İnsan Kaynakları Yönetimi Uygulamalarının Duygusal Bağlılık ve İş Sözleşmesi Türü Arasındaki Aracı Değişken Rolü

Bu çalışma, insan kaynakları (İK) uygulamalarına ilişkin algının duygusal bağlılık üzerindeki etkisini tam zamanlı sürekli ve mevsimsel statüde çalışan işgörenler açısından incelemektedir. Ayrıca bu çalışmanın amacı İK uygulamalarının iş sözleşmesi türü ve duygusal bağlılık arasında aracı değişken olup olmadığını test etmektir. Bu doğrultuda Muğla Bölgesinde yer alan beş yıldızlı konaklama işletmeleri ana kütle olarak saptanmış ve 376 deneğe ulaşılmıştır. Araştırmada elde edilen veriler, tekli ve çoklu regresyon analizleri, bağımsız iki örnek t testi ve aracı değişken testine tabi tutulmuştur. Araştırmada elde dilen bulgular, her iki işgören grubunun da İK uygulamalarını olumlu algılamalarının duygusal bağlılıklarını arttırdığını göstermektedir. Bununla birlikte, eğitimgeliştirme ve işe alma-yerleştirme uygulamalarının iş sözleşmesi türü ve duygusal bağlılık arasındaki ilişkide kısmi aracı etkiye sahip olduğu tespit edilmiştir. Araştırmada elde edilen bulguların konaklama işletmelerinin İK Yönetimi uygulama ve politikalarının belirlenmesinde katkı sağlayacağı düşünülmektedir.

THE MEDIATING ROLE OF HUMAN RESOURCE MANAGEMENT PRACTICES ON AFFECTIVE COMMITMENT AND TYPE OF CONTRACT

Purpose- This study aims to reveal the effect of the perception of human resource management practices on the affective commitment of seasonal and permanent employees. The purpose of this study is also to test the hypothesis that relations between contract type and affective commitment are mediated at least in part by the perception of human resource management practices. Design/methodology/approach – Empirical evidence is based on five star hotels in the Mugla region, Turkey and the study reached 376 participants. Descriptive statistics are provided. Bivariate correlations, multiple regression analysis, independent two-sample and mediation tests are conducted.Findings – Consistent with the literature, the results show that a positive perception of human resource management practices increases the affective commitment level of both groups. Moreover, training-development and recruitment-selection practices partially mediate the association between the type of contract and affective commitment. Research limitations/implications – A limitation of this research is the use of cross sectional data and the result lack generalizability.Practical implications – It is suggested that one of the main HRM practices is training and development activities for increasing affective commitment of seasonal and permanent employees. Originality/value –This article analyses the relations between contract type and affective commitment are mediated at least in part by the perception of human resource management practices. This evidence may be useful to hotels in designing human resource management policies and practices.

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