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Örgütlerde politik davranışlar ve örgütsel politika algısı örgütler ve bireyler üzerinde olumsuz etkilere neden olmaktadır. Bu olumsuzluklar örgütsel politika algısını tahmin eden değişkenlerin belirlenmesi ile azaltılabilir. Bu çalışmada özel hastanelerde insan kaynakları yönetimi uygulamaları ile örgütsel politika algısı arasındaki ilişkiler araştırılmıştır . Araştırma Ankara Çankaya bölgesinde faaliyet gösteren 4 özel hastanede yardımcı sağlık personeli ve idari personel statüsünde çalışan 250 katılımcı ile gerçekleştirilmiştir. İnsan kaynakları yönetimi uygulamaları olarak iş analizi, iş tanımı ve iş gerekleri, personel seçme ve yerleştirme, performans değerleme, eğitim ve geliştirme, ödüllendirme uygulamaları belirlenmiştir. Çalışanların bu uygulamalar ile örgütsel politikaya dair değerlendirmeleri ölçülmüştür. Araştırmada toplanan veriler, bir istatistik paket programı kullanılarak frekans dağılımı, faktör analizi, korelasyon ve hiyerarşik regresyon analiz ile değerlendirilmiştir. Yapılan istatistiksel analizler sonucunda demografik değişkenlerin etkisi kontrol edildiğinde insan kaynakları yönetimi uygulamaları olarak iş analizi, iş tanımı ve iş gerekleri süreçleri ile personel seçim ve performans değerlendirme süreçlerinde adaletin örgütsel politika algısını tahmin ettiği tespit edilmiştir.
Political behaviors and organizational policy perceptions in organizations have negative effects on organizations and individuals. These disadvantages can be reduced by determining the variables that predict the organizational policy perception. This study examined the relationships between human resource management practices and organizational policy perception in private hospitals. The research was conducted with 250 participants working in the status of assistant health staff and administrative staff in 4 private hospitals operating in the Ankara Çankaya region. Human resources management practices are defined as business analysis, business definition and business requirements, staff selection and placement, performance assessment, training and development, rewarding practices. Workers have been assessed by these practices and organizational policy assessments. The data collected in the study was evaluated using a statistical package program by frequency distribution, factor analysis, correlation and hierarchical regression analysis. The results of the statistical analysis were found that when the impact of demographic variables was controlled as human resources management practices, the processes of business analysis, job definition and job requirements and the processes of staff selection and performance assessment predicted the perception of organizational policy of justice.
Political behaviors and percepiton of organziational politics in organizations reduce information sharing and cause negative effects on organizations and individuals. These negativities can be reduced by determining the variables that predict perception of organizational politics. In this study, we researched the relationship between human resource management practices and perceptions of organizational politics in private hospitals. The study was conducted on 250 private health and administrative personnel in four private hospitals in Çankaya district of Ankara. Human resource management practices include job analysis, selection and placement, performance evaluation, compensation, training and development practices. The data collected in the study were evaluated with the help of statistical software, frequency analysis, factor analysis, correlation and hierarchical regression analysis. When the effect of demographic variables were controlled, it was determined that job analysis, job description, job specification and justice in personnel selection and performance evaluation processes as human resource management practices predicted perception of organizational politics.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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