Sait GÜRBÜZ

2013

Stratejik insan kaynakları yönetiminin örgütsel bağlılığa ve iş tatminine etkisi: İnsan kaynakları yöneticileri üzerine bir araştırma

Stratejik insan kaynakları yönetimi, insan kaynaklarının işletme stratejileriyle uyumlu hale getirilmesini ve örgütteki insan kaynağının yönetimini stratejik yönetim sürecine entegre edilmesini esas alan bir yaklaşımdır. Stratejik insan kaynakları yönetiminin çeşitli örgütsel değişkenlerle ilişkisi, son yıllarda önem kazanan konulardan biri olmuştur. Bu çalışmanın amacı, stratejik insan kaynakları yönetiminin insan kaynakları yöneticilerinin örgütsel bağlılığını ve iş tatminini etkileyip etkilemediğini tespit etmektir. Araştırmanın modeli, iş tatmin teorileri (iş özellikleri ve çift faktör teorisi) ve konuyla ilgili yapılan görgül araştırma bulgularından hareketle oluşturulmuştur. Araştırma hipotezleri, İstanbul'da çeşitli sektörlerde faaliyet gösteren 28 büyük ölçekli işletmenin insan kaynakları departmanlarında çalışan toplam 241 yöneticiden oluşan bir örneklem üzerinde test edilmiştir. Araştırma sonucunda; stratejik insan kaynakları yönetimi, temin-geliştirme ve katılım-işgören ile iletişim olarak ele alınan bağımsız değişkenlerin, bağımlı değişkenleri (örgütsel bağlılık ve iş tatmini) etkilediği, ancak katılım-iş gören ile iletişim değişkeninin, iş tatmini üzerindeki etkisinin diğerlerine nazaran göreli olarak daha fazla olduğu tespit edilmiştir.

İmpact of strategic human resource management on organizational commitment and job satisfaction: A study on human resource managers

Strategic human resource management is an approach that adapts human resource to business strategies and integrates management of human resource of an organization into strategic management process. The relationship of strategic human resource management with other organizational variables has gained much attention in recently. The purpose of the present study was to find out whether strategic human resource management influences job satisfaction and organizational commitment of human resource managers. The research model was developed according to the job satisfaction theories (job characteristic and two-factor theory) and empirical research related to the issue. The research hypotheses were tested on sample composed of 241 human resource managers working in 28 larger firms running in various sector, Istanbul. As a result of study, it was found that independent variables which consisted of strategic human resource management, recruitment-development, and participation- communication with employees affected the dependent variables (job satisfaction and organizational commitment). However, impact of participation-communication with employees variable on job satisfaction was comparatively higher than the other variables.
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Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi-Cover
  • ISSN: 1304-4990
  • Yayın Aralığı: Yılda 4 Sayı
  • Yayıncı: Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Müdürlüğü
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