Determining Role of Employee Empowerment and Perceived Organizational Support in the Effect of Shrm on Job Satisfaction and Turnover İntention

Yıl 2022, Cilt: 22 Sayı: 1, 17 - 31, 30.01.2022

Erkan Yakut Ergün Kara

https://doi.org/10.21121/eab.1059836

Öz

Strategic human resources management (SHRM) practices contribute positively to firm performance by creating a qualified, highly motivated and empowered workforce, indirectly affecting the individual’s commitment to the organization through job satisfaction. This study aims to determine the mediating role of employee empowerment and perceived organizational support in the effect of SHRM, which has significant effects on both employee participation in decision-making process and organizational structure in manufacturing industry, on job satisfaction and turnover intention of employees. This empirical study was conducted using 165 manufacturing companies in the industrial areas in the region (IAR) of Adana, Gaziantep and Hatay provinces located in the south of Turkey. The data obtained from the surveys were analyzed with SmartPLS using the method of least squares. SHRM positively affected employee empowerment and perceived organizational support, increasing job satisfaction and reducing turnover intention. It is necessary for managers to adopt a SHRM understanding and encourage employees to participate in decision-making processes through employee empowerment practices in order to increase their job satisfaction, which is an important factor on organizational performance, to strengthen their organizational commitment, to raise their perceived organizational support, to fulfill their socio-emotional needs, and to enhance their sense of well-being.

Anahtar Kelimeler

SHRM, employee empowerment, perceived organizational support, job satisfaction, turnover intention

Kaynakça

• Abraiz, A., Tabassum, T. M., Raja, S., & Jawad, M. (2012). Empowerment Effects And Employees Job Satisfaction. Academic Research International, 3(3), 392.
• Aburumman, O., Salleh, A., Omar, K., & Abadi, M. (2020). The İmpact Of Human Resource Management Practices And Career Satisfaction On Employee’s Turnover İntention. Management Science Letters, 10(3), 641-652.
• Adresi, A. A., & Darun, M. R. (2017). Investigating Mediating Effect Of Perceived Organizational Support Between SHRM Practices And Employee Trust. International Journal Of Engineering Business Management, 9, 1-9.
• Aktar, A., & Pangil, F. (2017). The relationship between employee engagement, HRM practices and perceived organizational support: evidence from banking employees. International Journal of Human Resource Studies, 7(3).1-22.
• Aldaihani, S. G. (2019). Administrative empowerment among Kuwait University staff and its effect on their job satisfaction. Journal of Applied Research in Higher Education.12(2). 210-229.
• Ali, A., Huang, J., Ali, Z., & Li, Z. (2017, December). Impact Of Empowerment On Employee Turnover Intention: The Influence Of Job Satisfaction. In 2017 2nd International Conference On Education, Management Science And Economics (ICEMSE 2017). Atlantis Press.
• Al-Kilani, M. H. (2017). The İnfluence Of Organizational Justice On İntention To Leave: Examining The Mediating Role Of Organizational Commitment And Job Satisfaction. Journal Of Management And Strategy, 8(1), 18-27. A llen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The Role of Perceived Organizational Support and Supportive Human Resource Practices in The Turnover Process. Journal Of Management, 29(1), 99-118.
• Anafarta, N. (2015). The Relatıonshıp Between Perceıved Organızatıonal Support And The Intentıon To Quıt: The Medıatory Role Of Job Satısfactıon. Isletme Iktisadi Enstitü- sü Yönetim Dergisi, (79), 112-130
• Armstrong, M. (2008). Strategic Human Resource Management- A Guide to Action 3rd Ed.
• Armstrong, Michael (2006), Strategic Human Resource Management: A guide to Action, London, GBR: Kogan Page, Limited.
• Ayuningtias, H. G., Shabrina, D. N., Prasetio, A. P., & Rahayu, S. (2019, May). The Effect Of Perceived Organizational Support And Job Satisfaction. In 1st International Conference On Economics, Business, Entrepreneurship, And Finance (ICEBEF 2018). Atlantis Press.
• Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173-1182.
• Bayarçelik, E. B., & Findikli, M. A. (2016). The Mediating Effect of Job Satisfaction on the Relation Between Organizational Justice Perception and Intention to Leave. Procedia-Social and Behavioral Sciences, 235, 403-411.
• Bhagwatwar, A., Bala, H., & Ramesh, V. (2014). IT Service Management Employee Compensation: Determinants And Outcomes. E-Service Journal: A Journal Of Electronic Services in The Public And Private Sectors, 9(3), 1-18.
• Bhatnagar, J. (2013). Mediator analysis of psychological empowerment: reverse causality with strategic hrm dimensions and firm performance. International Journal Of Indian Culture And Business Management, 6(4), 430-457.
• Biron, M., & Bamberger, P. A. (2011). More Than Lip Service: Linking The İntensity Of Empowerment İnitiatives To İndividual Well-Being And Performance. The International Journal Of Human Resource Management, 22(02), 258-278.
• Bowen, D.E. And Lawler, E.E. (1992), The Empowerment Of Service Workers: What, Why, How, And When in Mayle, Managing Innovation Change, Sage Publications, London
• Busari, A. H., Mughal, Y. H., Khan, S. N., Rasool, S., & Kiyani, A. A. (2017). Analytical cognitive style moderation on promotion and turnover intention. Journal of Management Development. 36(3), 438-464.
• Cai, C., & Zhou, Z. (2009). Structural Empowerment, Job Satisfaction, And Turnover İntention Of Chinese Clinical Nurses. Nursing & Health Sciences, 11(4), 397-403.
• Cammann, C. (1983). Assessing the attitudes and perceptions of organizational members. Assessing organizational change: A guide to methods, measures, and practices, 71- 138.
• Chang, S. H., Shu, Y., Lin, Y. H., & Wang, C. L. (2019). “I Believe”,“I Think”, Then “I Will”? Investigating The Mediator Role Of Ethical Judgment Between İnternet Ethical Self-Efficacy And Ethical Behavioral İntention. Computers İn Human Behavior, 101, 387-393.
• Chiu, R. K., & Francesco, A. M. (2003). Dispositional traits and turnover intention: Examining the mediating role of job satisfaction and affective commitment. International Journal of Manpower, 24(3), 284-298.
• Chughtai, T. A. (2013). Role Of HR Practices İn Turnover İntentions With The Mediating Effect Of Employee Engagement. Wseas Transactions On Business And Economics, 10(2), 97-103.
• Daneshfard, K., & Souri, A. R. (2017). The Relationship Between Strategic Human Resource Management By Empowering Employees, Meli Bank Branches in Tehran City. Journal of management and accountıng studıes, 5(1), 12-17.
• Delery, J. E. (1998). Issues Of Fit in Strategic Human Resource Management: Implications For Research. Human Resource Management Review, 8(3), 289-309.
• Dessler, G. (2008). Human Resource Management. London: Pearson Education Limited.
• Detnakarin, S., & Rurkkhum, S. (2019). Moderating Effect Of Perceived Organizational Support On Human Resource Development Practices And Organizational Citizenship Behavior. Journal Of Asia-Pacific Business, 20(3), 215-234.
• Di Maggio, I., Santilli, S., Nota, L., & Ginevra, M. C. (2019). The Predictive Role Of Self-Determination And Psychological Empowerment On Job Satisfaction İn Persons With İntellectual Disability. Advances İn Neurodevelopmental Disorders, 3(2), 197-203.
• Doğan, D., (2019). Smart PLS İle Veri Analizi, İkinci Baskı, Ankara: Zet Yayınları.
• Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The Effects Of Organizational Learning Culture And Job Satisfaction On Motivation To Transfer Learning And Turnover İntention. Human Resource Development Quarterly, 15(3), 279-301.
• Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42-51.
• Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived Organizational Support. Journal Of Applied Psychology, 71(3), 500-507.
• Eren, M. Ş., Tokgöz, E., & Saylan, Ö. (2014). Stratejik İnsan Kaynakları Yönetiminin İşgören Katılımı Üzerindeki Etkisi: İş Zenginleştirme Ve Güçlendirmenin Düzenleyici Etkisi. Süleyman Demirel Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 19(2), 89-106.
• Fabi, B., Lacoursière, R., & Raymond, L. (2015). Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations. International Journal of Manpower, 36(5), 772-790.
• Fornell, C., Larcker, D.F. (1981), Evaluating Structural Equation Models With Unobservable Variables And Measurement Error, Journal Of Marketing Research, 18 (1), 39-50.
• Green Jr, K. W., Medlin, B., & Medlin, R. (2001). Strategic Human Resource Management: Measurement Scale Development. Academy Of Strategic And Organizational Leadership Journal, 5(2), 99-112.
• Green, K. W., Wu, C., Whitten, D., & Medlin, B. (2006). The Impact Of Strategic Human Resource Management On Firm Performance And HR Professionals’ Work Attitude And Work Performance. The International Journal Of Human Resource Management, 17(4), 559-579.
• Gürbüz, S. (2011). Stratejik İnsan Kaynakları Yönetiminin Örgütsel Bağlılığa Ve İş Tatminine Etkisi: İnsan Kaynakları Yöneticileri Üzerinde Bir Araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15(2), 397-418.
• Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
• Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., Tatham, R. L. (2006), Multivariate Data Analysis, Upper Saddle River, NJ: Pearson Prentice Hall.
• Hair, J.F., Tomas, G., Hult, M., Ringle, C.M., Sarstedt, M. (2014), A Primer On Partial Least Square Structural Equations Modeling (Pls-Sem), Los Angeles: Sage.
• Hamid, Z., & Azhar, S. M. (2014). The Impact Of Strategic HRM Practices On Employee’s Job Satisfaction: The Moderating Effect Of Transformational Leadership. World Academy Of Science, Engineering And Technology, International Journal Of Social, Behavioral, Educational, Economic, Business And Industrial Engineering, 8 (10), 3400- 3404.
• Haque, A. (2018). Mapping The Relationship Among Strategic HRM, İntent To Quit And Job Satisfaction: A Psychological Perspective Applied To Bangladeshi Employees. International Journal Of Business And Applied Social Science (IJBASS), 4(4).27-39.
• Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 Turnover and Retention Research: A Glance At The Past, A Closer Review Of The Present, and A Venture İnto The Future. The Academy Of Management Annals, 2(1), 231-274.
• Hunjra, A. I., Ulhaq, N., Akbar, S. W., & Yousaf, M. (2011). Impact Of Employee Empowerment On Job Satisfaction: An Empirical Analysis Of Pakistani Service İndustry. Interdisciplinary Journal Of Contemporary Research in Business, 2(11), 680-685.
• Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672.
• Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and strategic human resources management effectiveness as determinants of firm performance. Academy of Management journal, 40(1), 171-188.
• Islam, M., & Islam, S. (2011). Job Satisfaction Of University Library Employees: A Study Of Two University Libraries İn Bangladesh. Business İnformation Review, 28(3), 184-192. Jain, P. (2005). A comparative analysis of strategic human resource management (SHRM) issues in an organisational context. Library review, 54(3), 166-179.
• Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How Does Human Resource Management İnfluence Organizational Outcomes? A Meta-Analytic İnvestigation Of Mediating Mechanisms. Academy Of Management Journal, 55(6), 1264-1294.
• Jiménez, P., Milfelner, B., Žižek, S. Š., & Dunkl, A. (2017). Moderating effects between job insecurity and intention to quit in samples of Slovene and Austrian workers. Naše gospodarstvo/Our economy, 63(1), 27-37.
• Joo, B. K. B., & Park, S. (2010). Career Satisfaction, Organizational Commitment, And Turnover İntention. Leadership & Organization Development Journal, 31(6), 482-500.
• Juhdi, N., Pa’wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002-3019.
• Katou, A. A. (2008). Measuring The İmpact Of HRM On Organizational Performance. Journal Of Industrial Engineering And Management (JIEM), 1(2), 119-142.
• Kim, S. Y., & Fernandez, S. (2017). Employee Empowerment And Turnover İntention in The US Federal Bureaucracy. The American Review Of Public Administration, 47(1), 4-22.
• Klarner, P., Sarstedt, M., Hoeck, M., & Ringle, C. M. (2013). Disentangling The Effects Of Team Competences, Team Adaptability, And Client Communication On The Performance Of Management Consulting Teams. Long Range Planning, 46(3), 258-286.
• Knapp, J. R., Smith, B. R., & Sprinkle, T. A. (2017). Is İt The Job Or The Support? Examining Structural And Relational Predictors Of Job Satisfaction And Turnover İntention For Nonprofit Employees. Nonprofit And Voluntary Sector Quarterly, 46(3), 652-671.
• Kooij, D. T., Jansen, P. G., Dikkers, J. S., & De Lange, A. H. (2010). The Influence Of Age On The Associations Between HR Practices And Both Affective Commitment and Job Satisfaction: A Meta‐Analysis. Journal Of Organizational Behavior, 31(8), 1111-1136.
• Korff, J., Biemann, T., & Voelpel, S. C. (2017). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior, 38(1), 45-67.
• Kundu, S. C., & Gahlawat, N. (2015). Socially responsible HR practices and employees’ intention to quit: The mediating role of job satisfaction. Human Resource Development International, 18(4), 387-406.
• Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived Organizational Support: A Meta-Analytic Evaluation Of Organizational Support Theory. Journal Of Management, 43(6), 1854-1884.
• Lengnick-Hall, M. L., Lengnick-Hall, C. A., & Rigsbee, C. M. (2013). Strategic Human Resource Management And Supply Chain Orientation. Human Resource Management Review, 23(4), 366-377.
• Li, Y., Sawhney, R., & Tortorella, G. L. (2019). Empirical Analysis Of Factors Impacting Turnover Intention Among Manufacturing Workers. International Journal Of Business And Management, 14(4), 1-19.
• Lim, A. J. P., Loo, J. T. K., & Lee, P. H. (2017). The İmpact Of Leadership On Turnover İntention: The Mediating Role Of Organizational Commitment And Job Satisfaction. Journal Of Applied Structural Equation Modeling, 1(1), 27-41.
• Locke, E. A. (1976). The Nature And Causes Of Job Satisfaction. Handbook Of İndustrial And Organizational Psychology. Chicago: Randmc Narlly.
• Lu, L., Lu, C., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction, and turnover intentions: a comparison between supervisors and line-level employees. International Journal of Contemporary Hospitality Management, 28(4), 737-761.
• Madanat, H. G., & Khasawneh, A. S. (2018). Level Of Effectiveness Of Human Resource Management Practices And Its Impact On Employees’ Satisfaction in The Banking Sector Of Jordan. Journal Of Organizational Culture, Communications And Conflict. 22(1), 1-19.
• Mayes, B. T., Finney, T. G., Johnson, T. W., Shen, J., & Yi, L. (2017). The effect of human resource practices on perceived organizational support in the People’s Republic of China. The International Journal of Human Resource Management, 28(9), 1261-1290.
• Mudor, H. & Tooksoon, P., (2011). Conceptual Framework On The Relationship Between Human Resource Management Practices, Job Satisfaction, And Turnover. Journal Of Economics And Behavioral Studies, 2(2), 41-49.
• Obeidat, S. M. (2017). An Examination Of The Moderating Effect Of Electronic-HRM On High-Performance Work Practices And Organisational Performance Link. In Evidence-Based HRM: A Global Forum For Empirical Scholarship, 5(2), 222- 241.
• Özdemirci, A., & Behram, N. K. (2014). Linking human resources practices to corporate entrepreneurship: The mediating role of perceived organizational support. Business Management and Strategy, 5(1), 56-77.
• Para-González, L., Jiménez-Jiménez, D., & Martínez-Lorente, Á. R. (2019, August). Do SHRM and HPWS shape employees’ affective commitment and empowerment?. In Evidence- based HRM: a Global Forum for Empirical Scholarship. 7(3), 300-324.
• Pelit, E., Öztürk, Y., & Arslantürk, Y. (2011). The effects of employee empowerment on employee job satisfaction. International Journal of Contemporary Hospitality Management. 23(6), 784-802.
• Porter, L. W., & Steers, R. M. (1973). Organizational, Work, And Personal Factors İn Employee Turnover And Absenteeism. Psychological Bulletin, 80(2), 151-176.
• Qing, M., Asif, M., Hussain, A., & Jameel, A. (2019). Exploring the impact of ethical leadership on job satisfaction and organizational commitment in public sector organizations: The mediating role of psychological empowerment. Review of Managerial Science, 1-28.
• Rai, S. (2017). Path Model Analysis of Perceived Organizational Support, Job Satisfaction and Turnover Intention: Study on Indian Generation Y Employees. In Advances in Human Factors, Business Management, Training and Education (pp. 405-417). Springer, Cham.
• Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698-714.
• Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective Commitment To The Organization: The Contribution Of Perceived Organizational Support. Journal Of Applied Psychology, 86(5), 825.
• Saragih, R., & Prasetio, A. P. (2020). Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support. Journal of Management and Marketing Review, 5(1), 74-83.
• Sareen, D. (2018). Relationship Between Strategic Human Resource Management And Job Satisfaction. International Journal Of Current Research İn Life Sciences, 7(3), 1229-1233.
• Sarstedt, M., Ringle, C. M., Smith, D., Reams, R., & Hair Jr, J. F. (2014). Partial Least Squares Structural Equation Modeling (PLS-SEM): A Useful Tool For Family Business Researchers. Journal Of Family Business Strategy, 5(1), 105-115.
• Schuler, R. S. (1992). Strategic Human Resources Management: Linking The People With The Strategic Needs Of The Business. Organizational Dynamics, 21(1), 18-32.
• Schwepker Jr, C. H. (2001). Ethical Climate’s Relationship To Job Satisfaction, Organizational Commitment, And Turnover İntention in The Salesforce. Journal Of Business Research, 54(1), 39-52.
• Shantz, A., Alfes, K., & Latham, G. P. (2016). The buffering effect of perceived organizational support on the relationship between work engagement and behavioral outcomes. Human resource management, 55(1), 25-38.
• Singh, S. K., & Singh, A. P. (2019). Interplay Of Organizational Justice, Psychological Empowerment, Organizational Citizenship Behavior, And Job Satisfaction İn The Context Of Circular Economy. Management Decision. Sociological Review, 25(2), 161-178.
• Spreitzer, G. M. (1995). Psychological Empowerment In The Workplace: Dimentions, Measurement And Validation. Academy Of Management Journal, 38(5), 1442-1465.
• Süzülmüş, S. and Yakut, E. (2021). Multinominal Logit Model Analiziyle Konutlarda Isınma Sistemi Seçimi: Osmaniye İli Hanehalkı Uygulaması. Ankara: Gazi Kitapevi.
• Tan, F. M. (2008). Organisational Support As The Mediator Of Career-Related Hrm Practices And Affective Commitment: Evidence From Knowledge Workers İn Malaysia. Research And Practice İn Human Resource Management, 16(2), 8-24.
• Tian, A. (2009). Job satisfaction and turnover in the Chinese retail industry. Chinese Management Studies, 3(4), 356-378.
• Tschopp, C., Grote, G., & Gerber, M. (2014). How Career Orientation Shapes The Job Satisfaction–Turnover İntention Link. Journal Of Organizational Behavior, 35(2), 151-171.
• Vough, H. C., Bindl, U. K., & Parker, S. K. (2017). Proactivity Routines: The Role Of Social Processes İn How Employees Self-İnitiate Change. Human Relations, 70(10), 1191-1216.
• Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111.
• Werbel, J. D., & DeMarie, S. M. (2005). Aligning strategic human resource management and person–environment fit. Human Resource Management Review, 15(4), 247-262.
• Wright, P. M., & Mcmahan, G. C. (1992). Theoretical Perspectives For Strategic Human Resource Management. Journal Of Management, 18(2), 295-320.
• Wright, T. A., & Bonett, D. G. (2007). Job satisfaction and psychological well-being as nonadditive predictors of workplace turnover. Journal of management, 33(2), 141-160.
• Yakut, E. (2020). Multinominal Probit Model İle Konut Seçimine Etki Eden Faktörlerin Belirlenmesi Osmaniye İli Uygulaması, Business Management Studies: An International Journal, 8(3), 3274–3301.
• Yang, S. B., & Lee, K. H. (2009). Linking empowerment and job enrichment to turnover intention: The influence of job satisfaction. International Review of Public Administration, 14(2), 13-24.
• Yang, Z., Tian, Y., Fan, Y., Liu, L., Luo, Y., Zhou, L., & Yu, H. (2019). The Mediating Roles Of Caregiver Social Support And Self-Efficacy On Caregiver Burden İn Parkinson’s Disease. Journal Of Affective Disorders, 256, 302-308.
• Zamanan, M., Alkhaldi, M., Almajroub, A., Alajmi, A., Alshammari, J., & Aburumman, O. (2020). The İnfluence Of HRM Practices And Employees’ Satisfaction On İntention To Leave. Management Science Letters, 10(8), 1887-1894.
• Zhong, L., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations: A cross‐level investigation. Journal of Organizational Behavior, 37(6), 823-844.