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

Yıl 2018, Cilt: 36 Sayı: 3, 141 - 164, 27.09.2018

Hatice Özutku

https://doi.org/10.17065/huniibf.335153

Cited By: 3

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

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