The Mediation Role of Organizational Commitment in the Relationship between Strategic Human Resources Management and Individual Performance

Polat Yücekaya, Rabia Özpeyni̇rci̇

doi:10.17762/pae.v58i1.1976

Abstract

The aim of this research is to examine the mediating role of organizational commitment in the relationship between strategic human resource management and individual performance. For this purpose, data were collected from SME businesses operating in Aksaray through convenience sampling method in the period covering February-March 2019. The questionnaire prepared to collect data consists of four parts. The first part of the questionnaire includes questions about the demographic characteristics of the survey participants. The second part of the questionnaire is about the strategic human resources management scale. In the second part of the questionnaire, a scale consisting of 9 statements, which was developed by Huselid (1995) and rearranged by Batram et al. (2007), was used. For the organizational commitment scale in the third part of the questionnaire, the scale consisting of 7 statements developed by Katsikea et al. (2011) was used. For the individual performance scale in the last part of the questionnaire, a scale consisting of 6 statements developed by Green et al. (2006) was used. The collected data were analyzed with the help of SPSS and SmartPLS statistics program, and the data were analyzed by frequency, reliability analysis, confirmatory factor analysis and structural equation modeling. According to the results of this study, it was determined that organizational commitment has a full mediating role in the relationship between strategic human resources management and individual performance. As strategic human resources management increases the organizational commitment of the employees, it has been concluded that it also positively affects their individual performance.

Highlights

In the information age we are in, it is seen that the key factor in the survival of enterprises and providing sustainable competitive advantage is human resources when we consider the point where globalization has reached and the speed of development of technology
Traditional human resources management approaches that support the business in matters such as recruitment, training, development, personal affairs, and wages started to be insufficient towards the end of the 1970s, www.psychologyandeducation.net and strategic human resources management that will ensure optimum use of human resources has emerged
Strategic human resources management has undertaken important tasks in increasing the performance of enterprises and providing competitive advantage by raising people who are open to innovations, have high motivation, and will enable them to reflect their knowledge, skills, creative intelligence and abilities with a participatory understanding

Summary

Introduction

In the information age we are in, it is seen that the key factor in the survival of enterprises and providing sustainable competitive advantage is human resources when we consider the point where globalization has reached and the speed of development of technology. The strategic importance of individuals with different expectations, sources of motivation and needs for businesses has never been at such a key point. The most obvious difference between strategic human resources management and traditional human resources management is performance criteria In this context, the aim of the study is to examine the mediating role of organizational commitment in the relationship between Strategic Human Resource Management and individual performance. In the conceptual framework of the first part of the study, Strategic Human Resource Management, individual performance and organizational commitment were examined. In the second part of the study, the results of the survey and analysis were included to reveal the role of organizational commitment as a mediator in the relationship between Strategic Human Resource Management and individual performance. In the last part of the study, the results achieved were evaluated

Objectives

Methods

Results