Research Article
BibTex RIS Cite

THE EFFECTS OF HRM PRACTICES ON WORK ENGAGEMENT AND WORK-LIFE BALANCE: THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE PERCEPTION AND THE MODERATING ROLE OF NEPOTISM

Year 2019, BOR Special Issue, 211 - 228, 22.03.2019
https://doi.org/10.18092/ulikidince.526411

Abstract

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.  

References

  • Ahmad, S. ve Schroeder, R. G. (2003). The Impact of Human Resource Management Practices on Operational Performance: Recognizing Country and Industry Differences. Journal of Operations Management, 21(1), 19-43.
  • Allen, D. G., Shore, L. M., Griffeth, R. W. (2003). The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process. Journal of Manage-ment, 29(1), 99-118.
  • Arslaner, E., Erol, G. ve Boylu, Y. (2014). Konaklama işletmelerinde nepotizm ve örgütsel adalet algısı üzerine bir araştırma. Muğla Sıtkı Koçman Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 32 (2), 62-77.
  • Asunakutlu, T. ve Avcı, U. (2010). Aile işletmelerinde nepotizm algısı ve iş tatmini ilişkisi üzerine bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15 (2), 93-109.
  • Aycan, Z. ve Eskin, M. (2005). Relative Contributions of Childcare, Spousal Support, and Organizational Support in Reducing Work-Family Conflict for Men and Women: The Case of Turkey, Sex Roles, 53, 453-471.
  • Biber, L. (2006). İnsan Kaynakları Uygulamalarının Örgütsel Performansa Etkisi Üzerine Bir Uygu-lama. (Yayımlanmamış Yüksek Lisans Tezi). Gebze Yüksek Teknoloji Enstitüsü Sosyal Bilimler Enstitüsü, Gebze.
  • Bowen, D. E. ve Ostroff, C. (2004). Understanding HRM-firm Performance Linkages: The Role of “Strength” of the HRM System. Academy of Management Review, 29, 203-221.
  • Burucuoğlu, M., Çapkulaç, O. ve Gül, H. (2015). Aile İşletmelerinde Nepotizmin Örgütsel Adalet ve İş Performansı Üzerindeki Etkileri Üzerine bir Araştırma. Psikiyatri ve Psikoloji Araştırmaları Dergisi, 3(2), 33-59.
  • Büte, M. (2011a). Kayırmacılık Algısı ile İş Tatmini, Olumsuz Söz Söyleme ve İşten Ayrılma Niyeti Arasındaki İlişki. E-Sosyal Bilimler Dergisi, 10(36), 187-203.
  • Büte, M. (2011b). Kayırmacılığın Çalışanlar Üzerine Etkileri ile İnsan Kaynakları Uygulamaları İlişkisi: Türk Kamu Bankalarına Yönelik Bir Araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15(1), 383-404.
  • Cihangiroğlu, N. ve Yılmaz, A. (2010). Çalışanların Örgütsel Adalet Algısının Örgütler için Önemi. Sosyal ve Ekonomik Araştırmalar Dergisi, 19, 194-213.
  • Cohen-Charash, Y. ve Spector, P.E. (2011). The Role of Justice in Organizations: A Meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J.A., Conlon, D.E., Wessen, M.J., Porter, C.O.L. ve Ng, K.Y. (2001). Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology, 86(3), 425-445.
  • Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500-507.
  • Erben, G.S. ve Ötken, A.B. (2014). Paternalist Liderlik ve İşe İlişkin İyilik İlişkisinde İş-Yaşam Dengesinin Rolü. Yönetim ve Ekonomi Araştırmaları Dergisi, 22, 103-121.
  • Erdoğan, B. (2002). Antecedents and Consequences of Justice Perceptions in Performance Ap-praisals. Human Resource Management Review, 12, 555-578.
  • Fershtman, C., Gneezy, U. ve Verboven, F. (2005). Discrimination and Nepotism: The Efficiency of the Anonymity Rule. Journal of Legal Studies, 34, 371-394.
  • Fortin, M., Cojuharenco, I., Patient, D. ve German, G. (2014). It is Time for Justice: How Time Changes What We Know about Justice Judgments and Justice Effects. Journal of Organizational Behaviour, 37, 30-56.
  • Gilliland, S.W. (1993). The Perceived Fairness of Selection Systems: An Organizational Justice Perspective. Academy of Management Review, 18, 694-734.
  • Gilliland, S.W. (1995). Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures. International Journal of Selection and Assessment, 3, 11-19.
  • Giray, M. D. ve Ergin, C. (2006). Çift-Kariyerli Ailelerde Bireylerin Yaşadıkları İş-Aile ve Aile-İş Çatışmalarının Kendini Kurgulama Davranışı ve Yaşam Olayları ile İlişkisi. Türk Psikoloji Dergisi, 21, 83-101.
  • Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Series in applied psychology. Justice in the workplace: Approaching fairness in human resource management (pp. 79-103). Hillsdale, NJ, US: Lawrence Erlbaum Associates, Inc.
  • Greenberg, J. (1986). Determinants of Perceived Fairness of Performance Evaluations. Journal of Applied Psychology, 71, 340-342.
  • Guthrie, J.P. (2001). High-Involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand. Academy of Management Journal, 44(1): 180-190.
  • Gündüz, B. , Çapri, B. ve Gökçakan, Z. (2013). Mesleki Tükenmişlik, İşle Bütünleşme ve İş Doyumu Arasındaki İlişkilerin İncelenmesi. Eğitim Bilimleri Araştırmaları Dergisi, 3(1), 29-49.
  • Haar, J., Spell, C.S. ve O’Driscoll, M.P. (2005). Organisational Justice and Work-Family Policies. South Pacific Journal of Psychology, 16(1), 30-39.
  • Hakanen, J. J., Bakker, A. B., Schaufeli, W. B. (2006). Burnout and Work Engagement among Teachers, Journal of School Psychology, 43(6), 495-513.
  • Harris, L. C. ve Ogbonna, E. (2001). Strategic Human Resource Management, Market Orientation, and Organizational Performance. Journal of Business Research, 51(2), 157-166.
  • Harter, J., Schmidt, F.L., Agrawal, S. ve Plowman, S.K. (2013). The Relationship Between Engagement at Work and Organizational Outcomes, Meta-Analysis, GALLUP Research Paper.
  • Huselid, M.A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38, 635-670.
  • Judge, T.A. ve Colquitt, J.A. (2004). Organizational Justice and Stress: The Mediating Role of Work-Family Conflict. Journal of Applied Psychology, 89(3), 395-404.
  • Jyothi, S.V. ve Jyothi, P. (2012). Assessing Work-Life Balance: From Emotional Intelligence and Role Efficacy of Career Women. Advances in Management, 5(6), 35-43.
  • Karacaoğlu, K. ve Yörük, D. (2012). Çalışanların Nepotizm ve Örgütsel Adalet Algılamaları: Orta Anadolu Bölgesinde bir Aile İşletmesi Uygulaması. İş, Güç, Endüstri İlişkileri ve İnsan Kay-nakları Dergisi, 14(3), 43-64.
  • Katou, A. A. ve Budhwar, P. S. (2010). Causal Relationship between HRM policies and Organizational Performance: Evidence from the Greek Manufacturing Sector. European Manage-ment Journal, 28(1), 25-39.
  • Kelley, H. H. (1973). The Processes of Causal Attribution. American Psychologist, 28, 107–128.
  • Korsgaard, M. A. ve Roberson, L. (1995). Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions. Journal of Management, 21(4), 657-669.
  • Kuchinke, P. K. (2012). Invited Reaction: Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self‐evaluations. Human Resource Development Quarterly, 23(2), 167-175.
  • Lado, A.A. ve Wilson, M. (1994). Human Resource Systems and Sustained Competitive Advantage: a Competence Based Perspective. Academy of Management Review, 19, 699-727.
  • Lee, C., Law, K.S. ve Bobko, P. (1999). The Importance of Justice Perceptions on Pay Effectiveness: A Two Year Study of a Skill-Based Pay Plan. Journal of Management, 25(6), 851-873.
  • Liljegren, M. ve Ekberg, K. (2009). The Associations between Perceived Distributive, Procedural, and Interactional Organizational Justice, Self-Rated Health and Burnout. Work, 33(1), 43-51.
  • Liu, Y., Combs, J. G., Ketchen, D. J. ve Ireland, R. D. (2007). The value of Human Resource Management for Organizational Performance. Business Horizons, 50(6), 503-511.
  • Ostroff, C. ve Bowen, D. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 211-266). San Francisco, CA, US: Jossey-Bass.
  • Özkanan, A. ve Erdem, R. (2014). Yönetimde Kayırmacı Uygulamalar: Kavramsal bir Çerçeve. Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20(2), 179-206.
  • Podsakoff, P.M, MacKenzie, S. ve Podsakoff, N. (2012). Sources of Method Bias in Social Science Research and Recommendations on How to Control it. Annual Review of Psychology, 65, 539-569.
  • Rana, S., Ardichvili, A. ve Tkachenko, O. (2014). Theoretical Model of the Antecedents and Outcomes of Employee Engagement. Journal of Workplace Learning, 26(3/4), 249-266.
  • Rayton, B.A. ve Yalabık, Z.Y. (2014). Work Engagement, Psychological Contract Breach and Job Satisfaction. The International Journal of Human Resource Management, 25(17), 2382-2400.
  • Rich, B.L., Lepine, J.A. ve Crawford, E.R. (2010). Job Engagement: Antecedents and Effects on Job Performance. Academy of Management Journal, 53(3), 617–635.
  • Rogers, E.W. ve Wright, P.M. (1998). Measuring Organizational Performance in Strategic Human Resource Management: Problems, Prospects, and Performance Information Markets. Human Resource Management Review, 8(3), 311-331.
  • Salanova, M. ve Schaufeli, W. B. (2008). A Cross-National Study of Work Engagement as a Mediator between Job Resources and Proactive Behavior. The International Journal of Human Resource Management, 19(1), 116-131.
  • Sanders, K., Shipton, H. ve Gomes, J. F. (2014). Guest editors’ introduction: Is the HRM process important? Past, current, and future challenges. Human Resource Management, 53(4), 489-503.
  • Schaufeli, W.B. ve A.B. Bakker (2004). Job Demands, Job Resources and Their Relationship with Burnout and Engagement: A Multi-sample Study. Journal of Organizational Behavior, 25, 293-315.
  • Shankar, T. ve Bhatnagar, J. (2010). Work-Life Balance, Employee Engagement, Emotional Conso-nance/Dissonance & Turnover Intention. The Indian Journal of Industrial Relations, 46(1), 74-87.
  • Smith, J. ve Gardner, D. (2007). Factors Affecting Employee Use of Work-Life Balance Initiatives. New Zeland Journal of Psychology, 36(1), 3-12.
  • Stavrou, E.T., Charalambous, C. ve Spiliotis, S. (2007). Human Resource Management and Performance: A Neural Network Analysis. European Journal of Operational Research, 181(1), 453–467.
  • Sürgevil, O. (2015). Çalış Anne: Kadın Akademisyenlerin Kaleminden Çalışma Yaşamında Annelik (1.Baskı). Ankara: Nobel Yayıncılık.
  • Tepper, B. J. (2000). Consequences of Abusive Supervision. Academy of Management Journal, 43, 176-190.
  • Turgut, T. (2011). Çalışmaya Tutkunluk: İş Yükü, Esnek Çalışma Saatleri, Yönetici Desteği Ve İş-Aile Çatışması İle İlişkileri. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(3-4), 155-179.
  • Youndt, M.A, Snell, S.A, Dean, J.W. ve Lepak, D.P. (1996). Human Resource Management, Manufacturing Strategy, and Firm Performance. Academy of Management Journal, 39(4), 836-866.
  • Yürür, Ş. (2005). Ödüllendirme Sistemleri ile Örgütsel Adalet Arasındaki İlişkilerin Analizi ve bir Uygulama. (Yayımlanmamış Doktora Tezi). Uludağ Üniversitesi Sosyal Bilimler Enstitüsü, Bursa.

İKY UYGULAMALARININ İŞE ADANMIŞLIK VE İŞ YAŞAM DENGESİ ÜZERİNDEKİ ETKİSİ: ÖRGÜTSEL ADALET ALGISININ ARACI, KAYIRMACILIĞIN DÜZENLEYİCİ ROLÜ

Year 2019, BOR Special Issue, 211 - 228, 22.03.2019
https://doi.org/10.18092/ulikidince.526411

Abstract

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. 

References

  • Ahmad, S. ve Schroeder, R. G. (2003). The Impact of Human Resource Management Practices on Operational Performance: Recognizing Country and Industry Differences. Journal of Operations Management, 21(1), 19-43.
  • Allen, D. G., Shore, L. M., Griffeth, R. W. (2003). The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process. Journal of Manage-ment, 29(1), 99-118.
  • Arslaner, E., Erol, G. ve Boylu, Y. (2014). Konaklama işletmelerinde nepotizm ve örgütsel adalet algısı üzerine bir araştırma. Muğla Sıtkı Koçman Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 32 (2), 62-77.
  • Asunakutlu, T. ve Avcı, U. (2010). Aile işletmelerinde nepotizm algısı ve iş tatmini ilişkisi üzerine bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15 (2), 93-109.
  • Aycan, Z. ve Eskin, M. (2005). Relative Contributions of Childcare, Spousal Support, and Organizational Support in Reducing Work-Family Conflict for Men and Women: The Case of Turkey, Sex Roles, 53, 453-471.
  • Biber, L. (2006). İnsan Kaynakları Uygulamalarının Örgütsel Performansa Etkisi Üzerine Bir Uygu-lama. (Yayımlanmamış Yüksek Lisans Tezi). Gebze Yüksek Teknoloji Enstitüsü Sosyal Bilimler Enstitüsü, Gebze.
  • Bowen, D. E. ve Ostroff, C. (2004). Understanding HRM-firm Performance Linkages: The Role of “Strength” of the HRM System. Academy of Management Review, 29, 203-221.
  • Burucuoğlu, M., Çapkulaç, O. ve Gül, H. (2015). Aile İşletmelerinde Nepotizmin Örgütsel Adalet ve İş Performansı Üzerindeki Etkileri Üzerine bir Araştırma. Psikiyatri ve Psikoloji Araştırmaları Dergisi, 3(2), 33-59.
  • Büte, M. (2011a). Kayırmacılık Algısı ile İş Tatmini, Olumsuz Söz Söyleme ve İşten Ayrılma Niyeti Arasındaki İlişki. E-Sosyal Bilimler Dergisi, 10(36), 187-203.
  • Büte, M. (2011b). Kayırmacılığın Çalışanlar Üzerine Etkileri ile İnsan Kaynakları Uygulamaları İlişkisi: Türk Kamu Bankalarına Yönelik Bir Araştırma. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15(1), 383-404.
  • Cihangiroğlu, N. ve Yılmaz, A. (2010). Çalışanların Örgütsel Adalet Algısının Örgütler için Önemi. Sosyal ve Ekonomik Araştırmalar Dergisi, 19, 194-213.
  • Cohen-Charash, Y. ve Spector, P.E. (2011). The Role of Justice in Organizations: A Meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
  • Colquitt, J.A., Conlon, D.E., Wessen, M.J., Porter, C.O.L. ve Ng, K.Y. (2001). Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology, 86(3), 425-445.
  • Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500-507.
  • Erben, G.S. ve Ötken, A.B. (2014). Paternalist Liderlik ve İşe İlişkin İyilik İlişkisinde İş-Yaşam Dengesinin Rolü. Yönetim ve Ekonomi Araştırmaları Dergisi, 22, 103-121.
  • Erdoğan, B. (2002). Antecedents and Consequences of Justice Perceptions in Performance Ap-praisals. Human Resource Management Review, 12, 555-578.
  • Fershtman, C., Gneezy, U. ve Verboven, F. (2005). Discrimination and Nepotism: The Efficiency of the Anonymity Rule. Journal of Legal Studies, 34, 371-394.
  • Fortin, M., Cojuharenco, I., Patient, D. ve German, G. (2014). It is Time for Justice: How Time Changes What We Know about Justice Judgments and Justice Effects. Journal of Organizational Behaviour, 37, 30-56.
  • Gilliland, S.W. (1993). The Perceived Fairness of Selection Systems: An Organizational Justice Perspective. Academy of Management Review, 18, 694-734.
  • Gilliland, S.W. (1995). Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures. International Journal of Selection and Assessment, 3, 11-19.
  • Giray, M. D. ve Ergin, C. (2006). Çift-Kariyerli Ailelerde Bireylerin Yaşadıkları İş-Aile ve Aile-İş Çatışmalarının Kendini Kurgulama Davranışı ve Yaşam Olayları ile İlişkisi. Türk Psikoloji Dergisi, 21, 83-101.
  • Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Series in applied psychology. Justice in the workplace: Approaching fairness in human resource management (pp. 79-103). Hillsdale, NJ, US: Lawrence Erlbaum Associates, Inc.
  • Greenberg, J. (1986). Determinants of Perceived Fairness of Performance Evaluations. Journal of Applied Psychology, 71, 340-342.
  • Guthrie, J.P. (2001). High-Involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand. Academy of Management Journal, 44(1): 180-190.
  • Gündüz, B. , Çapri, B. ve Gökçakan, Z. (2013). Mesleki Tükenmişlik, İşle Bütünleşme ve İş Doyumu Arasındaki İlişkilerin İncelenmesi. Eğitim Bilimleri Araştırmaları Dergisi, 3(1), 29-49.
  • Haar, J., Spell, C.S. ve O’Driscoll, M.P. (2005). Organisational Justice and Work-Family Policies. South Pacific Journal of Psychology, 16(1), 30-39.
  • Hakanen, J. J., Bakker, A. B., Schaufeli, W. B. (2006). Burnout and Work Engagement among Teachers, Journal of School Psychology, 43(6), 495-513.
  • Harris, L. C. ve Ogbonna, E. (2001). Strategic Human Resource Management, Market Orientation, and Organizational Performance. Journal of Business Research, 51(2), 157-166.
  • Harter, J., Schmidt, F.L., Agrawal, S. ve Plowman, S.K. (2013). The Relationship Between Engagement at Work and Organizational Outcomes, Meta-Analysis, GALLUP Research Paper.
  • Huselid, M.A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38, 635-670.
  • Judge, T.A. ve Colquitt, J.A. (2004). Organizational Justice and Stress: The Mediating Role of Work-Family Conflict. Journal of Applied Psychology, 89(3), 395-404.
  • Jyothi, S.V. ve Jyothi, P. (2012). Assessing Work-Life Balance: From Emotional Intelligence and Role Efficacy of Career Women. Advances in Management, 5(6), 35-43.
  • Karacaoğlu, K. ve Yörük, D. (2012). Çalışanların Nepotizm ve Örgütsel Adalet Algılamaları: Orta Anadolu Bölgesinde bir Aile İşletmesi Uygulaması. İş, Güç, Endüstri İlişkileri ve İnsan Kay-nakları Dergisi, 14(3), 43-64.
  • Katou, A. A. ve Budhwar, P. S. (2010). Causal Relationship between HRM policies and Organizational Performance: Evidence from the Greek Manufacturing Sector. European Manage-ment Journal, 28(1), 25-39.
  • Kelley, H. H. (1973). The Processes of Causal Attribution. American Psychologist, 28, 107–128.
  • Korsgaard, M. A. ve Roberson, L. (1995). Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions. Journal of Management, 21(4), 657-669.
  • Kuchinke, P. K. (2012). Invited Reaction: Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self‐evaluations. Human Resource Development Quarterly, 23(2), 167-175.
  • Lado, A.A. ve Wilson, M. (1994). Human Resource Systems and Sustained Competitive Advantage: a Competence Based Perspective. Academy of Management Review, 19, 699-727.
  • Lee, C., Law, K.S. ve Bobko, P. (1999). The Importance of Justice Perceptions on Pay Effectiveness: A Two Year Study of a Skill-Based Pay Plan. Journal of Management, 25(6), 851-873.
  • Liljegren, M. ve Ekberg, K. (2009). The Associations between Perceived Distributive, Procedural, and Interactional Organizational Justice, Self-Rated Health and Burnout. Work, 33(1), 43-51.
  • Liu, Y., Combs, J. G., Ketchen, D. J. ve Ireland, R. D. (2007). The value of Human Resource Management for Organizational Performance. Business Horizons, 50(6), 503-511.
  • Ostroff, C. ve Bowen, D. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 211-266). San Francisco, CA, US: Jossey-Bass.
  • Özkanan, A. ve Erdem, R. (2014). Yönetimde Kayırmacı Uygulamalar: Kavramsal bir Çerçeve. Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20(2), 179-206.
  • Podsakoff, P.M, MacKenzie, S. ve Podsakoff, N. (2012). Sources of Method Bias in Social Science Research and Recommendations on How to Control it. Annual Review of Psychology, 65, 539-569.
  • Rana, S., Ardichvili, A. ve Tkachenko, O. (2014). Theoretical Model of the Antecedents and Outcomes of Employee Engagement. Journal of Workplace Learning, 26(3/4), 249-266.
  • Rayton, B.A. ve Yalabık, Z.Y. (2014). Work Engagement, Psychological Contract Breach and Job Satisfaction. The International Journal of Human Resource Management, 25(17), 2382-2400.
  • Rich, B.L., Lepine, J.A. ve Crawford, E.R. (2010). Job Engagement: Antecedents and Effects on Job Performance. Academy of Management Journal, 53(3), 617–635.
  • Rogers, E.W. ve Wright, P.M. (1998). Measuring Organizational Performance in Strategic Human Resource Management: Problems, Prospects, and Performance Information Markets. Human Resource Management Review, 8(3), 311-331.
  • Salanova, M. ve Schaufeli, W. B. (2008). A Cross-National Study of Work Engagement as a Mediator between Job Resources and Proactive Behavior. The International Journal of Human Resource Management, 19(1), 116-131.
  • Sanders, K., Shipton, H. ve Gomes, J. F. (2014). Guest editors’ introduction: Is the HRM process important? Past, current, and future challenges. Human Resource Management, 53(4), 489-503.
  • Schaufeli, W.B. ve A.B. Bakker (2004). Job Demands, Job Resources and Their Relationship with Burnout and Engagement: A Multi-sample Study. Journal of Organizational Behavior, 25, 293-315.
  • Shankar, T. ve Bhatnagar, J. (2010). Work-Life Balance, Employee Engagement, Emotional Conso-nance/Dissonance & Turnover Intention. The Indian Journal of Industrial Relations, 46(1), 74-87.
  • Smith, J. ve Gardner, D. (2007). Factors Affecting Employee Use of Work-Life Balance Initiatives. New Zeland Journal of Psychology, 36(1), 3-12.
  • Stavrou, E.T., Charalambous, C. ve Spiliotis, S. (2007). Human Resource Management and Performance: A Neural Network Analysis. European Journal of Operational Research, 181(1), 453–467.
  • Sürgevil, O. (2015). Çalış Anne: Kadın Akademisyenlerin Kaleminden Çalışma Yaşamında Annelik (1.Baskı). Ankara: Nobel Yayıncılık.
  • Tepper, B. J. (2000). Consequences of Abusive Supervision. Academy of Management Journal, 43, 176-190.
  • Turgut, T. (2011). Çalışmaya Tutkunluk: İş Yükü, Esnek Çalışma Saatleri, Yönetici Desteği Ve İş-Aile Çatışması İle İlişkileri. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(3-4), 155-179.
  • Youndt, M.A, Snell, S.A, Dean, J.W. ve Lepak, D.P. (1996). Human Resource Management, Manufacturing Strategy, and Firm Performance. Academy of Management Journal, 39(4), 836-866.
  • Yürür, Ş. (2005). Ödüllendirme Sistemleri ile Örgütsel Adalet Arasındaki İlişkilerin Analizi ve bir Uygulama. (Yayımlanmamış Doktora Tezi). Uludağ Üniversitesi Sosyal Bilimler Enstitüsü, Bursa.
There are 59 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Emir Özeren

Aykut Arslan

Özgür Demirtaş

Publication Date March 22, 2019
Published in Issue Year 2019 BOR Special Issue

Cite

APA Özeren, E., Arslan, A., & Demirtaş, Ö. (2019). İKY UYGULAMALARININ İŞE ADANMIŞLIK VE İŞ YAŞAM DENGESİ ÜZERİNDEKİ ETKİSİ: ÖRGÜTSEL ADALET ALGISININ ARACI, KAYIRMACILIĞIN DÜZENLEYİCİ ROLÜ. Uluslararası İktisadi Ve İdari İncelemeler Dergisi211-228. https://doi.org/10.18092/ulikidince.526411

______________________________________________________

Address: Karadeniz Technical University Department of Economics Room Number 213  

61080 Trabzon / Turkey

e-mail : uiiidergisi@gmail.com