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İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü

Yıl 2015, Cilt: 17 Sayı: 2, 156 - 173, 01.06.2015

Hakan Bayramlık

Öz

Çalışanların örgüte ve yöneticilere karşı duydukları güvenin birçok örgütsel değişkenle olumlu bir ilişkisi vardır. Sosyal Mübadele Kuramına göre çalışanların örgüt ile ilişkileri karşılıklılık temellidir. Bu ilişkide örgütün çalışanlara yönelik politika ve uygulamaları etkilidir. Bu çalışmanın amacı, örgütsel güvenin sağlanmasında işletmedeki İKY uygulamalarının etkisini ve bu etkide algılanan örgütsel adaletin rolünü ortaya koymaktır. Savunma sektörü çalışanları üzerinde yapılan araştırmada, insan kaynakları uygulamaları ve örgütsel güven değişkenlerinin arasındaki ilişki ve bu ilişki üzerinde örgütsel adaletin aracılık rolü incelenmiştir. Araştırma sonucunda, İKY uygulamaları ile örgüte duyulan güven ve algılanan örgütsel adalet arasında olumlu yönde ve anlamlı bir ilişki olduğu ve İKY uygulamalarının örgüte duyulan güven üzerindeki etkisinde algılanan örgütsel adaletin kısmi aracılık rolünün bulunduğu belirlenmiştir.

Anahtar Kelimeler

İKY Uygulamaları Örgüte Güven Örgütsel Adalet

Kaynakça

  • Alexander, S., ve Ruderman, M. (1987). The Role of Procedural and Distributive Justice in Organizational Behavior. Social Justice Research, 1, 177–198.
  • Ambrose, M. L., ve Schminke, M. (2003). Organization Structure As a Moderator of The Relationship Between Procedural Justice, Interactional Justice, Perceived Organizational Support, and Supervisory Trust. Journal of Applied Psychology, 88, 295–305.
  • Armstrong-Stassen, M. (2002). Designated redundant but escaping lay-off: a special group of lay-off survivors. Journal of Occupational and Organizational Psychology, 75(1), 1-13.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670–687.
  • Aryee, S., Budhwar, P. S., ve Chen, Z. X. (2002). Trust As a Mediator of The Relationship Between Organizational Justice and Work Outcomes: Test of Social Exchange Model. Journal of Organizational Behavior, 23, 267–285.
  • Axelrod, R. (1984). The Evolution of Cooperation. Basic Books, New York, NY.
  • Barling, J. ve Phillips, M. (1993) Interactional, Formal and Distributive Justice in the Workplace: An Exploratory Study. Journal of Psychology, 127(6): 649–656.
  • Barney, J.B. ve Hansen, M.H. (1994). Trustworthiness as a source of competitive advantage. Strategic Management Journal, 15(2), 175-190.
  • Baron R. ve Kenny D. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Becker, B. ve Gerhart, B. (1996). The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), 779-801.
  • Bies, R. ve Moag, J. (1986). Interactional Justice: Communication Criteria of Fairness. In R. Lewicki, B. Sheppard and M. Bazerman (eds.) Research on Negotiations in Organizations, Vol 1. Greenwich, CT: JAI Press. 43-55.
  • Bingöl, D. (2006). İnsan Kaynakları Yönetimi. İstanbul: Arıkan.
  • Boselie, P. ve Wiele, V.R. T. (2002). Employee perception of HRM and TQM, and the effects on job satisfaction and intention to leave. Managing Service Quality, 12(3), 165-172.
  • Brockner, J. ve Siegel, P. (1996). Understanding The Interaction Between Procedural and Distributive Justice: The Role of Trust. In R. M. Kramer ve T. R. Tyler (Eds.), Trust in Organizations. Thousand Oaks, CA: Sage Publications, 390–413.
  • Cohen-Charash, Y. ve Spector, P. E. (2001). The Role of Justice In Organizations: A Meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278–321.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., ve Ng, K. Y. (2001). Justice At The Millennium: A Meta-analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology, 86, 424–445.
  • Cropanzano, R., ve Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. In C. L. Cooper ve I. T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 12, pp. 317–372). London: John Wiley & Sons.
  • Cropanzano, R., Prehar, C. A., ve Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organizational Management, 27, 324-351.
  • Corpanzano, R., Bowen, D. ve Gilliland, W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48.
  • Delaney, T.J. ve Huselid, A.M. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969.
  • Demirel, Y. (2008). Örgütsel Güvenin Örgütsel Bağlılık Üzerine Etkisi: Tekstil Sektörü Çalışanlarına Yönelik Bir Araştırma. Yönetim ve Ekonomi, 15(2), 179-194.
  • Earley, P.C. (1986). Trust, perceived importance of praise and criticism, and work performance: an examination of feedback in the United States and England. Journal of Management, 12(4), 457-73.
  • Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
  • Eren, E. (2008). Yönetim ve Organizasyon. İstanbul: Beta.
  • Folger, R. ve Cropanzano, R. (1998). Organizational Justice and Human Resource Management. London: Sage Publications Inc.
  • Folger, R. ve Konovsky, M.A. (1989). Effects Of Procedural and Distributive Justice On Reaction To Pay Raise Decisions. Academy Of Management Journal, 32(1),115-130.
  • Gould-Williams, J. (2003), The Importance of HR Practices and Workplace Trust in Achieving Superior Performance: A Study of Public-Sector Organizations, The International Journal of Human Resource Management, Vol. 14(1), 28-54.
  • Gould-Williams, J. (2004). The Effects of High Coımmitment HRM Practices on Employee Attitude: The Views of Public Sector Workers. Public Administration, 82(1), 63-81.
  • Greenberg J. 1990. Organizational justice: yesterday, today and tomorrow. Journal of Management, 16, 399-432.
  • Guest, D.E., Michie, J., Conway, N., ve Sheehan, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41, 291-314.
  • Gürbüz, R. (2012). Algılanan Örgütsel Destek ve Örgütsel Güvenin, Örgütsel Bağlılık İle İlişkisi. Yüksek Lisans Tezi, Atatürk Üniversitesi, Erzurum.
  • Gürbüz, S. (2009). Örgütsel Adalet Ölçeğinin Geçerlik ve Güvenirlik Uygulaması: Kamuda Görgül Bir Çalışma. Amme İdaresi Dergisi, 42(3), 117-139.
  • Gürbüz, S. ve Bekmezci, M. (2012). İnsan Kaynakları Yönetimi Uygulamalarının Bilgi İşçilerinin İşten Ayrılma Niyetine Etkisinde Duygusal Bağlılığın Aracılık ve Düzenleyicilik Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 41(2), 189-213
  • Huang, T.C. (1997). The effect of participative management on organizational performance: The case of Taiwan. International Journal of Human Resource Management, 8, 677-689.
  • 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.
  • Innocenti, L., Pilati, M. ve Peluso A.M. (2011). Trust as Moderator in The Relationship Between HRM Practices and Employee Attitudes. Human Resource Management Journal, 21(3), 303-317.
  • İşcan, Ö.F. ve Sayın, U. (2010). Örgütsel Adalet, İş Tatmini ve Örgütsel Güven Arasındaki İlişki. Atatürk Üniversitesi İİB Dergisi, 24(4), 195-216.
  • Kılıçlar, A. (2011). Yöneticiye Duyulan Güven ile Örgütsel Adalet İlişkisinin Öğretmenler Açısından İncelenmesi. İşletme Araştırmaları Dergisi, 3(3), 23-36.
  • Konovsky, M. A., ve Cropanzano, R. (1991). The perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76, 698–707.
  • Konovsky, M. A., ve Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656–669.
  • Kreitner,R. ve Kinicki,A., (1998). Organizational Behavior, Irwing: McGraw-Hill.
  • Lam, S.S.K, Schaubroeck, J. ve Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: a cross-national study. Journal of Organizational Behavior, 23(1), 1-18.
  • Lam, W., Chen, Z., ve Takeuchi, N. (2009). Perceived human resource management practices and intention to leave of employees: the mediating role of organizational citizenship behavior in a Sino-Japanese joint venture. The International Journal of Human Resource Management, 20(11), 2250-2270.
  • Levinson, H. (1965). Reciprocation: the relationship between man and organization. Administrative Science Quarterly, 9, 370–390.
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  • Li, X., Frenkel, S.J. ve Sanders, K. (2011), Strategic HRM as Process: How HR System and Organizational Climate Strength Influence Chinese Employee Attitudes,The International Journal of Human Resource Management, Vol. 22(9), 1825-1842.
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  • ISSN: 2148-9874, DOI: 10.4026/1303-2860.2015.0282.x

Yıl 2015, Cilt: 17 Sayı: 2, 156 - 173, 01.06.2015

Hakan Bayramlık

Öz

Employee trust in managers and the organization is associated with a plethora of positive organizational outcomes. Social Exchange Theory contends that the relationship between organizations and employees are based on norms of reciprocity. Consequently an organization’s policies and practices oriented towards its employees might have a significant effect on this relationship. The purpose of this study was to find out if there was a relationship between human resource practices and employee trust in the organization. This study also attempted to explore moderating role of organizational justice in this relationship. Participants of the study were 300 white and blue collar employees from Ankara based large-scale defense companies. Significant positive associations were found between HR practices, organizational justice and trust in organization. It was also found that organizational justice partially mediated the relationship between HR practices and trust in organization.

Anahtar Kelimeler

HR practices trust in organization organizational justice.

Kaynakça

  • Alexander, S., ve Ruderman, M. (1987). The Role of Procedural and Distributive Justice in Organizational Behavior. Social Justice Research, 1, 177–198.
  • Ambrose, M. L., ve Schminke, M. (2003). Organization Structure As a Moderator of The Relationship Between Procedural Justice, Interactional Justice, Perceived Organizational Support, and Supervisory Trust. Journal of Applied Psychology, 88, 295–305.
  • Armstrong-Stassen, M. (2002). Designated redundant but escaping lay-off: a special group of lay-off survivors. Journal of Occupational and Organizational Psychology, 75(1), 1-13.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670–687.
  • Aryee, S., Budhwar, P. S., ve Chen, Z. X. (2002). Trust As a Mediator of The Relationship Between Organizational Justice and Work Outcomes: Test of Social Exchange Model. Journal of Organizational Behavior, 23, 267–285.
  • Axelrod, R. (1984). The Evolution of Cooperation. Basic Books, New York, NY.
  • Barling, J. ve Phillips, M. (1993) Interactional, Formal and Distributive Justice in the Workplace: An Exploratory Study. Journal of Psychology, 127(6): 649–656.
  • Barney, J.B. ve Hansen, M.H. (1994). Trustworthiness as a source of competitive advantage. Strategic Management Journal, 15(2), 175-190.
  • Baron R. ve Kenny D. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  • Becker, B. ve Gerhart, B. (1996). The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), 779-801.
  • Bies, R. ve Moag, J. (1986). Interactional Justice: Communication Criteria of Fairness. In R. Lewicki, B. Sheppard and M. Bazerman (eds.) Research on Negotiations in Organizations, Vol 1. Greenwich, CT: JAI Press. 43-55.
  • Bingöl, D. (2006). İnsan Kaynakları Yönetimi. İstanbul: Arıkan.
  • Boselie, P. ve Wiele, V.R. T. (2002). Employee perception of HRM and TQM, and the effects on job satisfaction and intention to leave. Managing Service Quality, 12(3), 165-172.
  • Brockner, J. ve Siegel, P. (1996). Understanding The Interaction Between Procedural and Distributive Justice: The Role of Trust. In R. M. Kramer ve T. R. Tyler (Eds.), Trust in Organizations. Thousand Oaks, CA: Sage Publications, 390–413.
  • Cohen-Charash, Y. ve Spector, P. E. (2001). The Role of Justice In Organizations: A Meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278–321.
  • Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., ve Ng, K. Y. (2001). Justice At The Millennium: A Meta-analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology, 86, 424–445.
  • Cropanzano, R., ve Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. In C. L. Cooper ve I. T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 12, pp. 317–372). London: John Wiley & Sons.
  • Cropanzano, R., Prehar, C. A., ve Chen, P. Y. (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organizational Management, 27, 324-351.
  • Corpanzano, R., Bowen, D. ve Gilliland, W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48.
  • Delaney, T.J. ve Huselid, A.M. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969.
  • Demirel, Y. (2008). Örgütsel Güvenin Örgütsel Bağlılık Üzerine Etkisi: Tekstil Sektörü Çalışanlarına Yönelik Bir Araştırma. Yönetim ve Ekonomi, 15(2), 179-194.
  • Earley, P.C. (1986). Trust, perceived importance of praise and criticism, and work performance: an examination of feedback in the United States and England. Journal of Management, 12(4), 457-73.
  • Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
  • Eren, E. (2008). Yönetim ve Organizasyon. İstanbul: Beta.
  • Folger, R. ve Cropanzano, R. (1998). Organizational Justice and Human Resource Management. London: Sage Publications Inc.
  • Folger, R. ve Konovsky, M.A. (1989). Effects Of Procedural and Distributive Justice On Reaction To Pay Raise Decisions. Academy Of Management Journal, 32(1),115-130.
  • Gould-Williams, J. (2003), The Importance of HR Practices and Workplace Trust in Achieving Superior Performance: A Study of Public-Sector Organizations, The International Journal of Human Resource Management, Vol. 14(1), 28-54.
  • Gould-Williams, J. (2004). The Effects of High Coımmitment HRM Practices on Employee Attitude: The Views of Public Sector Workers. Public Administration, 82(1), 63-81.
  • Greenberg J. 1990. Organizational justice: yesterday, today and tomorrow. Journal of Management, 16, 399-432.
  • Guest, D.E., Michie, J., Conway, N., ve Sheehan, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41, 291-314.
  • Gürbüz, R. (2012). Algılanan Örgütsel Destek ve Örgütsel Güvenin, Örgütsel Bağlılık İle İlişkisi. Yüksek Lisans Tezi, Atatürk Üniversitesi, Erzurum.
  • Gürbüz, S. (2009). Örgütsel Adalet Ölçeğinin Geçerlik ve Güvenirlik Uygulaması: Kamuda Görgül Bir Çalışma. Amme İdaresi Dergisi, 42(3), 117-139.
  • Gürbüz, S. ve Bekmezci, M. (2012). İnsan Kaynakları Yönetimi Uygulamalarının Bilgi İşçilerinin İşten Ayrılma Niyetine Etkisinde Duygusal Bağlılığın Aracılık ve Düzenleyicilik Rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 41(2), 189-213
  • Huang, T.C. (1997). The effect of participative management on organizational performance: The case of Taiwan. International Journal of Human Resource Management, 8, 677-689.
  • 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.
  • Innocenti, L., Pilati, M. ve Peluso A.M. (2011). Trust as Moderator in The Relationship Between HRM Practices and Employee Attitudes. Human Resource Management Journal, 21(3), 303-317.
  • İşcan, Ö.F. ve Sayın, U. (2010). Örgütsel Adalet, İş Tatmini ve Örgütsel Güven Arasındaki İlişki. Atatürk Üniversitesi İİB Dergisi, 24(4), 195-216.
  • Kılıçlar, A. (2011). Yöneticiye Duyulan Güven ile Örgütsel Adalet İlişkisinin Öğretmenler Açısından İncelenmesi. İşletme Araştırmaları Dergisi, 3(3), 23-36.
  • Konovsky, M. A., ve Cropanzano, R. (1991). The perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76, 698–707.
  • Konovsky, M. A., ve Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37, 656–669.
  • Kreitner,R. ve Kinicki,A., (1998). Organizational Behavior, Irwing: McGraw-Hill.
  • Lam, S.S.K, Schaubroeck, J. ve Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: a cross-national study. Journal of Organizational Behavior, 23(1), 1-18.
  • Lam, W., Chen, Z., ve Takeuchi, N. (2009). Perceived human resource management practices and intention to leave of employees: the mediating role of organizational citizenship behavior in a Sino-Japanese joint venture. The International Journal of Human Resource Management, 20(11), 2250-2270.
  • Levinson, H. (1965). Reciprocation: the relationship between man and organization. Administrative Science Quarterly, 9, 370–390.
  • Li, J-M., Yang, J-S ve Wu, H-H. (2008). Improving service quality and organisation performance through human resources practices. A case study. Total Quality Management, 19(9), 969-985.
  • Li, X., Frenkel, S.J. ve Sanders, K. (2011), Strategic HRM as Process: How HR System and Organizational Climate Strength Influence Chinese Employee Attitudes,The International Journal of Human Resource Management, Vol. 22(9), 1825-1842.
  • Lind, E.A, ve Tyler, T.R. (1998). The Social Psychology of Procedural Justice. New York: Plenum Press.
  • MacDuffie, J.P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industry and Labor Relations Review, 48, 197–221.
  • Masterson, S. S., Lewis, K., Goldman, B. M., ve Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738–748.
  • Mayer, R.C. ve Davis, J.H. (1999). The effect of the performance appraisal system on trust for management: a field quasi-experiment. Journal of Applied Psychology, 84(1), 123-136.
  • McAllister, D.J. (1995). Affect and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
  • Menguc, B. (2000). An empirical investigation of a social exchange model of organizational citizenship behaviors across two sales situations: A Turkish case. Journal of Personal Selling and Sales Management, 20, 205–214.
  • Meyer, J.P. ve Smith, C.A. (2000). HRM Practices and Organizational Commitment: Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17, 319–331.
  • Moorman, R. H. (1991). Relationship Between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship? Journal of Applied Psychology, 76(6), 845-855.
  • Morrison, E.W. (1996). Organizational citizenship behavior as a critical link between HRM practices and service quality. Human Resource Management, 35(4), 493-512.
  • Narang, L. ve Kang, L.S. (2011). Human Resource Practices and Organizational Trust: An Empirical Study. Paradigm, 15(1&2 Combined Issue), 66-71.
  • Niehoff, B.P. ve Moorman, R.H. (1993). Justice As a Mediator of The Relationship Between Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527-556
  • Özçelik, Ö. (2011). Çalışanların İKY Uygulamalarına ilişkin Adalet Algısının Rol Performansı ve Ekstra Rol Performansı Üzerindeki Etkileri. Yüksek Lisans Tezi, Kocaeli Üniversitesi, Kocaeli.
  • Özdevecioğlu, M. (2003). Algılanan Örgütsel Adaletin Bireylerarası Saldırgan Davranışlar Üzerindeki Etkilerinin Belirlenmesine Yönelik Bir Araştırma. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 21, 77-96.
  • Pare´, G., ve Tremblay, M. (2007). The Impact of Human Resource Management Practices on IT Personnel Commitment, Citizenship Behaviors, and Turnover Intentions. Group and Organization Management, 37(3), 326–357.
  • Pillai, R., Williams, E. S., ve Tan, J. J. (2001). Are the scales tipped in favor of procedural or distributive justice? An investigation of the U.S., India, Germany, and Hong Kong (China). International Journal of Conflict Management, 12, 312–332.
  • Roberts, K.H. ve O’Reilly, C.A. III. (1974). Measuring organizational communication. Journal of Applied Psychology, 59, 321-326.
  • Ryan, A. M, Schmit, M.J., ve Johnson, R. (1996). Attitudes and effectiveness: Examining relations at an organizational level. Personnel Psychology, 49(4), 853-882.
  • Sadullah, Ö. (2008). İnsan Kaynakları Yönetimine Giriş. İstanbul: Beta.
  • Schuler, R.C. (1992). Strategic human resources management: linking the people with the strategic needs of the business. Organizational Dynamics, 21(1), 18-32.
  • Schuler, R.S., Dolan, S.L. ve Jackson, S. (2001). Trends and emerging issues in human resource management: global and trans cultural perspectives – introduction. International Journal of Manpower, 22(3), 195-197.
  • Searle, R., Den Hartog, D.N., Weibel, A., Gillespie, N., Six, F., Hatzakis, T. ve Skinner, D. (2011). Trust In The Employer: The Role of High-Involvement Work Practices and Procedural Justice in European Organizations. The International Journal of Human resource Management, 22(5), 1069-1092.
  • Shaw, J.D., Delery, J.E., Jenkins, J.D. Jr ve Gupta, N. (1998). An organization-level analysis of voluntary and involuntary turnover. Academy of Management Journal, 41(5), 511-525.
  • Shockley-Zalabak, P. Ellis K.ve Cesaira, R. (2000). IABC Research Foundation Univels New Study on Trust. Communication World, 17(6).
  • Shockley-Zalabak, P. Ellis K.ve Winograd, G. (2000). Organizational Trust: What It Means, Why It Matters. Organizational Development Journal, 18(4)
  • Shockley-Zalabak, P. ve Morreale, S.P. (2011). Building High-Trust Organizations. Leader to Leader, 60, 39-45.
  • Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219–227.
  • Starnes, B.J., Truhon, S.A. ve McCarthy,V. (2010). Organizational Trust: Employee-Employer Relationships. http://asq.org/hdl/quality-information/primers-hdl.html, (Erişim Tarihi 16.03.2013).
  • Tan, H. ve Tan, C. S. (2000). Towards the Differentiation of Trust in Supervisor and Trust in Organization. Genetic, Social and General Psychology Monographs, 126 (2), 241-260.
  • Tremblay, M., Cloutier, J, Simard, G., Chenevert, D. ve Vandenberghe, C. (2010). The Role of HRM practices, prodedural justice, organizational support and trust in Organizational Commitment and In-role and Extra-role Performance. The International Journal of Human Resources Management, 21(3), 405-433.
  • Tyler, T. R., ve Lind, E. A. (1992). A relational model of authority. Advances in Experimental Social Psychology, 25, 115-191.
  • Tzafrir, S.S. (2005). The Relationship Between Trust, HRM Practices and Firm Performance. The International Journal of Human Resource Management, 16(9), 1600-1622.
  • Yazıcıoğlu, İ. (2009). Konaklama İşletmelerinde İşgörenlerin Örgütsel Güven Duyguları İle İş Tatmini ve İşten Ayrılma Niyetleri Üzerine Bir Alan Araştırması. Elektronik Sosyal Bilimler Dergisi, 8(30), 235-249.
  • Yılmaz, H. ve Karahan, A. (2011). İnsan Kaynakları Yönetimi Uygulamalarının Örgütsel Güven ve İş Tatmini Üzerindeki Etkilerinin Araştırılması: Afyonkarahisar’da Bir Araştırma. İş Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(3), 95-118.
  • Whitener, E.M. (1997). The Impact of Human Resource Activities on Employee Trust. Human Resource Management Review, 7(4), 389-404.
  • Wood, S., & de Menezes, L. (1998). High commitment management in the U.K.: evidence from the Workplace Industrial Relations Survey and Employers’ Manpower and Skills Practices Survey. Human Relations, 51, 485–515.
  • Zand, D. (1972). Trust and managerial problem-solving. Administrative Science Quarterly, 17(2), 229-39.
  • Zeffane, R. ve Connell, J. (2003). Trust and HRM in the new millennium. International Journal of Human Resource Management, 14(1), 3-11.
  • ISSN: 2148-9874, DOI: 10.4026/1303-2860.2015.0282.x
Toplam 84 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA22UV78ZN
Bölüm Makaleler
Yazarlar

Hakan Bayramlık Bu kişi benim

Yayımlanma Tarihi 1 Haziran 2015
Yayımlandığı Sayı Yıl 2015 Cilt: 17 Sayı: 2

Kaynak Göster

APA Bayramlık, H. (2015). İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources, 17(2), 156-173.
AMA Bayramlık H. İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. isguc. Haziran 2015;17(2):156-173.
Chicago Bayramlık, Hakan. “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 17, sy. 2 (Haziran 2015): 156-73.
EndNote Bayramlık H (01 Haziran 2015) İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources 17 2 156–173.
IEEE H. Bayramlık, “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”, isguc, c. 17, sy. 2, ss. 156–173, 2015.
ISNAD Bayramlık, Hakan. “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 17/2 (Haziran 2015), 156-173.
JAMA Bayramlık H. İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. isguc. 2015;17:156–173.
MLA Bayramlık, Hakan. “İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources, c. 17, sy. 2, 2015, ss. 156-73.
Vancouver Bayramlık H. İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. isguc. 2015;17(2):156-73.