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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.
High-performance business systems that integrate human resource practices and organizational strategy with an innovative approach appear to us as a tool that needs to be emphasized in today’s business life. Especially in organizations implementing high-performance business systems, it is believed that the performance that the employees who define themselves will show will improve the organizational performance. The main objective of the study in this context is to study the role of employment passion in the influence of high-performance business systems on the performance of employees. The contribution of the study to the field is to fill the work gap on the subvariants that explain the causality of the impact of high-performance business systems on individual outcomes. The research was carried out with the help of survey techniques on 314 employees working in service enterprises in different fields operating in Istanbul. The study used four different scales, including the scale of high-performance business systems, the scale of job passion, the scale of connective performance and the scale of creative performance. The measurement vehicle contains 47 words. For the analysis of the obtained data through SPSS and AMOS programs, factor analysis, reliability analysis and structural equality modeling have been used. The research has found that the hypotheses are supported. In the framework of the main objective of the study, research findings have shown that the impact of high-performance business systems on the performance of employees is a partial mediation effect of passion for employment.
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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