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İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü

Year 2015, Volume: 17 Issue: 2, 156 - 173, 01.06.2015

Hakan Bayramlık

Abstract

Çalışanların örgüte ve yöneticilere karşı duydukları güvenin birçok örgütsel değişkenle olumlu bir ilişkisi vardır. Sosyal Mübadele Kuramına göre çalışanların örgüt ile ilişkileri karşılıklılık temellidir. Bu ilişkide örgütün çalışanlara yönelik politika ve uygulamaları etkilidir. Bu çalışmanın amacı, örgütsel güvenin sağlanmasında işletmedeki İKY uygulamalarının etkisini ve bu etkide algılanan örgütsel adaletin rolünü ortaya koymaktır. Savunma sektörü çalışanları üzerinde yapılan araştırmada, insan kaynakları uygulamaları ve örgütsel güven değişkenlerinin arasındaki ilişki ve bu ilişki üzerinde örgütsel adaletin aracılık rolü incelenmiştir. Araştırma sonucunda, İKY uygulamaları ile örgüte duyulan güven ve algılanan örgütsel adalet arasında olumlu yönde ve anlamlı bir ilişki olduğu ve İKY uygulamalarının örgüte duyulan güven üzerindeki etkisinde algılanan örgütsel adaletin kısmi aracılık rolünün bulunduğu belirlenmiştir.

Keywords

İKY Uygulamaları Örgüte Güven Örgütsel Adalet

References

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  • ISSN: 2148-9874, DOI: 10.4026/1303-2860.2015.0282.x

Year 2015, Volume: 17 Issue: 2, 156 - 173, 01.06.2015

Hakan Bayramlık

Abstract

Employee trust in managers and the organization is associated with a plethora of positive organizational outcomes. Social Exchange Theory contends that the relationship between organizations and employees are based on norms of reciprocity. Consequently an organization’s policies and practices oriented towards its employees might have a significant effect on this relationship. The purpose of this study was to find out if there was a relationship between human resource practices and employee trust in the organization. This study also attempted to explore moderating role of organizational justice in this relationship. Participants of the study were 300 white and blue collar employees from Ankara based large-scale defense companies. Significant positive associations were found between HR practices, organizational justice and trust in organization. It was also found that organizational justice partially mediated the relationship between HR practices and trust in organization.

Keywords

HR practices trust in organization organizational justice.

References

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  • Ambrose, M. L., ve Schminke, M. (2003). Organization Structure As a Moderator of The Relationship Between Procedural Justice, Interactional Justice, Perceived Organizational Support, and Supervisory Trust. Journal of Applied Psychology, 88, 295–305.
  • Armstrong-Stassen, M. (2002). Designated redundant but escaping lay-off: a special group of lay-off survivors. Journal of Occupational and Organizational Psychology, 75(1), 1-13.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670–687.
  • Aryee, S., Budhwar, P. S., ve Chen, Z. X. (2002). Trust As a Mediator of The Relationship Between Organizational Justice and Work Outcomes: Test of Social Exchange Model. Journal of Organizational Behavior, 23, 267–285.
  • Axelrod, R. (1984). The Evolution of Cooperation. Basic Books, New York, NY.
  • Barling, J. ve Phillips, M. (1993) Interactional, Formal and Distributive Justice in the Workplace: An Exploratory Study. Journal of Psychology, 127(6): 649–656.
  • Barney, J.B. ve Hansen, M.H. (1994). Trustworthiness as a source of competitive advantage. Strategic Management Journal, 15(2), 175-190.
  • Baron R. ve Kenny D. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Becker, B. ve Gerhart, B. (1996). The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), 779-801.
  • Bies, R. ve Moag, J. (1986). Interactional Justice: Communication Criteria of Fairness. In R. Lewicki, B. Sheppard and M. Bazerman (eds.) Research on Negotiations in Organizations, Vol 1. Greenwich, CT: JAI Press. 43-55.
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  • Brockner, J. ve Siegel, P. (1996). Understanding The Interaction Between Procedural and Distributive Justice: The Role of Trust. In R. M. Kramer ve T. R. Tyler (Eds.), Trust in Organizations. Thousand Oaks, CA: Sage Publications, 390–413.
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  • Cropanzano, R., Prehar, C. A., ve Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organizational Management, 27, 324-351.
  • Corpanzano, R., Bowen, D. ve Gilliland, W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48.
  • Delaney, T.J. ve Huselid, A.M. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969.
  • Demirel, Y. (2008). Örgütsel Güvenin Örgütsel Bağlılık Üzerine Etkisi: Tekstil Sektörü Çalışanlarına Yönelik Bir Araştırma. Yönetim ve Ekonomi, 15(2), 179-194.
  • Earley, P.C. (1986). Trust, perceived importance of praise and criticism, and work performance: an examination of feedback in the United States and England. Journal of Management, 12(4), 457-73.
  • Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
  • Eren, E. (2008). Yönetim ve Organizasyon. İstanbul: Beta.
  • Folger, R. ve Cropanzano, R. (1998). Organizational Justice and Human Resource Management. London: Sage Publications Inc.
  • Folger, R. ve Konovsky, M.A. (1989). Effects Of Procedural and Distributive Justice On Reaction To Pay Raise Decisions. Academy Of Management Journal, 32(1),115-130.
  • Gould-Williams, J. (2003), The Importance of HR Practices and Workplace Trust in Achieving Superior Performance: A Study of Public-Sector Organizations, The International Journal of Human Resource Management, Vol. 14(1), 28-54.
  • Gould-Williams, J. (2004). The Effects of High Coımmitment HRM Practices on Employee Attitude: The Views of Public Sector Workers. Public Administration, 82(1), 63-81.
  • Greenberg J. 1990. Organizational justice: yesterday, today and tomorrow. Journal of Management, 16, 399-432.
  • Guest, D.E., Michie, J., Conway, N., ve Sheehan, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41, 291-314.
  • Gürbüz, R. (2012). Algılanan Örgütsel Destek ve Örgütsel Güvenin, Örgütsel Bağlılık İle İlişkisi. Yüksek Lisans Tezi, Atatürk Üniversitesi, Erzurum.
  • Gürbüz, S. (2009). Örgütsel Adalet Ölçeğinin Geçerlik ve Güvenirlik Uygulaması: Kamuda Görgül Bir Çalışma. Amme İdaresi Dergisi, 42(3), 117-139.
  • Gürbüz, S. ve Bekmezci, M. (2012). İnsan Kaynakları Yönetimi Uygulamalarının Bilgi İşçilerinin İşten Ayrılma Niyetine Etkisinde Duygusal Bağlılığın Aracılık ve Düzenleyicilik Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 41(2), 189-213
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  • Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
  • Innocenti, L., Pilati, M. ve Peluso A.M. (2011). Trust as Moderator in The Relationship Between HRM Practices and Employee Attitudes. Human Resource Management Journal, 21(3), 303-317.
  • İşcan, Ö.F. ve Sayın, U. (2010). Örgütsel Adalet, İş Tatmini ve Örgütsel Güven Arasındaki İlişki. Atatürk Üniversitesi İİB Dergisi, 24(4), 195-216.
  • Kılıçlar, A. (2011). Yöneticiye Duyulan Güven ile Örgütsel Adalet İlişkisinin Öğretmenler Açısından İncelenmesi. İşletme Araştırmaları Dergisi, 3(3), 23-36.
  • Konovsky, M. A., ve Cropanzano, R. (1991). The perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76, 698–707.
  • Konovsky, M. A., ve Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656–669.
  • Kreitner,R. ve Kinicki,A., (1998). Organizational Behavior, Irwing: McGraw-Hill.
  • Lam, S.S.K, Schaubroeck, J. ve Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: a cross-national study. Journal of Organizational Behavior, 23(1), 1-18.
  • Lam, W., Chen, Z., ve Takeuchi, N. (2009). Perceived human resource management practices and intention to leave of employees: the mediating role of organizational citizenship behavior in a Sino-Japanese joint venture. The International Journal of Human Resource Management, 20(11), 2250-2270.
  • Levinson, H. (1965). Reciprocation: the relationship between man and organization. Administrative Science Quarterly, 9, 370–390.
  • Li, J-M., Yang, J-S ve Wu, H-H. (2008). Improving service quality and organisation performance through human resources practices. A case study. Total Quality Management, 19(9), 969-985.
  • Li, X., Frenkel, S.J. ve Sanders, K. (2011), Strategic HRM as Process: How HR System and Organizational Climate Strength Influence Chinese Employee Attitudes,The International Journal of Human Resource Management, Vol. 22(9), 1825-1842.
  • Lind, E.A, ve Tyler, T.R. (1998). The Social Psychology of Procedural Justice. New York: Plenum Press.
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  • ISSN: 2148-9874, DOI: 10.4026/1303-2860.2015.0282.x
There are 84 citations in total.

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Other ID JA22UV78ZN
Journal Section Articles
Authors

Hakan Bayramlık This is me

Publication Date June 1, 2015
Published in Issue Year 2015 Volume: 17 Issue: 2

Cite

APA Bayramlık, H. (2015). İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources, 17(2), 156-173.
AMA Bayramlık H. İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. isguc. June 2015;17(2):156-173.
Chicago Bayramlık, Hakan. “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 17, no. 2 (June 2015): 156-73.
EndNote Bayramlık H (June 1, 2015) İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources 17 2 156–173.
IEEE H. Bayramlık, “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”, isguc, vol. 17, no. 2, pp. 156–173, 2015.
ISNAD Bayramlık, Hakan. “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 17/2 (June 2015), 156-173.
JAMA Bayramlık H. İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. isguc. 2015;17:156–173.
MLA Bayramlık, Hakan. “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources, vol. 17, no. 2, 2015, pp. 156-73.
Vancouver Bayramlık H. İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. isguc. 2015;17(2):156-73.