Yüksek Performanslı İş Sistemlerinin Çalışan Performansı Üzerindeki Etkisinde İşe Tutkunluğun Aracılık Rolü

İnsan kaynakları uygulamaları ve örgüt stratejisini yenilikçi bir yaklaşım ile bütünleştiren yüksek performanslı iş sistemleri, günümüz iş yaşamında üzerinde önemle durulması gereken bir araç olarak karşımıza çıkmaktadır. Özellikle yüksek performanslı iş sistemlerini uygulayan örgütlerde, yaptığı iş ile kendisini tanımlayan çalışanların göstereceği performansın örgütsel performansı artıracağı düşünülmektedir. Bu bağlamda ele alınan çalışmanın temel amacı yüksek performanslı iş sistemlerinin çalışan performansı üzerindeki etkisinde işe tutkunluğun aracılık rolünü incelemektir. Çalışmanın alana katkısı, yüksek performanslı iş sistemlerinin bireysel çıktılar üzerindeki etkisinin nedenselliğini açıklayan alt değişkenlerle ilgili çalışma boşluğunu doldurmaktır. Araştırma, İstanbul’da faaliyet gösteren farklı alanlardaki hizmet işletmelerinde görev yapan 314 çalışan üzerinde anket tekniği yardımıyla gerçekleştirilmiştir. Araştırmada Yüksek Performanslı İş Sistemleri Ölçeği, İşe Tutkunluk Ölçeği, Bağlamsal Performans ve Yaratıcı Performans Ölçekleri olmak üzere dört farklı ölçek kullanılmıştır. Ölçüm aracında 47 ifade bulunmaktadır. Elde edilen verilerin analizi için SPSS ve AMOS programları aracılığıyla, faktör analizi, güvenilirlik analizi ve yapısal eşitlik modellemesinden yararlanılmıştır. Araştırma sonucunda, öne sürülen hipotezlerin desteklendiği görülmüştür. Çalışmanın temel amacı kapsamında araştırma bulguları, yüksek performanslı iş sistemlerinin çalışan performansı üzerindeki etkisinde işe tutkunluğun kısmi aracılık etkisi olduğunu ortaya koymuştur.

The Mediating Role of Work Engagement on the Effect of High Performance Work Systems on Employee Performance

High performance work systems, integrating human resource practices and organizational strategy with an innovative perspective, emerge as a tool that needs to be emphasized in today’s business environment. Especially it is predicted that organizational performance will increase with the increase of employee performance in organizations implementing high performance work systems. Within this context the main purpose of this research is to measure the mediating role of work engagement on the effect of high performance work systems on employee performance. The main contribution of this study into the field is to fill the gap about the lack of studies related to sub variables explaining the causality of the effect of high performance work systems on individual outcomes. The research was conducted on 314 employees who are working in service businesses having operations in Istanbul via questionnaire technique. Four different scales consisted of High Performance Work Systems Scale, Work Engagement Scale, Contextual Performance and Creative Performance Scales were used in the study. The scale for the study consists 47 statements. In order to analyze the gathered data via SPSS and AMOS statistical programs, factor analysis, reliability analysis and the structural equation modelling were used. As a result of the study, all proposed hypotheses were supported. Within the context of the study’s main porpose, findings revealed that work engagement determined as a partial mediator on the effect of high performance work systems on employee performance. 

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Kaynak Göster

APA Dinç Elmalı, E , Gençer Çelik, G , Taşkıran, E . (2021). Yüksek Performanslı İş Sistemlerinin Çalışan Performansı Üzerindeki Etkisinde İşe Tutkunluğun Aracılık Rolü . Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi , 35 (3) , 997-1020 . DOI: 10.16951/atauniiibd.868897