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Küreselleşme, iş gücü farklılıklarının önem kazanması, gelişen teknoloji ve artan rekabet etkin İKY uygulamalarını ön plana çıkartmakta, örgütün rekabet üstünlüğü elde etmesinde taklit ve ikame edilmesi güç insan kaynağının giderek daha stratejik bir rol kazanması hususu gündeme gelmektedir. Buradan hareketle, çalışmanın amacı, İKY uygulamalarının, örgütsel adalet algısının aracı olduğu durumlarda, işe adanmışlık ve iş-yaşam dengesi üzerindeki etkisini incelemektir. Ayrıca, kayırmacılığın (nepotizm) İKY uygulamaları ile örgütsel adalet algısı arasındaki ilişkide düzenleyici rolü araştırılmıştır. Çalışma, havacılık sanayinde faaliyet gösteren bir imalat işletmesinin tam zamanlı 387 personelinden 2016 yılı Ocak ve Şubat ayları içerisinde toplamda 5 hafta ara verilerek iki zamanlı olarak (boylamsal) toplanan veriler yoluyla gerçekleştirilmiştir. Veri toplama sürecinde ortak yöntem varyansı hatasını en aza indirmek amacıyla nicel metodoloji ve yönetim örgüt yazınında önerildiği şekliyle böyle bir prosedür izlenmiştir. Sonuçlar, İKY uygulamalarının işe adanmışlık ve iş-yaşam dengesi üzerinde anlamlı düzeyde olumlu etkide bulunduğuna işaret etmektedir. Örgütsel adalet algısının İKY uygulamaları ile iş-yaşam dengesi arasındaki ilişkide kısmi aracılık etkisi tespit edilmiştir. Örgütsel adalet algısının İKY uygulamaları ile işe adanmışlık üzerindeki aracı etkisi ile kayırmacılığın İKY uygulamaları ve örgütsel adalet algısı arasındaki düzenleyici rolü ise belirlenememiştir.
Globalization, the gain of importance of the workforce differences, the developing technology and increasing competition puts the effective ICT practices in the forefront, the organization’s competitive superiority is imitating and resettling the power of the human resource to gain a more strategic role. From here, the purpose of the study is to explore the impact of both practices, in cases where the organizational justice perception is a means, on dedication to work and on the work-life balance. Furthermore, the regulatory role of scratch (nepotism) has been studied in the relationship between the practices of the ICO and the perception of organizational justice. The study was carried out through full-time data collected in a manufacturing company operating in the aviation industry, with 387 full-time employees in January and February 2016 with a total of 5 weeks of interruption. In the process of data collection, a common method variation error was followed in order to reduce the quantum methodology and the procedure as suggested in the text of the management organization. The findings indicate that the ICO practices have a significant positive impact on employment dedication and work-life balance. The part of the mediation effect of the organizational justice perception has been identified in the relationship between the two practices and the work-life balance. The regulatory role between the practice of organizational justice and the instrumental effect on employment and the practice of the scratch and the perception of organizational justice has not been determined.
Globalisation, workforce diversity, technology and increasing competition bring effective HRM practices to the forefront and thereby, the strategic role of human resources that have been considered to be difficult to be imitated and substituted has been more pronounced today. This study aims to examine the effect of HRM practices on work engagement and work-life balance mediated by organizational justice perception. Besides, the moderating role of nepotism was investigated in the relationship between HRM practices and organizational justice perception. The study was conducted in a manufacturing organization operating in the aviation industry and the data was gathered longitudinally in two waves (time lag: 5 weeks) through 387 full-time employees during the period of January and February 2016. In the data collection process, such a procedure was adopted intentionally in order to reduce the common method variance as suggested by quantitative research and management organization scholarship. Research evidence points to the fact that HRM practices have a significant positive effect on work engagement and work-life balance. In addition, it was found that perceived organizational justice has a partial mediation role in the relationship between HRM practices and work-life balance. However, the mediating effect of organizational justice perception on the relationship between HRM practices and work engagement and the moderating role of nepotism were not determined.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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