Yüksek Performanslı İnsan Kaynakları Uygulamaları Hizmet Odaklı Örgütsel Vatandaşlık Davranışını Nasıl Etkiler? İş Tutumlarının Aracılık Rolü

Abstract

Bu araştırma yüksek performanslı insan kaynakları uygulamalarının nasıl hizmet odaklı örgütsel vatandaşlık davranışını etkilediğini ortaya çıkarmayı amaçlamaktadır. Araştırma modeli yapısal eşitlik modellemesi kullanılarak test edilmiştir. İlişkilerin test edilmesinde kullanılan veri dört ve beş yıldızlı otel işletmelerinin işgörenlerinden (n=496) elde edilmiştir. Bulgular temel olarak yüksek performanslı insan kaynakları uygulamalarının hizmet odaklı örgütsel vatandaşlık davranışı üzerindeki etkisinde işe adanmanın ve işe gömülmüşlüğün tam aracılık rollerine işaret etmektedir. Bu bulguya göre, bir biriyle uyumlu insan kaynakları uygulamaları işe adanmayı ve işe gömülmüşlüğü artırmak suretiyle hizmet odaklı örgütsel vatandaşlık davranışını artırmaktadır. Bir başka ifadeyle, işe adanma ve işe gömülmüşlük bağımsız ve bağımlı değişken arasındaki ilişkide kilit bağlantı noktalarını oluşturmaktadır. Sonuç olarak bu araştırma, yüksek performanslı insan kaynakları uygulamaları ve hizmet odaklı örgütsel vatandaşlık davranışı arasındaki ilişki süreçlerine ışık tutarak, alanyazına katkı sağlamaktadır.

Keywords

• yüksek performanslı insan kaynakları uygulamaları,hizmet odaklı örgütsel vatandaşlık davranışı,işe gömülmüşlük,işe adanma,otel endüstrisi

How Do High-Performance Human Resources Practices Affect Service-Oriented Organizational Citizenship Behavior? The Mediating Role of Work Attitudes

Abstract

This research aims to reveal how high-performance human resources practices affect service-oriented organizational citizenship behavior. Structural equation modeling was used to test the research model. The data used to test the relationships were obtained from employees of four and five-star hotel (n = 496). The findings mainly indicate full mediating roles of job embeddedness and work engagement in the effect of high-performance human resources practices on service-oriented organizational citizenship behavior. According to this finding, a set of internally consistent HR practices increase service-oriented organizational citizenship behavior by increasing job embeddedness and work engagement. . In other words, job embeddedness and work engagement are key links in the relationship between independent and dependent variables. As a result, this research contributes to the literature by shedding light on the relationship processes between high-performance human resources practices and service-oriented organizational citizenship behavior.

Keywords

• High-Performance Human Resources Practices,Service-Oriented Organizational Citizenship Behavior,Job Embeddedness,Work Engagement,Hotel Industry

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