Örgütsel Bilinçli Farkındalığın Beşerî Sermaye Verimliliği Üzerindeki Etkisi: Kurumsal İtibarın Aracılık Rolü ve Pozisyon ile Eğitim Düzeyinin Düzenleyici Etkileri

Öz

Bu çalışmanın amacı, Stratejik İnsan Kaynakları Yönetimi (SİKY) yazınında insan kaynakları uygulamalarının performans çıktısına dönüşümünü açıklamada tartışılan “kara kutu” problemini (Becker ve Huselid, 1998; Jiang vd., 2012) örgütsel düzeyde bilişsel bir kapasite üzerinden açıklamaktır. Bu kapsamda araştırma, örgütsel bilinçli farkındalığın beşerî sermaye verimliliği üzerindeki etkisini; kurumsal itibarın aracılık mekanizması ve hiyerarşik pozisyon ile eğitim düzeyinin düzenleyici rolleri altında sınamaktadır (Vogus ve Sutcliffe, 2007; Rindova vd., 2005; Felin ve Foss, 2005). Bankacılık sektöründe görev yapan 417 çalışandan elde edilen verilerle düzenlenmiş aracılık modeli test edilmiştir (Hayes, 2018). Bulgular, örgütsel bilinçli farkındalığın beşerî sermaye verimliliğini hem doğrudan hem de kurumsal itibar aracılığıyla dolaylı olarak artırdığını; söz konusu etkilerin hiyerarşik pozisyon ve eğitim düzeyi yükseldikçe güçlendiğini göstermektedir. Sonuçlar, beşerî sermayenin üretken çıktılara dönüşümünde örgütsel farkındalık süreçlerinin üst düzey bir etkinleştirici kapasite olarak rol oynadığını ortaya koymakta ve beşerî sermaye aktivasyonu tartışmalarına bilişsel-örgütsel bir katkı sunmaktadır (Wright ve McMahan, 2011; Vogus ve Sutcliffe, 2007).

Anahtar Kelimeler

• Örgütsel Bilinçli Farkındalık
• Beşeri Sermaye Verimliliği
• Kurumsal İtibar

The Effect of Organizational Mindfulness on Human Capital Productivity: The Mediating Role of Corporate Reputation and the Moderating Effects of Hierarchical Position and Education Level

Öz

The purpose of this study is to address the long-standing “black box” problem in the Strategic Human Resource Management (SHRM) literature—namely, how human resource practices translate into performance outcomes—by introducing an organizational-level cognitive capacity as an explanatory mechanism (Becker & Huselid, 1998; Jiang et al., 2012). Specifically, the study examines the effect of organizational mindfulness on human capital productivity, while testing the mediating role of corporate reputation and the moderating roles of hierarchical position and education level (Vogus & Sutcliffe, 2007; Rindova et al., 2005; Felin & Foss, 2005). Using data collected from 417 employees working in the banking sector, a moderated mediation model was tested (Hayes, 2018). The findings indicate that organizational mindfulness enhances human capital productivity both directly and indirectly through corporate reputation. Moreover, these effects become stronger as hierarchical position and education level increase. The results demonstrate that organizational mindfulness functions as a higher-order enabling capability in transforming human capital into productive outcomes, thereby contributing a cognitive-organizational perspective to the human capital activation debate (Wright & McMahan, 2011; Vogus & Sutcliffe, 2007).

Anahtar Kelimeler

• Organizational Mindfulness
• Corporate Reputation
• Human Capital Productivity

Kaynakça

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