THE MEDIATOR ROLE OF WORK ENGAGEMENT IN THE IMPACT OF PERCEIVED HUMAN RESOURCES MANAGEMENT PRACTICES ON INTENT TO LEAVE: A RESEARCH ON TOURISM EMPLOYEES

Year 2019, Volume: 6 Issue: 2, 300 - 315, 29.08.2019

Hüseyin Boz

https://doi.org/10.30798/makuiibf.529116

Cited By: 1

Abstract

This study aims to investigate the impact of
businesses' human resource management practices on the employees’ intention to
leave and the mediating role of work engagement in this related. The data of
the survey was provided by questionnaire from 387 employees in four and five
star hotels in the tourism sector. Structural equation modeling has been used
in testing research hypotheses. The results of the research show that perceived
human resource management practices have a significant effect on the intention
to leave and on the work engagement. In addition, it has been found that work
engagement assumes a full mediator role between human resource practices and
intent to leave. The study has originality in terms of the relationship between
human resource management practices and intention to leave work, and the
mediating role of the work engagement in domestic literature.

Keywords

Human resources managament practices, work engagement, intention to leave, structural equation modeling

ALGILANAN İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARININ İŞTEN AYRILMA NİYETİNE ETKİSİNDE ÇALIŞMAYA TUTKUNLUĞUN ARACILIK ROLÜ: TURİZM İŞGÖRENLERİ ÜZERİNE BİR ARAŞTIRMA

Abstract

Bu çalışma işletmelerin insan kaynakları
yönetimi uygulamalarının işgörenlerin işten ayrılma niyeti üzerindeki etkisini
ve bu ilişkide işgörenlerin çalışmaya tutkunluklarının aracılık rolünü
araştırmayı amaçlamaktadır. Araştırmanın verileri, turizm sektöründe dört ve
beş yıldızlı otellerde çalışan 387 işgörenden anket tekniği ile sağlanmıştır.
Araştırma hipotezlerinin test edilmesinde yapısal eşitlik modellemesinden
yararlanılmıştır. Araştırma sonuçları algılanan insan kaynakları yönetimi
uygulamalarının işten ayrılma niyeti ve çalışmaya tutkunluk üzerinde anlamlı
etkiye sahip olduğunu göstermiştir. Bunun yanında, çalışmaya tutkunluğun
algılanan insan kaynakları yönetimi uygulamaları ile işten ayrılma niyeti
arasında tam aracılık rolü üstlendiği tespit edilmiştir. Çalışma yerli
alanyazında insan kaynakları yönetimi uygulamaları ile işten ayrılma niyeti
ilişkisinde çalışmaya tutkunluğun aracılık rolünü ele alması açısından özgünlük
taşımaktadır.

Keywords

İnsan kaynakları yönetimi uygulamaları, çalışmaya tutkunluk, işten ayrılma niyeti, yapısal eşitlik modellemesi

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