaynakları uygulamalarının birey ve örgüt performansına direk etkisinin anlamlı bir düzeyde pozitif yönde oldugunu göstermektedir. Ayrıca, stratejik insan kaynakları yönetimi uygulamalarının, örgütsel baglılıgı ve is tatminini de direk ve pozitif yönde etkiledigi tespit edilmistir.

Keywords

Stratejik insan kaynakları yönetimi, örgüt performansı, birey performansı, örgütsel bağlılık, iş tatmini, yapısal eşitlik modeli

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