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Journals / İşletme Bilimi Dergisi / 2026 / Cilt: 14 Sayı: 2

A Quantitative and Qualitative Study on the Relationship Between Unit Managers’ HRM Competencies and Job Satisfaction

Birim Yöneticilerinin İKY Yetkinlikleri ve İş Tatmini İlişkisi Üzerine Nicel ve Nitel Bir Araştırma

Burak Efe Bahadir
İpek Kalemci Tüzün
Pages
460–477
Publication Date
2026-06-23
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

To enhance the effectiveness of unit managers, it is recommended that they be better informed about HRM practices, encouraged to allocate time for these practices, and supported by an organizational culture conducive to HRM engagement.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study investigates the impact of unit managers’ HRM (Human Resource Management) competencies on job satisfaction, focusing on the mediating role of HRM implementation effectiveness and the moderating effects of HR unit support and HR policies.
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Key Findings & Data:The research adopts a mixed-methods approach: quantitative data were collected from 341 managers across various sectors, and qualitative data were gathered through interviews with 15 managers.
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Conclusion & Impact:To enhance the effectiveness of unit managers, it is recommended that they be better informed about HRM practices, encouraged to allocate time for these practices, and supported by an organizational culture conducive to HRM engagement.
🔬Design:Araştırma Makalesi
📍Scope:Comprehensive Sample
⚙️Variables:İnsan Kaynakları Yönetimi · İş Tatmini · Birim Yöneticileri

Abstract

This study investigates the impact of unit managers’ HRM (Human Resource Management) competencies on job satisfaction, focusing on the mediating role of HRM implementation effectiveness and the moderating effects of HR unit support and HR policies. These relationships are examined within the theoretical frameworks of Social Exchange Theory, Organizational Support Theory, and Self-Efficacy Theory. The research adopts a mixed-methods approach: quantitative data were collected from 341 managers across various sectors, and qualitative data were gathered through interviews with 15 managers. Analysis results reveal a strong relationship between job satisfaction and both HRM implementation effectiveness and the level of HRM competency. Moreover, HRM implementation effectiveness mediates the relationship between HRM competency level and job satisfaction. Regarding the moderating effects, while HR unit support significantly moderates the relationship between HRM competency and job satisfaction, HR policies do not demonstrate a moderating role. The findings suggest that HR units may lack the necessary competence to adequately support unit managers. To enhance the effectiveness of unit managers, it is recommended that they be better informed about HRM practices, encouraged to allocate time for these practices, and supported by an organizational culture conducive to HRM engagement.

Özet

Bu çalışma birim yöneticilerinin İKY yetkinliklerinin iş tatmini üzerine etkisinde İKY uygulama etkililikleri ve İK birim desteği ile İK politikalarının etkisini araştırmaktadır. Bu ilişkiler arasındaki ilişki sosyal mübadele kuramı, örgütsel destek kuramı ve öz yeterlilik kuramı bağlamında incelenmiştir. Araştırmada veriler nicel yöntemde farklı sektörlerde çalışan 341 yöneticiden, nitel yöntemde ise mülakat yöntemiyle görüşülen 15 yöneticiden elde edilmiştir. Analiz sonuçları incelendiğinde; iş tatmini ile İKY gerçekleştirme etkililiği ve İKY yetkinlik derecesi arasında güçlü bir ilişki olduğu tespit edilmiştir. İKY yetkinlik derecesinin iş tatmini üzerindeki etkisinde İKY uygulamalarını gerçekleştirme etkililiğinin aracılık rolü üstlendiği görülmüştür. İKY yetkinlik derecesinin iş tatmini üzerindeki etkisinde; İK birim desteğinin düzenleyicilik etkisi olduğu, ancak İK politikalarının düzenleyicilik rolü olmadığı tespit edilmiştir. Elde edilen bulgular, İK biriminin birim yöneticilerine yeterince destekte bulunamadığı, hatta bu desteği verebilecek yetkinlikte olmadıklarını göstermektedir. Birim yöneticilerinin etkililiklerinin arttırılması için İKY uygulamaları hususunda bilgilendirilmeleri, bunun için zaman ayırmaları hususunda teşvik edilmeleri, buna uygun örgüt kültürü oluşturulması önerilmektedir.

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Cite This Article

Bahadir, B. E., Tüzün, İ. K. (2026). A Quantitative and Qualitative Study on the Relationship Between Unit Managers’ HRM Competencies and Job Satisfaction. İşletme Bilimi Dergisi, Cilt: 14 Sayı: 2, 460–477. https://doi.org/10.22139/jobs.1706817

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