ADAPTATION OF HIGH PERFORMANCE WORK PRACTICES SCALE TO TURKISH, VALIDITY AND RELIABILITY ANALYSIS

Öz

The aim of this study is the adaptation of the High Performance Work Practices (HPWP) scale developed by Posthuma, Campion, Masimova and Campion (2013) to Turkish, conducting the validity and reliability of the study, and determining the core HRM practices leading to high performance in the banking sector. The sample of the study is composed of 221 bank employees who agree to participate in the questionnaire from 12 different banks.  Survey method is chosen as data collection technique in the research. The collected data are analyzed using SPSS and LISREL programs. According to the confirmatory factor analysis results, the obtained data supports the HPWP model consisting of eight dimensions. From these practices, it is observed that Employee Relations, Performance Management and Appraisal, Recruiting and Selection, Promotions, Training and Development, and Communication are highly related to the HPWP in the Banking Sector, while applications in the Job and Work Design, Compensation and Benefits are found to be relatively low. It is also found out that the core (universal) HR practices applied in Posthuma et al.'s (2013) study in different countries and in different cultures are widely applied except for “Decentralized Participative Decisions” in the Turkish banking sector sample.

YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE'YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ

Öz

Bu çalışmanın amacı, Posthuma vd., (2013) tarafından geliştirilen Yüksek Performanslı Çalışma Uygulamaları (YPÇU) ölçeğinin Türkçe'ye Uyarlaması, Geçerlik ve Güvenirlik Çalışmasının yapılması ve Bankacılık sektöründe yüksek performansa yol açan temel İKY uygulamalarının belirlenmesidir. Çalışmanın örneklemini 12 farklı bankadan anket formunu cevaplamayı kabul eden 221 banka çalışanı oluşturmaktadır. Araştırmada veri toplama tekniği olarak anket formu kullanılmıştır.  Araştırma kapsamında toplanan veriler SPSS ve LlSREL programları kullanılarak çözümlenmiştir. Doğrulayıcı faktör analizi sonuçlarına göre, elde edilen veriler sekiz boyuttan oluşan YPÇU modelini desteklemektedir. Çalışanlarla İlişkiler, Performans Yönetimi ve Ölçümü, İnsan Kaynağını Bulma ve Seçme, Terfi, Yetiştirme ve Geliştirme,  İletişim grubundaki insan kaynakları uygulamalarının YPÇU ile yüksek düzeyde ilişkili olduğu, İş ve Görev Tasarımı, Ücretlendirme ve Ek Yararlar gruplarında yer alan uygulamaların ise YPÇU ile ilişkisinin nispeten daha düşük olduğu saptanmıştır. Ayrıca Posthuma vd., (2013)’nin çalışmasında yer alan,  farklı ülkelerde ve farklı kültürlerde uygulanan temel (evrensel) İK uygulamalarının Türk bankacılık sektörü örnekleminde “merkezi olmayan katılımcı karar verme” hariç yaygın biçimde uygulandığı ortaya çıkmıştır.

Anahtar Kelimeler

• Yüksek Performanslı Çalışma Sistemleri

Kaynakça

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