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Journals / ISGUC The Journal of Industrial Relations and Human Resources / 2015 / Cilt: 17 Sayı: 2

İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü

Hakan BAYRAMLIK
Pages
156–173
Publication Date
2015-06-01
DOI
—
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AI Summary & Key Takeaways

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

It was also found that organizational justice partially mediated the relationship between HR practices and trust in organization.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Employee trust in managers and the organization is associated with a plethora of positive organizational outcomes.
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Key Findings & Data:Consequently an organization’s policies and practices oriented towards its employees might have a significant effect on this relationship.
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Conclusion & Impact:It was also found that organizational justice partially mediated the relationship between HR practices and trust in organization.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:İKY Uygulamaları · Örgüte Güven · Örgütsel Adalet

Abstract

Employee trust in managers and the organization is associated with a plethora of positive organizational outcomes. Social Exchange Theory contends that the relationship between organizations and employees are based on norms of reciprocity. Consequently an organization’s policies and practices oriented towards its employees might have a significant effect on this relationship. The purpose of this study was to find out if there was a relationship between human resource practices and employee trust in the organization. This study also attempted to explore moderating role of organizational justice in this relationship. Participants of the study were 300 white and blue collar employees from Ankara based large-scale defense companies. Significant positive associations were found between HR practices, organizational justice and trust in organization. It was also found that organizational justice partially mediated the relationship between HR practices and trust in organization.

Özet

Çalışanların örgüte ve yöneticilere karşı duydukları güvenin birçok örgütsel değişkenle olumlu bir ilişkisi vardır. Sosyal Mübadele Kuramına göre çalışanların örgüt ile ilişkileri karşılıklılık temellidir. Bu ilişkide örgütün çalışanlara yönelik politika ve uygulamaları etkilidir. Bu çalışmanın amacı, örgütsel güvenin sağlanmasında işletmedeki İKY uygulamalarının etkisini ve bu etkide algılanan örgütsel adaletin rolünü ortaya koymaktır. Savunma sektörü çalışanları üzerinde yapılan araştırmada, insan kaynakları uygulamaları ve örgütsel güven değişkenlerinin arasındaki ilişki ve bu ilişki üzerinde örgütsel adaletin aracılık rolü incelenmiştir. Araştırma sonucunda, İKY uygulamaları ile örgüte duyulan güven ve algılanan örgütsel adalet arasında olumlu yönde ve anlamlı bir ilişki olduğu ve İKY uygulamalarının örgüte duyulan güven üzerindeki etkisinde algılanan örgütsel adaletin kısmi aracılık rolünün bulunduğu belirlenmiştir.

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Cite This Article

BAYRAMLIK, H. (2015). İnsan Kaynakları Yönetimi Uygulamalarının Örgüte Duyulan Güvene Etkisi: Örgütsel Adaletin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources, Cilt: 17 Sayı: 2, 156–173. https://ajindex.com/articles/997956

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