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STRATEJİK İNSAN KAYNAKLARI YÖNETİMİNİN ÖRGÜTSEL VE BİREYSEL DÜZEYDE ETKİLERİ

The Impacts of Strategic Human Resource Management on Organizational and Individual Outcomes

Journal Name:

  • Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi

Publication Year:

  • 2014

Key Words:

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Abstract (2. Language): 
The impact of strategic human resource management on organizational and individual outcomes is assessed in this study. Additionally, the impact of a SHRM approach on the individual performance, organizational commitment and job satisfaction levels of human resource professionals are investigated. An organization exhibits strategic human resource management when the human resources function is vertically aligned with the mission and objectives of the organization and horizontally integrated with other organizational functions. In this study, data from a sample of 374 human resource professionals from large manufacturing firms were analyzed using structural equation modeling techniques. Results indicate that the direct impact of strategic human resource management on organizational and individual performance is positive and significant, as hypothesized. In addition, strategic human resource management was found to be directly and positively influenced on organizational commitment and job satisfaction.
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Abstract (Original Language): 
Bu çalışmada stratejik insan kaynakları yönetiminin, örgüt ve birey düzeyinde etkileri değerlendirilmiştir. Bu çerçevede, stratejik insan kaynakları uygulamalarının; örgütsel bağlılık ve iş tatmini ile bireysel ve örgütsel düzeyde performansa olan etkisi, insan kaynakları uzmanları üzerinde araştırılmıştır. Bir organizasyonda stratejik insan kaynakları yönetiminin varlığı, insan kaynaklarının örgütün görev ve hedefleri ile dikey olarak uyumlu olduğu ve diğer örgüt fonksiyonları ile de yatay seviyede uyumun gerçekleştirildiği durumlarda ortaya çıkmaktadır. Bu çalışmada büyük imalatçı firmalarda görev yapan 374 insan kaynakları uzmanından oluşan bir örnek grubundan elde edilen verilerle yapısal eşitlik modeli kullanılarak analizler yapılmıştır. Sonuçlar, hipotezlerle öne sürüldüğü üzere, stratejik insan kaynakları uygulamalarının birey ve örgüt performansına direk etkisinin anlamlı bir düzeyde pozitif yönde olduğunu göstermektedir. Ayrıca, stratejik insan kaynakları yönetimi uygulamalarının, örgütsel bağlılığı ve iş tatminini de direk ve pozitif yönde etkilediği tespit edilmiştir.
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