İnsan Kaynakları Uygulamalarının Orgütsel Performans Uzerindeki Etkisinin PLS Yaklaşımı İle Değerlendirilmesi

Öz

Bireyin insan kaynakları stratejilerinin merkezinde yer aldığı düşünüldüğünde, bu maddi olmayan sermayeye yatırım yapmak, mükemmelliğe ulaşmak isteyen şirketler için bir zorunluluk haline gelmektedir. Bu çalışmada insan performansı ile işletme performansı arasındaki ilişkiyi ele alan teorik yaklaşımları sunduk. Bu çalışmada, birey ve kurumsal performans arasındaki ilişkiyi ele alan teorik yaklaşımları sunduk. Evrenselci yaklaşımı izleyerek, literatürde en yaygın olan insan motivasyonu uygulamalarını birbirine bağlayan kavramsal bir model geliştirdik: ücretlendirme, eğitim, bilgi paylaşımı ve iletişim, çalışanların katılımı, uygulanan liderlik tarzı ve kurum içi profesyonel ilişkiler. Araştırma modelini doğrulamak için Béjaia Vilayeti'nde sanayi sektöründe faaliyet gösteren 46 şirketle bir saha araştırması gerçekleştirdik. SMART PLS kullanılarak yapısal eşitlik modellemesi yoluyla elde edilen araştırma sonuçları, liderlik tarzının ve şirket içi mesleki ilişkilerin finansal ve finansal olmayan performans üzerinde doğrudan bir etkisinin olmadığını gösterdi. Ancak bilgi paylaşımı ve iletişim yalnızca finansal olmayan performansı etkiler. Ücret ve eğitimi ölçen iki değişken ise “PLS Algoritması” yöntemiyle ortadan kaldırıldı.

Anahtar Kelimeler

• İK Uygulaması
• Organizasyonel Performans
• İlişki
• Akıllı PLS

Evaluation of the Impact of Human Resources Practices on Organizational Performance Using the PLS Approach

Abstract

Considering that the individual is at the heart of human resources strategies, investment in this intangible capital becomes an imperative for companies seeking to achieve excellence. The aim of this research is to demonstrate the causal link between human resource development practices and organizational performance. In this work, we have presented the theoretical approaches that to treat the relationship between human performance and business performance. Following the universalist approach, we have developed a conceptual model linking the human motivation practices most common in the literature, namely: compensation, training, information sharing and communication, employee involvement, applied leadership style and internal professional relations. To verify the research model, we conducted a field survey of 46 companies in the industrial sector in the wilaya of Béjaia. The research results, obtained through structural equation modelling using SMART PLS, showed that leadership style and internal professional relationships have no direct impact on financial and non-financial performance. However, information sharing and communication only impact non-financial performance. And the two variables which measure remuneration and training were eliminated by the “PLS Algorithm” method.

Keywords

• HR Practice
• Organizational Performance
• Relationship
• Smart PLS

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