Abstract
Purpose –This study aims to determine the impact of human resource management on organizational performance and organizational climate.Design/methodology/approach–In the study, "SPSS 23.0 and AMOS" programs were used to analyze the data collected by questionnaire method. Reliability and validity analysis, normality tests, and EFA were performed to define and summarize the observed variables and to reveal the workable factors. Subsequently, confirmatory factor analysis (CFA) was conducted to reveal the structural validity of the variables and Path analysis was used to test the hypotheses.Findings –According to the results of the research, it was determined that human resource management has a significant positive effect on organizational performance (ß=,86; p<,05) and human resource management has a significant positive effect on organizational climate (ß=,82; p<,05). In addition, the levels of relationship between demographic variables and organizational performance and organizational climate were also tested. As a result, it was seen that the perception levels towards organizational performance and organizational climate showed a significant difference according to the participants' years of employment (seniority) and total years of employment in the organization.Discussion –The results regarding the impact of human resource management on organizational performance and organizational climate are related to the literature. In the study conducted by Alzaeane (2018) with the employees of an oil company operating in Libya, it is seen that human resource management has a significant effect on organizational performance. Cafferkey and Dundon (2015) found that human resource management has a significant effect on organizational climate. In the study conducted by Chakraborty and Biswas (2021), it is seen that human resource management has a significant effect on organizational climate and organizational performance.
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