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

Yıl 2019, Cilt: 3 Sayı: 2, 52 - 59, 31.12.2019

Kübra Mertel

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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