RELATIONSHIPS BETWEEN HIGH INVOLVEMENT HUMAN RESOURCE MANAGEMENT PRACTICES, JOB SATISFACTION, AND TURNOVER INTENTION: AN EXPLORATORY STUDY ON RETAIL EMPLOYEES IN ISTANBUL

Öz

In this article, three high involvement human resource management practices (i.e., empowerment, information sharing and fair rewards) are chosen to evaluate their effect on turnover intention and job satisfaction. In addition, the mediating role of job satisfaction in the relationship between high involvement human resource management practices and employees’ turnover intention is scrutinized. To this end, a cross-sectional descriptive survey was considered the most appropriate option. Data were collected from 82 employees who are working in five different companies operating in retail apparel industry, which have implemented or are implementing high involvement human resource management practices in their respective organizations. To evaluate hypothesized relationships, multiple regression analyses were used. Results showed that when high involvement human resource management practices considered independently, information sharing, empowerment, and fair rewards had significant impacts on turnover intention. On the other hand, when high involvement human resource management practices were considered as a whole, only fair rewards and empowerment influenced turnover intention. Mediation analysis results showed that job satisfaction acted as a perfect mediator in the relationship between empowerment and turnover intention.

Anahtar Kelimeler

• High involvement human resource management practices
• information sharing
• empowerment
• fair rewards
• job satisfaction
• turnover intention

YÜKSEK KATILIMLI İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARININ ÇALIŞANLARIN İŞ TATMİNİ VE İŞTEN AYRILMA NİYETLERİ ÜZERİNDEKİ ETKİSİ

Öz

Bu makalede, yüksek katılımlı insan kaynakları yönetimi uygulamalarının (güçlendirme, adil ödüllendirme, bilgi paylaşımı) iş tatmini ve işten ayrılma niyetleri üzerindeki etkisi araştırılmış ve iş tatmininin yüksek katılımlı insan kaynakları yönetimi uygulamaları ile işten ayrılma niyeti arasındaki aracılık rolü incelenmiştir. Yapılan araştırma dâhilinde verinin kesitsel bir anket çalışmasıyla toplanması uygun görülmüştür. Veri, yüksek katılımlı insan kaynakları yönetimi uygulamalarının uygulamakta olan ve perakende giyim sektöründe faaliyet gösteren beş farklı şirkette çalışan 82 kişiden toplanmıştır. Öne sürülen hipotezlerin testinde çoklu regresyon analizleri kullanılmıştır. Sonuçlar, yüksek katılımlı insan kaynakları yönetimi uygulamalarının her bir tek tek düşünüldüğünde, bu uygulamaların çalışanların işten ayrılma niyetini etkilediklerini göstermiştir.  Bu uygulamalar birlikte düşünüldüğünde ise sadece güçlendirme ve adil ödüllendirmenin işten ayrılma niyetini etkilediği görülmüştür. İş tatmininin yukarıda bahsi geçen ilişkilerdeki aracılık rolüne bakıldığında, tatminin sadece güçlendirme ile işten ayrılma niyeti arasında aracılık rolü oynadığı sonucuna varılmıştır.

Anahtar Kelimeler

• iş tatmini
• işten ayrılma niyeti
• yüksek katılımlı insan kaynakları yönetimi
• güçlendirme
• adil ödüllendirme
• bilgi paylaşımı

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