The Mediating Role of Work Engagement in the Effect of Flexible Human Resources Management on Work Performance: A Study in the Banking Sector

Abstract

Aim. This research examines the mediating role of work engagement in the relationship between flexible human resources management and job performance in the banking sector. Methodology. The research was designed according to quantitative and cross-sectional research methods. The research sample group consists of 384 people working in the Istanbul branches of privately owned deposit banks. Research data was collected by random survey method. Three scales with seven degrees related to conceptual structures and a demographic questionnaire about the participants were included in the questionnaire form. Security and validity analysis, correlation analysis between variables, and exploratory and confirmatory factor analyses were performed to analyze the data. Structural equation modeling was used for model validity, hypothesis testing, and mediation analysis. Data analysis was performed using SPSS 24 and AMOS 24. Results. In the correlation analysis, significant relationships were found between all the variables in the research model. According to the regression analysis results, the change in the variables of job performance and work engagement of flexible human resources management showed that work engagement significantly predicted the change in job performance. In the mediation analysis, the variable of work engagement has been seen that it has a strong mediating effect on the relationship between flexible human resources management and job performance. Originality. In the literature, no research tests the mediating role of work engagement in the relationship between flexible human resource management and job performance in the Turkish banking sector. In this aspect, research is a valuable contribution for researchers and practitioners.

Keywords

• Flexible Human Resources Management
• work performance
• work engagement

Esnek İnsan Kaynakları Yönetiminin İş Performansına Etkisinde İşe Adanmışlığın Aracı Rolü: Bankacılık Sektöründe Bir Araştırma*

Abstract

Amaç. Bu araştırmada bankacılık sektöründe esnek insan kaynakları yönetimi ile iş performansı ilişkisinde işe adanmışlığın aracılık rolünün incelenmesi amaçlanmıştır. Yöntem. Araştırma nicel ve kesitsel araştırma olarak tasarlanmıştır. Araştırmanın örneklem grubunu özel sermayeli mevduat bankalarının İstanbul şubelerinde çalışan 384 kişi oluşturmaktadır. Araştırma verileri tesadüfü anket yöntemi ile toplanmıştır. Anket formunda kavramsal yapılara ilişkin yedi dereceli üç ölçek ve katılımcılara ilişkin demografik soru formuna yer verilmiştir. Verilerin çözümlenmesi için güvenlik ve geçerlilik analizleri, değişkenler arası korelasyon analizi, keşfedici ve doğrulayıcı faktör analizleri yapılmıştır. Model geçerliliği, hipotez ve aracılık testleri için yapısal eşitlik modeli kulalnılmıştır. Verilerin analizi SPSS 24 ve AMOS 24 kullanılarak gerçekleştirilmiştir. Bulgular. Korelasyon analizinde, araştırma modelinde yer alan bütün değişkenlar arasında anlamlı ilişkiler saptanmıştır. Regresyon analizi sonuçlarına göre esnek insan kaynakları yönetiminin iş performansı ve işe adanmışlık değişkenlerindeki değişimi; işe adanmışlığın iş performansındaki değişimi anlamlı şekilde yordadığı belirlenmiştir. Aracılık analizinde işe adanmışlık değişkeninin; esnek insan kaynakları yönetimi ile iş performansı ilişkisinde kuvvetli düzeyde aracılık etkisine sahip olduğu görülmüştür. Özgünlük. Alan yazında, Türk bankacılık sektöründe esnek insan kaynakları yönetimi ile iş performansı ilişkisinde işe adanmışlığın aracılık rolünü test eden araştırma bulunmamaktadır. Bu yönüyle araştırma hem araştırmacılar hem uygulayıcılar için değerli bir katkı sunmaktadır.

Keywords

• Esnek insan kaynakları yönetimi
• iş performansı
• işe adanmışlık

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