Araştırma Makalesi
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ADAPTATION OF HIGH PERFORMANCE WORK PRACTICES SCALE TO TURKISH, VALIDITY AND RELIABILITY ANALYSIS

Yıl 2018, Cilt: 36 Sayı: 3, 141 - 164, 27.09.2018

Hatice Özutku

https://doi.org/10.17065/huniibf.335153
Cited By: 3

Öz

The
aim of this study is
the adaptation of the High Performance Work Practices (HPWP) scale developed by
Posthuma, Campion,
Masimova and Campion (2013)
to Turkish, conducting the validity and reliability of the study, and
determining the core HRM practices leading to high performance in the banking
sector. The sample of the study is composed of 221 bank employees who agree to
participate in the questionnaire from 12 different banks.  Survey method is chosen as data collection
technique in the research. The collected data are analyzed using SPSS and
LISREL programs. According to the confirmatory factor analysis results, the
obtained data supports the HPWP model consisting of eight dimensions. From
these practices, it is observed that Employee Relations, Performance Management
and Appraisal, Recruiting and Selection, Promotions, Training and Development,
and Communication are highly related to the HPWP in the Banking Sector, while
applications in the Job and Work Design, Compensation and Benefits are found to
be relatively low. It is also found out that the core (universal) HR practices
applied in Posthuma et al.'s (2013)
study in different countries and in different cultures are widely applied
except for “Decentralized
Participative Decisions” in the Turkish banking sector sample.

Kaynakça

  • Acaray, Ali ve Neslihan Şevik (2016), “Kültürel Boyutların Örgütsel Sessizliğe Etkisi Üzerine Bir Araştırma”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 34 (3), 1-18.
  • Appelbaum, Eileen, Thomas Bailey, Peter Berg ve Arne L. Kalleberg (2000), Manufacturing Advantage, Why High Performance Work System Pay Off, Cornell University Press, Ithaca, NY.
  • Aycan, Zeynep, Rabindra Kanungo, Manuel Mendonca, Kaicheng Yu, Jürgen Deller, Günter Stahl ve Anwar Khursid (2000), ``Impact of Culture on Human Resource Management Practices, A Ten-Country Comparison'', Applied Psychology, An International Review, 49 (1), 192-220.
  • Becker, B.E. and Huselid, M.A. (1998), “High Performance Work System And Firm Performance”, Personnel and Human Resources Management, 16, 53-101.
  • Becker, Brian ve Barry Gerhart (1996), “The Impact of Human Resource Management on Organizational Performance, Progress and Prospects”, Academy of Management Journal, 39 (4), 779-801.
  • Blau, Paul (1964), Exchange and Power in Social Life, New York, Jossey-Bass.
  • Boselie, Paul, Graham Dietz ve Corine Boon (2005), “Commonalities and Contradictions in HRM and Performance Research”, Human Resource Management Journal, 15 (3), 67-94.
  • Boxall, Peter ve John Purcell (2000), Strategic Human Resource Management, Where Have We Come From and Where Should We Be Going?, International Journal of Management Reviews, 2 (2), 183-203.
  • Brislin, Richard W. (1980), “Translation and Content Analysis of Oral and Written Material”, in Triandis, H.C. and Berry. J.W. (Eds), Handbook of Cross-Cultural Psychology, Vol. 1, Allyn and Bacon, Boston, MA, pp. 389-444.
  • Cohen, Jacob (1988), Statistical Power Analysis for The Behavioral Sciences (2nd ed.).Hillsdale, NJ, Lawrence Earlbaum Associates.
  • Büyüköztürk, Şener, Ebru Kılıç Çakmak, Özcan Erkan Akgün, Şirin Karadeniz, Funda Demirel (2012), Bilimsel Araştırma Yöntemleri, Pegem AkademiYayıncılık, Connelly, Brian, Trevis S. Certo, Duane R. Ireland ve Christoper R. Reutzel (2011), “Signaling Theory, A Review and Assessment”, Journal of Management, 37 (1), 39-67.
  • Cropanzano, Russel ve Marie S. Mitchell (2005), “Social Exchange Theory, An Interdisciplinary Review”, Journal of Management, 31 (6), 874-900.
  • Çerezci, Esra Tuğçe (2010), Yapısal Eşitlik Modelleri ve Kullanılan Uyum İyiliği İndekslerinin Karşılaştırılması, Doktora Tezi, Gazi Üniversitesi Fen Bilimleri Enstitüsü, Ankara.
  • Delaney, John T. ve Mark A. Huselid (1996), “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39 (4), 949-69.
  • Delaney, John T., David Lewin ve Casey Ichniowski (1989), Human Resource Policies And Practices in American Firms. Washington. DC, U.S. Government Printing Office.
  • Delery, John E. (1998), “Issues of Fit in Strategic Human Resource Management, Implications for Research”, Human Resource Management Review, 8(3), 289-309
  • Delery, John E. ve Harold D. Doty, D.H. (1996), “Modes of Theorizing Strategic Human Management, Tests Universalistic, Contingency, Performance Predictions”, Academy of Management Journal, 39 (4), 802-835.
  • Douglas, Susan P. ve Samuel C. Craig (2007), “Collaborative and Iterative Translation, An Alternative Approach to Back Translation”, Journal of International Marketing, 15 (1), 30-43.
  • Fabi, Bruno, Richard Lacoursière ve Louis Raymond (2015)," Impact of High-Performance Work Systems on Job Satisfaction, Organizational Commitment, and Intention to Quit in Canadian Organizations ", International Journal of Manpower, 36 (5), 772 – 790.
  • Fiş, Ahmet M. ve S. Arzu Wasti (2009), “Örgüt Kültürü ve Girişimcilik Yönelimi İlişkisi”, ODTU Gelişme Dergisi, 35, 127-164. García-Chas, Romina, Edelmira Neira-Fontela ve Concepción Varela-Neira (2016)," High-Performance Work Systems and Job Satisfaction, A Multilevel Model", Journal of Managerial Psychology, 31(2), 451 – 466.
  • Garg, Naval ve Bijender K. Punia (2017)," Developing high performance work system for Indian insurance industry ", International Journal of Productivity and Performance Management, 66 (3), 320 – 337.
  • Guthrie, James P. (2001), “High-Involvement Work Practices, Turnover, and Productivity, Evidence From New Zealand”, Academy of Management Journal, 44 (1), 180-190.
  • Gürbüz, Sait (2006), “Örgütsel Vatandaşlık Davranışı İle Duygusal Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma”, Ekonomik Ve Sosyal Araştırmalar Dergisi, 3 (2), 48-75.
  • Hofstede, Geert (1980), Culture's Consequences, International Differences in Work-Related Values. Beverly Hills CA, Sage Publications.
  • Huang Liang-Chih, David Ahlstrom, Amber Yun-Ping Lee, Shu-Yuan Chen ve Meng-Jung Hsieh (2016), "High Performance Work Systems, Employee Well-Being, and Job Involvement, An Empirical Study", Personnel Review, 45 (2), 296-314.
  • Huselid, Mark A. (1995), “The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance”, Academy of Management Journal, 38 (3), 635-672.
  • Hyde, Paula, Paul Sparrow, Ruth Boaden ve Claire Harris (2013),"High Performance HRM, NHS Employee Perspectives", Journal of Health Organization and Management, 27 (3), 296 – 311.
  • Ichniowski, Caset, Kathryn Shaw ve Giovanna Prennushi (1997), “The Effects of Human Resource Management Practices on Productivity, A Study of Steel Finishing Lines”, The American Economic Review, 87 (3), 291-313.
  • Jiang, Kaifeng, David P. Lepak, Jia Hu ve Judith C. Baer, J.C. (2012), “How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms”, Academy of Management Journal, 55 (6), 1264-1294.
  • Kline Rex, B. (2011), Principles and Practice of Structural Equation Modeling, The Guilford Press, New York.
  • Koçak, Orhan ve Zeynep Büşra Erdoğan (2011), Bankacılık Sektöründe Yeni İnsan Kaynakları Yönetimi Yaklaşımları Hakkında Bir Uygulama, Sosyal Siyaset Konferansları, 60 (1), 259–283.
  • Kooij, Dorient T. A. M., Paul G.W. Jansen, Josje S.E. Dikkers ve Annet H. De Lange (2009), “The İnfluence of Age on The Associations Between HR Practices and Both Affective Commitment and Job Satisfaction, A Meta-Analysis”, Journal of Organizational Behavior, 31(8), 1111-1136.
  • Kundu, Subhash C. ve Neha Gahlawat (2016),"High Performance Work Systems and Employees’ Intention To Leave Exploring The Mediating Role of Employee Outcomes", Management Research Review, 39 (12), 1587 – 1615.
  • Leggat, Sandra G., Timothy Bartram ve Pauline Stanton (2011),"High Performance Work Systems, The Gap Between Policy And Practice in Health Care Reform", Journal of Health Organization and Management, 25 (3), 281 – 297.
  • Lepak, David P., Hui Liao, Yunhyung Chung ve Erika E. Harden (2006), “A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research”, Research in Personnel and Human Resources Management,(25), 217–271.
  • MacDuffie, John Paul (1995), “Human Resource Bundles and Manufacturing Performance, Organizational Logic and Flexible Production Systems in The World Auto Industry”, Industrial and Labor Relations Review, 48 (2), 197-221.
  • Mao, Na, Heyi Song ve Ying Han (2013),"High-Performance Work Systems and Influence Processes on Employees’ Attitudes Perspectives From China ", International Journal of Manpower, 34 (7), 736 -752.
  • Nunnally, Jum C. ve Ira H. Bernstein (1994), Psychometric theory (3rd ed.). New York, NY, McGraw-Hill, Inc.
  • Osterman, Paul (1994), “How Common is Workplace Transformation and Who Adopts it?”, Industrial and Labor Relations Review, 47(2), 173-88.
  • Pichler, Shaun, Arup Varma, Andrew Yu, A., (2014), Gerard Beenen ve Shahin Davoudpour (2014),"High Performance Work Systems, Cultures and Gender Demography ", Employee Relations, 36 (6), 693 – 707.
  • Pil, Fritis K. ve John Paul MacDuffie (1996), “The Adoption of High-Involvement Work Practices”, Industrial Relations, 35 (3), 423-55.
  • Posthuma, Richard A., Michael C. Campion, Malika Masimova ve Michael A. Campion (2013), “A High Performance Work Practices Taxonomy, Integrating the Literature and Directing Future Research”, Journal of Management, 39 (5), 1184-1220.
  • Shih, Hsi-An, Yun-Hwa Chiang ve Chu-Chun Hsu (2006),"Can High Performance Work Systems Really Lead To Better Performance?", International Journal of Manpower, 27 (8), 741 – 763.
  • Sun, Li-Yun, Samuel Aryee ve Kenneth S. Law (2007), “High Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance, A Relational Perspective”, Academy of Management Journal, 50 (3), 558-577.
  • Şimşek, Ömer Faruk (2007), Yapısal Eşitlik Modellemesine Giriş, Ekinos Yayıncılık, Ankara.
  • Türkiye Bankalar Birliği (2017), https,//www.tbb.org.tr/tr/bankacilik/banka-ve-sektor-bilgileri/banka-bilgileri/subeler/65 (03.04.2017).
  • Wasti, Syeda Arzu ve Selin Eser Erdil (2007), “Bireycilik Ve Toplulukçuluk Değerlerinin Ölçülmesi, Benlik Kurgusu ve INDCOL Ölçeklerinin Türkçe Geçerlemesi”, Yönetim Araştırmaları Dergisi, 7, 39-66.
  • Wood, Stephen ve Lillian de Menezes (1998), “High commitment management in the UK, Evidence from the WIRS and EMSPS”, Human Relations, 51, 485–515.
  • Wu, Pei-Chuan ve Sankalp Chaturvedi (2009), “The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes, A Multilevel Perspective”, Journal of Management, 35 (5), 1228-1247.
  • Zacharatos, Anthea, Julian Barling ve Roderick D. Iverson (2005), “High-Performance Work Systems and Occupational Safety”, Journal of Applied Psycholog, 90 (1), 77–93

YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE'YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ

Yıl 2018, Cilt: 36 Sayı: 3, 141 - 164, 27.09.2018

Hatice Özutku

https://doi.org/10.17065/huniibf.335153
Cited By: 3

Öz



Bu çalışmanın amacı, Posthuma vd., (2013) tarafından
geliştirilen Yüksek Performanslı Çalışma Uygulamaları (YPÇU) ölçeğinin
Türkçe'ye Uyarlaması, Geçerlik ve Güvenirlik Çalışmasının yapılması ve
Bankacılık sektöründe yüksek performansa yol açan temel İKY uygulamalarının
belirlenmesidir. Çalışmanın örneklemini 12 farklı bankadan anket formunu
cevaplamayı kabul eden 221 banka çalışanı oluşturmaktadır. Araştırmada veri
toplama tekniği olarak anket formu kullanılmıştır.  Araştırma kapsamında toplanan veriler SPSS ve
LlSREL programları kullanılarak çözümlenmiştir. Doğrulayıcı
faktör analizi sonuçlarına göre, elde edilen veriler sekiz boyuttan oluşan YPÇU
modelini desteklemektedir. Çalışanlarla İlişkiler, Performans Yönetimi ve
Ölçümü, İnsan Kaynağını Bulma ve Seçme, Terfi, Yetiştirme ve Geliştirme,  İletişim grubundaki insan kaynakları
uygulamalarının YPÇU ile yüksek düzeyde ilişkili olduğu, İş ve Görev Tasarımı,
Ücretlendirme ve Ek Yararlar gruplarında yer alan uygulamaların ise YPÇU ile
ilişkisinin nispeten daha düşük olduğu saptanmıştır. Ayrıca Posthuma vd.,
(2013)’nin çalışmasında yer alan,  farklı
ülkelerde ve farklı kültürlerde uygulanan temel (evrensel) İK uygulamalarının
Türk bankacılık sektörü örnekleminde “merkezi olmayan katılımcı karar verme”
hariç yaygın biçimde uygulandığı ortaya çıkmıştır.



Anahtar Kelimeler

Yüksek Performanslı Çalışma Sistemleri

Kaynakça

  • Acaray, Ali ve Neslihan Şevik (2016), “Kültürel Boyutların Örgütsel Sessizliğe Etkisi Üzerine Bir Araştırma”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 34 (3), 1-18.
  • Appelbaum, Eileen, Thomas Bailey, Peter Berg ve Arne L. Kalleberg (2000), Manufacturing Advantage, Why High Performance Work System Pay Off, Cornell University Press, Ithaca, NY.
  • Aycan, Zeynep, Rabindra Kanungo, Manuel Mendonca, Kaicheng Yu, Jürgen Deller, Günter Stahl ve Anwar Khursid (2000), ``Impact of Culture on Human Resource Management Practices, A Ten-Country Comparison'', Applied Psychology, An International Review, 49 (1), 192-220.
  • Becker, B.E. and Huselid, M.A. (1998), “High Performance Work System And Firm Performance”, Personnel and Human Resources Management, 16, 53-101.
  • Becker, Brian ve Barry Gerhart (1996), “The Impact of Human Resource Management on Organizational Performance, Progress and Prospects”, Academy of Management Journal, 39 (4), 779-801.
  • Blau, Paul (1964), Exchange and Power in Social Life, New York, Jossey-Bass.
  • Boselie, Paul, Graham Dietz ve Corine Boon (2005), “Commonalities and Contradictions in HRM and Performance Research”, Human Resource Management Journal, 15 (3), 67-94.
  • Boxall, Peter ve John Purcell (2000), Strategic Human Resource Management, Where Have We Come From and Where Should We Be Going?, International Journal of Management Reviews, 2 (2), 183-203.
  • Brislin, Richard W. (1980), “Translation and Content Analysis of Oral and Written Material”, in Triandis, H.C. and Berry. J.W. (Eds), Handbook of Cross-Cultural Psychology, Vol. 1, Allyn and Bacon, Boston, MA, pp. 389-444.
  • Cohen, Jacob (1988), Statistical Power Analysis for The Behavioral Sciences (2nd ed.).Hillsdale, NJ, Lawrence Earlbaum Associates.
  • Büyüköztürk, Şener, Ebru Kılıç Çakmak, Özcan Erkan Akgün, Şirin Karadeniz, Funda Demirel (2012), Bilimsel Araştırma Yöntemleri, Pegem AkademiYayıncılık, Connelly, Brian, Trevis S. Certo, Duane R. Ireland ve Christoper R. Reutzel (2011), “Signaling Theory, A Review and Assessment”, Journal of Management, 37 (1), 39-67.
  • Cropanzano, Russel ve Marie S. Mitchell (2005), “Social Exchange Theory, An Interdisciplinary Review”, Journal of Management, 31 (6), 874-900.
  • Çerezci, Esra Tuğçe (2010), Yapısal Eşitlik Modelleri ve Kullanılan Uyum İyiliği İndekslerinin Karşılaştırılması, Doktora Tezi, Gazi Üniversitesi Fen Bilimleri Enstitüsü, Ankara.
  • Delaney, John T. ve Mark A. Huselid (1996), “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39 (4), 949-69.
  • Delaney, John T., David Lewin ve Casey Ichniowski (1989), Human Resource Policies And Practices in American Firms. Washington. DC, U.S. Government Printing Office.
  • Delery, John E. (1998), “Issues of Fit in Strategic Human Resource Management, Implications for Research”, Human Resource Management Review, 8(3), 289-309
  • Delery, John E. ve Harold D. Doty, D.H. (1996), “Modes of Theorizing Strategic Human Management, Tests Universalistic, Contingency, Performance Predictions”, Academy of Management Journal, 39 (4), 802-835.
  • Douglas, Susan P. ve Samuel C. Craig (2007), “Collaborative and Iterative Translation, An Alternative Approach to Back Translation”, Journal of International Marketing, 15 (1), 30-43.
  • Fabi, Bruno, Richard Lacoursière ve Louis Raymond (2015)," Impact of High-Performance Work Systems on Job Satisfaction, Organizational Commitment, and Intention to Quit in Canadian Organizations ", International Journal of Manpower, 36 (5), 772 – 790.
  • Fiş, Ahmet M. ve S. Arzu Wasti (2009), “Örgüt Kültürü ve Girişimcilik Yönelimi İlişkisi”, ODTU Gelişme Dergisi, 35, 127-164. García-Chas, Romina, Edelmira Neira-Fontela ve Concepción Varela-Neira (2016)," High-Performance Work Systems and Job Satisfaction, A Multilevel Model", Journal of Managerial Psychology, 31(2), 451 – 466.
  • Garg, Naval ve Bijender K. Punia (2017)," Developing high performance work system for Indian insurance industry ", International Journal of Productivity and Performance Management, 66 (3), 320 – 337.
  • Guthrie, James P. (2001), “High-Involvement Work Practices, Turnover, and Productivity, Evidence From New Zealand”, Academy of Management Journal, 44 (1), 180-190.
  • Gürbüz, Sait (2006), “Örgütsel Vatandaşlık Davranışı İle Duygusal Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma”, Ekonomik Ve Sosyal Araştırmalar Dergisi, 3 (2), 48-75.
  • Hofstede, Geert (1980), Culture's Consequences, International Differences in Work-Related Values. Beverly Hills CA, Sage Publications.
  • Huang Liang-Chih, David Ahlstrom, Amber Yun-Ping Lee, Shu-Yuan Chen ve Meng-Jung Hsieh (2016), "High Performance Work Systems, Employee Well-Being, and Job Involvement, An Empirical Study", Personnel Review, 45 (2), 296-314.
  • Huselid, Mark A. (1995), “The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance”, Academy of Management Journal, 38 (3), 635-672.
  • Hyde, Paula, Paul Sparrow, Ruth Boaden ve Claire Harris (2013),"High Performance HRM, NHS Employee Perspectives", Journal of Health Organization and Management, 27 (3), 296 – 311.
  • Ichniowski, Caset, Kathryn Shaw ve Giovanna Prennushi (1997), “The Effects of Human Resource Management Practices on Productivity, A Study of Steel Finishing Lines”, The American Economic Review, 87 (3), 291-313.
  • Jiang, Kaifeng, David P. Lepak, Jia Hu ve Judith C. Baer, J.C. (2012), “How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms”, Academy of Management Journal, 55 (6), 1264-1294.
  • Kline Rex, B. (2011), Principles and Practice of Structural Equation Modeling, The Guilford Press, New York.
  • Koçak, Orhan ve Zeynep Büşra Erdoğan (2011), Bankacılık Sektöründe Yeni İnsan Kaynakları Yönetimi Yaklaşımları Hakkında Bir Uygulama, Sosyal Siyaset Konferansları, 60 (1), 259–283.
  • Kooij, Dorient T. A. M., Paul G.W. Jansen, Josje S.E. Dikkers ve Annet H. De Lange (2009), “The İnfluence of Age on The Associations Between HR Practices and Both Affective Commitment and Job Satisfaction, A Meta-Analysis”, Journal of Organizational Behavior, 31(8), 1111-1136.
  • Kundu, Subhash C. ve Neha Gahlawat (2016),"High Performance Work Systems and Employees’ Intention To Leave Exploring The Mediating Role of Employee Outcomes", Management Research Review, 39 (12), 1587 – 1615.
  • Leggat, Sandra G., Timothy Bartram ve Pauline Stanton (2011),"High Performance Work Systems, The Gap Between Policy And Practice in Health Care Reform", Journal of Health Organization and Management, 25 (3), 281 – 297.
  • Lepak, David P., Hui Liao, Yunhyung Chung ve Erika E. Harden (2006), “A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research”, Research in Personnel and Human Resources Management,(25), 217–271.
  • MacDuffie, John Paul (1995), “Human Resource Bundles and Manufacturing Performance, Organizational Logic and Flexible Production Systems in The World Auto Industry”, Industrial and Labor Relations Review, 48 (2), 197-221.
  • Mao, Na, Heyi Song ve Ying Han (2013),"High-Performance Work Systems and Influence Processes on Employees’ Attitudes Perspectives From China ", International Journal of Manpower, 34 (7), 736 -752.
  • Nunnally, Jum C. ve Ira H. Bernstein (1994), Psychometric theory (3rd ed.). New York, NY, McGraw-Hill, Inc.
  • Osterman, Paul (1994), “How Common is Workplace Transformation and Who Adopts it?”, Industrial and Labor Relations Review, 47(2), 173-88.
  • Pichler, Shaun, Arup Varma, Andrew Yu, A., (2014), Gerard Beenen ve Shahin Davoudpour (2014),"High Performance Work Systems, Cultures and Gender Demography ", Employee Relations, 36 (6), 693 – 707.
  • Pil, Fritis K. ve John Paul MacDuffie (1996), “The Adoption of High-Involvement Work Practices”, Industrial Relations, 35 (3), 423-55.
  • Posthuma, Richard A., Michael C. Campion, Malika Masimova ve Michael A. Campion (2013), “A High Performance Work Practices Taxonomy, Integrating the Literature and Directing Future Research”, Journal of Management, 39 (5), 1184-1220.
  • Shih, Hsi-An, Yun-Hwa Chiang ve Chu-Chun Hsu (2006),"Can High Performance Work Systems Really Lead To Better Performance?", International Journal of Manpower, 27 (8), 741 – 763.
  • Sun, Li-Yun, Samuel Aryee ve Kenneth S. Law (2007), “High Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance, A Relational Perspective”, Academy of Management Journal, 50 (3), 558-577.
  • Şimşek, Ömer Faruk (2007), Yapısal Eşitlik Modellemesine Giriş, Ekinos Yayıncılık, Ankara.
  • Türkiye Bankalar Birliği (2017), https,//www.tbb.org.tr/tr/bankacilik/banka-ve-sektor-bilgileri/banka-bilgileri/subeler/65 (03.04.2017).
  • Wasti, Syeda Arzu ve Selin Eser Erdil (2007), “Bireycilik Ve Toplulukçuluk Değerlerinin Ölçülmesi, Benlik Kurgusu ve INDCOL Ölçeklerinin Türkçe Geçerlemesi”, Yönetim Araştırmaları Dergisi, 7, 39-66.
  • Wood, Stephen ve Lillian de Menezes (1998), “High commitment management in the UK, Evidence from the WIRS and EMSPS”, Human Relations, 51, 485–515.
  • Wu, Pei-Chuan ve Sankalp Chaturvedi (2009), “The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes, A Multilevel Perspective”, Journal of Management, 35 (5), 1228-1247.
  • Zacharatos, Anthea, Julian Barling ve Roderick D. Iverson (2005), “High-Performance Work Systems and Occupational Safety”, Journal of Applied Psycholog, 90 (1), 77–93
Toplam 50 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi
Yazarlar

Hatice Özutku

Yayımlanma Tarihi 27 Eylül 2018
Gönderilme Tarihi 17 Ağustos 2017
Yayımlandığı Sayı Yıl 2018 Cilt: 36 Sayı: 3

Kaynak Göster

APA Özutku, H. (2018). YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 36(3), 141-164. https://doi.org/10.17065/huniibf.335153
AMA Özutku H. YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Eylül 2018;36(3):141-164. doi:10.17065/huniibf.335153
Chicago Özutku, Hatice. “YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 36, sy. 3 (Eylül 2018): 141-64. https://doi.org/10.17065/huniibf.335153.
EndNote Özutku H (01 Eylül 2018) YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 36 3 141–164.
IEEE H. Özutku, “YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ”, Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, c. 36, sy. 3, ss. 141–164, 2018, doi: 10.17065/huniibf.335153.
ISNAD Özutku, Hatice. “YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ”. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 36/3 (Eylül 2018), 141-164. https://doi.org/10.17065/huniibf.335153.
JAMA Özutku H. YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2018;36:141–164.
MLA Özutku, Hatice. “YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ”. Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 36, sy. 3, 2018, ss. 141-64, doi:10.17065/huniibf.335153.
Vancouver Özutku H. YÜKSEK PERFORMANSLI ÇALIŞMA UYGULAMALARI ÖLÇEĞİNİN TÜRKÇE’YE UYARLAMASI, GEÇERLİK VE GÜVENİRLİK ANALİZİ. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2018;36(3):141-64.

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