Esnek insan kaynakları yönetiminin iş performansına etkisinde işe adanmışlığın aracılık rolü: Bankacılık sektöründe bir araştırma

SEDA YÜKSEL NALBANTOĞLU

Esnek insan kaynakları yönetiminin iş performansına etkisinde işe adanmışlığın aracılık rolü: Bankacılık sektöründe bir araştırma

Thesis Type: Doctorate

Institution Of The Thesis: İstanbul Ticaret University, Sosyal Bilimler Enstitüsü, İŞLETME ANABİLİM DALI, Turkey

Approval Date: 2023

Thesis Language: Turkish

Student: SEDA YÜKSEL NALBANTOĞLU

Supervisor: BAYRAKTAR OSMAN

Open Archive Collection: AVESIS Open Access Collection

Abstract:

In this research, it is aimed to examine the mediating role of work engagement in the relationship between flexible human resource management and job performance in the banking sector. The research was designed as a quantitative and cross-sectional research. The sample group of the research consists of 400 people working in the Istanbul branches of privately owned deposit banks. Research data were collected by random survey method. In the questionnaire form, three scales with nine degrees related to conceptual structures and a demographic questionnaire about the participants were included. Security and validity analysis, correlation analysis between variables, exploratory and confirmatory factor analyzes were performed to analyze the data. SPSS 25 and LISREL 8.51 programs were used to analyze the data collected within the scope of the research. To examine the significance of the mediation effect, bootstrap analysis was performed with the PROCESS v4.1 Andrew F. Hayes macro in SPSS program with 5000 samples calibration. In the correlation analysis, significant relationships were found between all the variables in the research model. According to the results of the regression analysis, the change in the variables of job performance and work engagement of flexible human resource management. It was determined that work engagement significantly predicted the change in job performance. Independent sample t-test and one-way ANOVA were used to test the differences between groups for the cases where the scores of the scales were normally distributed. Kruskal-Wallis, one of the non-parametric tests, was used for cases where the distribution did not show normality. Levene's test was used to determine the homogeneity of the variances of the groups. To determine the direction of the difference between the groups, Tukey's test was preferred when the variance was homogeneous, and Tamhane's T2 test was preferred over the post hoc tests when it was not homogeneous. In the mediation analysis, the variable of work engagement, which has been seen that it has a strong mediating effect in the relationship between flexible human resources management and job performance. In the literature, there is no research that tests the mediating role of work engagement in the relationship between flexible human resource management and job performance in the Turkish banking sector. In this respect, the research provides a valuable contribution for both researchers and practitioners. Keywords: Flexible Human Resources Management, Work Engagement, Work Performance.