The Mediating Role of Leader-Member Exchange in the Effect of Satisfaction with Human Resources Practices on Organizational Identification

Abstract

This study aims to determine the mediating role of leader-member exchange in the effect of satisfaction with human resources practices on organizational identification. Additionally, in the research, The Turkish translation of the satisfaction with human resources scale developed by Menon et al. (2021) and its validity and reliability analysis were conducted, and it was determined that it is a reliable measurement tool that can be applied in studies to be carried out in Turkey. The research was conducted on 139 white-collar employees in various positions of a corporate company. The structural equation model was used to analyze the research data. In the research, satisfaction with human resources was discussed in three sub-dimensions: training, performance evaluation, and compensation satisfaction. According to the findings obtained from the research data, it was determined that satisfaction with performance evaluation and training services had a positive effect on organizational identification, satisfaction with performance evaluation had a positive effect on leader-member exchange, and leader-member exchange had a positive effect on organizational identification. As a result of the established mediation model, it was determined that leader-member exchange had a full mediating role in the effect of satisfaction with performance evaluation on organizational identification. However, none of the hypotheses established between compensation satisfaction and the research variables were supported. At the end of the study, various suggestions were presented for researchers and related practitioners.

Keywords

• Human Resources Practices
• LMX
• Organizational Identification

İnsan Kaynakları Uygulamalarından Duyulan Memnuniyetin Örgütsel Özdeşleşmeye Etkisinde Lider-Üye Etkileşiminin Aracılık Rolü

Abstract

Bu çalışmanın amacı insan kaynakları uygulamalarından duyulan memnuniyetin örgütsel özdeşleşme üzerindeki etkisinde lider-üye etkileşiminin aracılık rolünü tespit etmektir. Ayrıca araştırmada Menon vd. (2021) tarafından geliştirilen insan kaynaklarından duyulan memnuniyet ölçeğinin Türkçe çevirisi, geçerlilik ve güvenilirlik analizleri yapılarak Türkiye’de gerçekleştirilecek çalışmalarda uygulanabilecek güvenilir bir ölçme aracı olduğu tespiti yapılmıştır. Araştırma kurumsal bir firmanın çeşitli pozisyonlarında bulunan 139 beyaz yakalı çalışanı üzerinde gerçekleştirilmiştir. Araştırma verilerinin analizinde yapısal eşitlik modeli kullanılmıştır. Araştırmada insan kaynaklarından duyulan memnuniyet, eğitim, performans değerlendirme ve ücret memnuniyeti olmak üzere üç alt boyutta ele alınmıştır. Araştırma verilerinden elde edilen bulgulara göre, performans değerlendirme ve eğitim hizmetlerinden duyulan memnuniyetin örgütsel özdeşleşme üzerinde, performans değerlendirmeden duyulan memnuniyetin lider-üye etkileşimi üzerinde, lider- üye etkileşiminin örgütsel özdeşleşme üzerinde pozitif yönlü etkiye sahip olduğu belirlenmiştir. Kurulan aracılık modeli sonucunda, performans değerlendirmeden duyulan memnuniyetin örgütsel özdeşleşme üzerindeki etkisinde lider-üye etkileşiminin tam aracılık rolüne sahip olduğu tespit edilmiştir. Bununla beraber ücret memnuniyeti ile araştırma değişkenleri arasında kurulan hiçbir hipotez desteklenmemiştir. Çalışmanın sonunda araştırmacılara ve alan uygulayıcılarına yönelik çeşitli öneriler sunulmuştur.

Keywords

• İnsan Kaynakları Uygulamaları
• LÜE
• Örgütsel Özdeşleşme

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