Araştırma Makalesi
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İnsan Sermayesi ve Örgütsel Bağlılık İlişkisinin Araştırılmasında Demografik Özelliklerin Düzenleyici Rolü: Farklı Araştırma Yöntemleri Arasında Karşılaştırma

Yıl 2021, Cilt: 23 Sayı: 40, 98 - 121, 29.06.2021

Öz

Bu çalışmada insan sermayesinin örgütsel bağlılığa olan etkileri ve demografik özelliklerin bu etkide düzenleyicilik rolüne sahip olup olmadığı araştırılmıştır. Araştırma verileri telekomünikasyon sektöründe çalışan 530 saha çalışanına açılan ve demografik değişkenler, insan sermayesi, örgütsel bağlılık ölçekleri ile alakalı soruları içeren çevrim içi anketle toplanmış olup; bunlardan 491’i değerlendirmeye alınmıştır. Anket sonrası elde edilen veriler, SPSS 22 ve AMOS programlarında ayrı ayrı analiz edilerek sonuçlar; Hiyerarşik Çoklu Regresyon, Hayes ve AMOS ki-kare testi yöntemlerinden yararlanılarak karşılaştırılmıştır. Buna göre; insan sermayesi ve örgütsel bağlılık faktörleri arasında yüksek düzeyde bir pozitif ilişki tespit edilmiştir. Diğer taraftan demografik değişkenler açısından insan sermayesi-örgütsel bağlılık ilişkisinde farklı sonuçlar ortaya çıkmıştır. Cinsiyet, yaş, eğitim durumu ve kıdem kontrol değişkenlerinde farklılık gözlemlenirken, medeni durum değişkeninde farklılık bulunmamıştır. Araştırma sonucu ortaya çıkan bulgular çerçevesinde yöneticilere ve gelecekteki çalışmalara yönelik önerilerde bulunulmuştur.

Kaynakça

  • Aiken, L. S. & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park CA: SAGE.
  • Allen, N. J., Meyer J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment To The Organization. Journal of Occupational Psychology, 63, 1-18. Altunoğlu, A. E. ve Demir, N. (2012). Konaklama İşletmelerinde Entelektüel Sermaye Bileşenlerinin İncelenmesi: Kuşadası Örneği. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 26 (2), 297-312.
  • Amit, R. & Schoemaker, P.J.H. (1993). Strategic assets and organizational rents. Strategic Management Journal, 14(1), 33-46.
  • Ang, S., Slaughter, S. & Ng, K.Y. (2002). Human capital and institutional determinants of information technology compensation: modeling multilevel and cross-level interactions. Management Science, 48(11), 1427-45.
  • Atak, M. (2009). Öğrenen Örgüt ve Örgütsel Bağlılık İlişkisi (Doktora Tezi). Atatürk Üniversitesi Sosyal Bilimler Enstitüsü, Erzurum.
  • Balay, R. (2000). Yönetici ve Öğretmenlerde Örgütsel Bağlılık. Ankara: Nobel Yayın Dağıtım.
  • Baron, R. M. ve 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.
  • Bayazıt, M. and Oğuz, B. (1998). Probability and Sta-tistics for Engineers. İstanbul:Birsen Yayınevi.
  • Becker, G. (1975). Human Capital, 2nd ed. Chicago, IL: University of Chicago Press.
  • Becker, G.S. (1992). The Adam Smith address: Education, labor force quality, and the economy. Business Economics, 27, 1-7.
  • Blau, G. & Boal, K. (1987). Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism. Academy of Management Review, 12(2), 288-300.
  • Ertaş, F. ve Coşkun, M. (2005). Turizm İşletmelerinde Entelektüel Sermayenin Ölçülmesi ve İMKB’deki Turizm Şirketlerinde Ampirik Bir Uygulama. S.Ü. İ.İ.B.F. Sosyal ve Ekonomik Dergisi, 10, 121-138.
  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–51.
  • Galunic, D.C. & Anderson, E. (2000). From security to mobility: generalized investments in human capital and agent commitment. Organization Science, 11(1), 1-20.
  • Griffeth, R., Hom, P. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employees turnover: update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-88.
  • Gouldner. H. P. (1960). Dimensions of organizational commitment. Administrative Science Quarterly, 4, 468-90.
  • Gürbüz, S. & Şahin, F. (2014). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık.
  • Hackett, R.D., Bycio, P. & Hausdorf, P.A. (1994). Further assessments of Meyer and Allen’s (1991) three-component model of organizational commitment. Journal of Applied Psychology, 79, 15-23.
  • Harrison, D., Newman, D. & Roth, P. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305-25.
  • Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford Press.
  • Hayes, A. F., Montoya, A. K. ve Rockwood, N. J. (2017). The analysis of mechanisms and their contingencies: PROCESS versus structural equation modelling. Australasian Marketing Journal (AMJ), 25(1), 76-81.
  • Hausknecht, J., Hiller, N. & Vance, R. (2008). Work-unit absenteeism: effects of satisfaction, commitment, labor market conditions and time. Academy of Management Journal, 51(6), 23-45.
  • Hooper, D., Coughlan, J. & Mullen, M. (2008). Structural Equation Modelling: Guidelines for Determining Model Fit. Dublin Institute of Technology Articles, 2, 53-60.
  • Huselid, M.A. (1995), The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-72.
  • Jackson, D. L., Gillaspy Jr, J. A. & Purc-Stephenson, R. (2009). Reporting Practices in Confirmatory Factor Analysis: An Overview and Some Recommendations. Psychological Methods, 14(1), 6-23.
  • Karagöz, M. (1998). İstatistik Yöntemleri. Malatya: Özmert Ofset.
  • Mathieu, J. & Hamel, D. (1989). A cause model of the antecedents of organizational commitment among professionals and non-professionals. Journal of Vocational Behavior, 34, 299-317.
  • Mincer, J. (1970). The distribution of labor incomes. Journal of Economy Literature, 8, 1-26.
  • Mura, M. & Longo, M. (2013). Developing a tool for intellectual capital assessment: an individual-level perspective. Expert Systems, 30(5), 436-450.
  • Payne, S. & Huffman, A. (2005). A longitudinal examination of the influence of mentoring on organizational commitmentandturnover. Academy of Management Journal, 48(1), 158-68.
  • Pennings, J.M., Lee, K. & Witteloostuijn, A.V. (1998). Human capital, social capital and firm dissolution. Academy of Management Journal, 41, 425-40.
  • Podsakoff, P. M., & Organ, D. (1986). Reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531–544.
  • Raza, M. A., N, M. M. (2011). Impact of Job Enlargement On Employees’ Job Satisfaction, Motivation and Organizational Commitment: Evidence From Public Sector of Pakistan. International Journal of Business and Social Science, 2(18), 268-273.
  • Ress, D.G. (1987). Foundations of Statistics. NewYork: Chapman and Hall.
  • Robinson, S.L., Kraatz, M.S. & Rousseau, D.M. (1994). Changing obligations and the psychological contract: a longitudinal study Academy of Management Journal, Vol. 37 No. 1, pp. 137-52. Schultz, T.W. (1961). Investment in human capital. The American Economic Review, LI(1), 1-18.
  • Steers, R.M. (1977). Antecedents and outcomes of organizational commitment”, Administrative Science Quarterly, Vol. 22 No. 1, pp. 46-56.
  • Tavakol, M. & Dennick, R. (2011). Making Sense of Cronbach's Alpha. International Journal of Medical Education, 2, 53-55.
  • Tilak, J.B.G. (2002). Education and poverty. Journal of Human Development, 3, 191-207.
  • Wright, P.M., Smart, D.L. & McMahan, G.C. (1995). Matches between human resource and strategy among NCAA basketball teams. Academy of Management Journal, 38, 1052-74.
  • Yüksel, Ö. (2003). İnsan Kaynakları Yönetimi. Ankara: Gazi Kitabevi.

The Moderating Effect of Demographic Features on Relationship Between Human Capital and Organizational Commitment: Comparison Between Different Research Methods

Yıl 2021, Cilt: 23 Sayı: 40, 98 - 121, 29.06.2021

Öz

In this study, the moderating effect of the demographic features on the relationship between human capital and organizational commitment has been investigated. An online questionnaire containing questions related to demographic variables, human capital and organizational commitment scales was opened to 530 field workers working in the telecommunications sector. 491 of these workers were evaluated because of the data clean-up processes. The data obtained after the questionnaire were analyzed separately in SPSS 22 and AMOS programs, and the results were compared using Hierarchical Multiple Regression, Hayes and AMOS chi-square test methods. According to the study's findings, a high level of positive relationship has been found between human capital and organizational commitment factors. On the other hand, different results have emerged in the relationship between human capital and organizational commitment regarding demographic variables. While a difference was observed in the variables of gender, age, education level and working period on the relationship between human capital and organizational commitment, there was no difference in the marital status variable. Within the framework of the findings of the research, suggestions were made to managers and future studies.

Kaynakça

  • Aiken, L. S. & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park CA: SAGE.
  • Allen, N. J., Meyer J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment To The Organization. Journal of Occupational Psychology, 63, 1-18. Altunoğlu, A. E. ve Demir, N. (2012). Konaklama İşletmelerinde Entelektüel Sermaye Bileşenlerinin İncelenmesi: Kuşadası Örneği. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 26 (2), 297-312.
  • Amit, R. & Schoemaker, P.J.H. (1993). Strategic assets and organizational rents. Strategic Management Journal, 14(1), 33-46.
  • Ang, S., Slaughter, S. & Ng, K.Y. (2002). Human capital and institutional determinants of information technology compensation: modeling multilevel and cross-level interactions. Management Science, 48(11), 1427-45.
  • Atak, M. (2009). Öğrenen Örgüt ve Örgütsel Bağlılık İlişkisi (Doktora Tezi). Atatürk Üniversitesi Sosyal Bilimler Enstitüsü, Erzurum.
  • Balay, R. (2000). Yönetici ve Öğretmenlerde Örgütsel Bağlılık. Ankara: Nobel Yayın Dağıtım.
  • Baron, R. M. ve 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.
  • Bayazıt, M. and Oğuz, B. (1998). Probability and Sta-tistics for Engineers. İstanbul:Birsen Yayınevi.
  • Becker, G. (1975). Human Capital, 2nd ed. Chicago, IL: University of Chicago Press.
  • Becker, G.S. (1992). The Adam Smith address: Education, labor force quality, and the economy. Business Economics, 27, 1-7.
  • Blau, G. & Boal, K. (1987). Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism. Academy of Management Review, 12(2), 288-300.
  • Ertaş, F. ve Coşkun, M. (2005). Turizm İşletmelerinde Entelektüel Sermayenin Ölçülmesi ve İMKB’deki Turizm Şirketlerinde Ampirik Bir Uygulama. S.Ü. İ.İ.B.F. Sosyal ve Ekonomik Dergisi, 10, 121-138.
  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–51.
  • Galunic, D.C. & Anderson, E. (2000). From security to mobility: generalized investments in human capital and agent commitment. Organization Science, 11(1), 1-20.
  • Griffeth, R., Hom, P. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employees turnover: update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-88.
  • Gouldner. H. P. (1960). Dimensions of organizational commitment. Administrative Science Quarterly, 4, 468-90.
  • Gürbüz, S. & Şahin, F. (2014). Sosyal bilimlerde araştırma yöntemleri. Ankara: Seçkin Yayıncılık.
  • Hackett, R.D., Bycio, P. & Hausdorf, P.A. (1994). Further assessments of Meyer and Allen’s (1991) three-component model of organizational commitment. Journal of Applied Psychology, 79, 15-23.
  • Harrison, D., Newman, D. & Roth, P. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305-25.
  • Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford Press.
  • Hayes, A. F., Montoya, A. K. ve Rockwood, N. J. (2017). The analysis of mechanisms and their contingencies: PROCESS versus structural equation modelling. Australasian Marketing Journal (AMJ), 25(1), 76-81.
  • Hausknecht, J., Hiller, N. & Vance, R. (2008). Work-unit absenteeism: effects of satisfaction, commitment, labor market conditions and time. Academy of Management Journal, 51(6), 23-45.
  • Hooper, D., Coughlan, J. & Mullen, M. (2008). Structural Equation Modelling: Guidelines for Determining Model Fit. Dublin Institute of Technology Articles, 2, 53-60.
  • Huselid, M.A. (1995), The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-72.
  • Jackson, D. L., Gillaspy Jr, J. A. & Purc-Stephenson, R. (2009). Reporting Practices in Confirmatory Factor Analysis: An Overview and Some Recommendations. Psychological Methods, 14(1), 6-23.
  • Karagöz, M. (1998). İstatistik Yöntemleri. Malatya: Özmert Ofset.
  • Mathieu, J. & Hamel, D. (1989). A cause model of the antecedents of organizational commitment among professionals and non-professionals. Journal of Vocational Behavior, 34, 299-317.
  • Mincer, J. (1970). The distribution of labor incomes. Journal of Economy Literature, 8, 1-26.
  • Mura, M. & Longo, M. (2013). Developing a tool for intellectual capital assessment: an individual-level perspective. Expert Systems, 30(5), 436-450.
  • Payne, S. & Huffman, A. (2005). A longitudinal examination of the influence of mentoring on organizational commitmentandturnover. Academy of Management Journal, 48(1), 158-68.
  • Pennings, J.M., Lee, K. & Witteloostuijn, A.V. (1998). Human capital, social capital and firm dissolution. Academy of Management Journal, 41, 425-40.
  • Podsakoff, P. M., & Organ, D. (1986). Reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531–544.
  • Raza, M. A., N, M. M. (2011). Impact of Job Enlargement On Employees’ Job Satisfaction, Motivation and Organizational Commitment: Evidence From Public Sector of Pakistan. International Journal of Business and Social Science, 2(18), 268-273.
  • Ress, D.G. (1987). Foundations of Statistics. NewYork: Chapman and Hall.
  • Robinson, S.L., Kraatz, M.S. & Rousseau, D.M. (1994). Changing obligations and the psychological contract: a longitudinal study Academy of Management Journal, Vol. 37 No. 1, pp. 137-52. Schultz, T.W. (1961). Investment in human capital. The American Economic Review, LI(1), 1-18.
  • Steers, R.M. (1977). Antecedents and outcomes of organizational commitment”, Administrative Science Quarterly, Vol. 22 No. 1, pp. 46-56.
  • Tavakol, M. & Dennick, R. (2011). Making Sense of Cronbach's Alpha. International Journal of Medical Education, 2, 53-55.
  • Tilak, J.B.G. (2002). Education and poverty. Journal of Human Development, 3, 191-207.
  • Wright, P.M., Smart, D.L. & McMahan, G.C. (1995). Matches between human resource and strategy among NCAA basketball teams. Academy of Management Journal, 38, 1052-74.
  • Yüksel, Ö. (2003). İnsan Kaynakları Yönetimi. Ankara: Gazi Kitabevi.
Toplam 40 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makaleleri
Yazarlar

Faruk Çakmak 0000-0001-8291-9659

Yayımlanma Tarihi 29 Haziran 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 23 Sayı: 40

Kaynak Göster

APA Çakmak, F. (2021). İnsan Sermayesi ve Örgütsel Bağlılık İlişkisinin Araştırılmasında Demografik Özelliklerin Düzenleyici Rolü: Farklı Araştırma Yöntemleri Arasında Karşılaştırma. Karamanoğlu Mehmetbey Üniversitesi Sosyal Ve Ekonomik Araştırmalar Dergisi, 23(40), 98-121.

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