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THE MEDIATING ROLE OF ORGANIZATION-BASED SELF-ESTEEM ON THE RELATIONSHIP OF PERCEIVED HUMAN RESOURCE MANAGEMENT SYSTEM STRENGTH AND EMPLOYEE REACTIONS TOWARD CHANGE: A RESEARCH IN THE BANKING SECTOR

Yıl 2023, Cilt: 3 Sayı: 2, 66 - 91, 30.12.2023

Hüseyin Yılmaz Elvan Hayat İbrahim Kaynar

Öz

This research aims to uncover the effects of banking sector personnel's perceptions regarding the strength of human resources management practices on their organizational-based self-esteem and their responses to changes. The study was conducted with the participation of 182 employees working in various banks operating within Aydın Province, utilizing a survey technique. The responses provided by the survey participants were evaluated using SPSS software, and the results were analyzed. As a result of the research, it was found that the relationship between the perceived strength of the human resource management system, organizational-based self-esteem, and employees' responses to change, which are the operational variables of the research, had positive and significant effects at various levels. According to the findings, the perceived HRM system strength had a statistically significant effect on employees' reactions to change in the partial intermediary variability of the organization-based self-esteem. In this study, which was conducted for white-collar employees working in banks, it was understood that employees' perceptions of human resource system strength had positive effects on their organizational-based self-esteem and their reactions to change. Human resources activities that are aligned with the organization's goals, transparent, and implemented with consensus at the organizational level have a positive influence on employees' competence, value, and cooperative behavior. These results contribute to reinforcing positive attitudes among employees when organizational changes are implemented. In this context, it is believed that this research will fill an important gap in the field.

Anahtar Kelimeler

Human Resources Management Organization-Based Self-Esteem Reactions toward Change Survey

Etik Beyan

The method used in the study does not require ethics committee approval.

Kaynakça

  • Aldamoe, F. M., Yazam, M. and Ahmid, K. B. (2012). The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. International Journal of Human Resource Studies, 2(1), 75-88. https://doi.org/10.5296/ijhrs.v2i1.1252.
  • Appelbaum, E., Bailey, T., Berg, P. and Kalleberg, A. L. (2000). Manufacturing advantage: Why high performance work systems pay off. Ithaca, NY: Cornell Univ. Press.
  • Armenakis, A. A., and Bedeian, A. G. (1992). The role of metaphors in organizational change: Change agent and change target perspectives. Group & Organization Management, 17(3), 242–248. doi:10.1177/1059601192173003.
  • Baron, R. M. and Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173.
  • BDDK (2018). Aralık 2017 Türk Bankacılık Sektörü Temel Göstergeleri. Retrieved from: 18.05.2021, https:// www.bddk.org.tr/ _temel_ gostergeler_raporu_aralik_2017.pdf.
  • Benedict, A. (2007). 2007 Change management: Survey report. Alexandria, VA: Society for Human Resource Management (SHRM), 7.
  • Boselie, P., Dietz, G. and Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15, 67-94. https://doi.org/10.1111/j.1748-8583.2005.tb00154.x.
  • Bowen, D. and Ostroff, C. (2004). Understanding HRM-Firm performance linkages: The role of the "Strength" of the HRM system. Academy of Management Review, (29), 203-221. https://doi.org/10.5465/amr.2004.12736076.
  • Bowling, N. A., Eschelman, K. J., Wang, Q., Kirkendall, C. and Alarcon, G. (2010). A meta-analysis of the predictors and consequences of organization based self-esteem. Journal of Occupational and Organizational Psychology, 3, 601-626. https://doi.org/10.1348/096317909X454382.
  • Brockner, J. and Guare, J. (1983). Improving the performance of low self-esteem individuals: An attributional approach. The Academy of Management Journal, 26(4), 642-656. https://doi.org/10.5465/255912.
  • Carson, K. D., Carson, P. P., Lanford, A. and Roe, C. W. (1997). The effects of organization-based self-esteem on workplace outcomes: An examination of emergency medical technicians. Public Personnel Management, 26, 139-155. https://doi.org/10.1177/009102609702600111.
  • Chênevert, D. and Tremblay, M. (2009). Fits in strategic human resource management and methodological challenge: Empirical evidence of influence of empowerment and compensation practices on human resource performance in Canadian firms. The International Journal of Human Resource Management, 20(4), 738-770. https://doi.org/10.1080/09585190902770547.
  • Coelho Pinto, J., Campos Cunha, R., Gomes., Jorge F. S. and Gomes Correia, A. (2015). Strength of the HRM system: The development of a measure. Journal of Industrial Engineering and Management. 8(4), 1069-1086. https://doi.org/10.3926/jiem.1432.
  • Cooper, W. H. and Withey, M. J. (2009). The strong situation hypothesis. Personality and Social Psychology Review, 13, 62-72. https://doi.org/10.1177/1088868308329378.
  • Cunningham, C. E., Woodward, C. A., Shannon, H. S., Macintosh, J., Lendrum, B., Rosenbloom, D. and Brown, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational Psychology, 75(4), 377-392. https://doi.org/10.1348/096317902321119637.
  • Delmotte, J., De Winne, S. and Sels, L. (2012). Toward an assessment of perceived HRM system strength: Scale development and validation. International Journal of Human Resource Management, 23, 1481-1506. https://doi.org/10.1080/09585192.2011.579921.
  • El-Dirani, A., Hussein, M. M. and Hejase, H. J. (2019). The role of human resources in change management: An exploratory study in Lebanon. The Journal of Middle East and North Africa Sciences, 5(6), 1-13. (P-ISSN 2412- 9763) - (e-ISSN 2412-8937). www.jomenas.org.
  • Epstein, S. (1979). The stability of behavior: I. on predicting most of the people much of the time. Journal of Personality and Social Psychology, (37), 1097-1126. https://psycnet.apa.org/doi/10.1037/0022-3514.37.7.1097.
  • Erden, N. S. (2011). Mediating effects of organization based self esteem on the relationship between organizational justice and organizational commitment. (Yayımlanmamış Yüksek Lisans Tezi). İstanbul: Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Eyassu, G. (2015). Employees’ reaction to organizational change: The case of Ethiopian revenue and customs authority. (Thesis submitted to the School of Graduate Studies of Addis Ababa University in partial fulfillment of the requirements for the Degree of Masters of Business Administration). Addis Ababa: The School of Graduate Studies of Addis Ababa University, Ethiopia.
  • Farndale, E. and Sanders, K. (2016). Conceptualizing HRM system strength through a cross-cultural lens. The International Journal of Human Resource Management. 28(1), 1-17. https://doi.org/10.1080/09585192.2016.1239124.
  • Fedor, D. B., Caldwell, S. and Harold, D. M. (2006). The Effects of organizational changes on employee commitment: A multilevel ınvestigation. Personnel Psychology, 59, 1-29. https://doi.org/10.1111/j.1744-6570.2006.00852.x.
  • Gardner, D. G. and Pierce, J. L. (1998). Self-esteem and self-efficacy within the organizational context: An empirical examination. Group and Organizational Management, 23, 48-70. https://doi.org/10.1177/1059601198231004.
  • Gardner, D. G., Van Dyne, L. and Pierce, J. L. (2004). The effect of pay level on organization-based self-esteem and performance: A field study. Journal of Occupational and Organizational Psychology, 77, 307-322. https://doi.org/10.1348/0963179041752646.
  • Gilmore, T. N., Shea, G. P. and Useem, M. (1997). Side effects of corporate cultural transformations. The Journal of Applied Behavioral Science, 33(2), 174-189. https://doi.org/10.1177/0021886397332007. Gürbüz, S. and Şahin, F. (2015). Sosyal Bilimlerde Araştırma Yöntemleri: Felsefe-Yöntem-Analiz. (2. Baskı). Ankara: Seçkin Yayıncılık.
  • Herscovitch, L. and Meyer, J. P. (2002). Commitment to organizational change: Extension of A three-component model. Journal of Applied Psychology, 87, 474-487. https://psycnet.apa.org/doi/10.1037/0021-9010.87.3.474.
  • Hollenbeck, J. R. and Brief, A. P. (1987). The effects of individual differences and goal origin on the goal setting process. Organizational Behaviour and Human Decision Processess, 40, 392-414. https://doi.org/10.1016/0749-5978(87)90023-9.
  • Işık, N. (2017). Banka kredisi, inovasyon, ekonomik büyüme ilişkilerinin analizi: G-20 örneği. Bankacılık ve Sermaye Piyasası Araştırmaları Dergisi, 1(2), 53-66. https://dergipark.org.tr/en/pub/bspad/issue/29048/337920.
  • İşcan, A. (2003). Banka kredilerindeki daralmanın ekonomik etkileri ve krizlerdeki gelişimi. (TCMB Uzmanlık Tezi). Retrieved from: 20.03.2021. http://www3.tcmb.gov.tr/ kutuphane.
  • Jexjex, S. M. and Elacqua, T. C. (1999). Self-esteem as a moderator: A comparison of global and organization-based measures. Journal of Occupational and Organizational Psychology, 72(1), 71-81. https://doi.org/10.1348/096317999166509.
  • Judge, T. A. and Church, A. H. (2000). Job satisfaction: Research and practice. Cooper, C. L. and Locke, E. A. L. (Ed.). Industrial and organizational psychology: Linking theory with practice in (pp. 166-198). Oxford, UK: Blackwell.
  • Judge, T. A., Thoresen, C. J., Pucik, V. and Welbourne, T. M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of Applied Psychology, 84, 107-122. https://psycnet.apa.org/doi/10.1037/0021-9010.84.1.107.
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  • Lockwood, N. (2007). An HR perspective: Change management. Retrieved from: 20.04.2021, https://www.shrm.org/hr-today/trends-andforecasting/research-andsurveys.
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THE MEDIATING ROLE OF ORGANIZATION-BASED SELF-ESTEEM ON THE RELATIONSHIP OF PERCEIVED HUMAN RESOURCE MANAGEMENT SYSTEM STRENGTH AND EMPLOYEE REACTIONS TOWARD CHANGE: A RESEARCH IN THE BANKING SECTOR

Yıl 2023, Cilt: 3 Sayı: 2, 66 - 91, 30.12.2023

Hüseyin Yılmaz Elvan Hayat İbrahim Kaynar

Öz

This research aims to uncover the effects of banking sector personnel's perceptions regarding the strength of human resources management practices on their organizational-based self-esteem and their responses to changes. The study was conducted with the participation of 182 employees working in various banks operating within Aydın Province, utilizing a survey technique. The responses provided by the survey participants were evaluated using SPSS software, and the results were analyzed. As a result of the research, it was found that the relationship between the perceived strength of the human resource management system, organizational-based self-esteem, and employees' responses to change, which are the operational variables of the research, had positive and significant effects at various levels. According to the findings, the perceived HRM system strength had a statistically significant effect on employees' reactions to change in the partial intermediary variability of the organization-based self-esteem. In this study, which was conducted for white-collar employees working in banks, it was understood that employees' perceptions of human resource system strength had positive effects on their organizational-based self-esteem and their reactions to change. Human resources activities that are aligned with the organization's goals, transparent, and implemented with consensus at the organizational level have a positive influence on employees' competence, value, and cooperative behavior. These results contribute to reinforcing positive attitudes among employees when organizational changes are implemented. In this context, it is believed that this research will fill an important gap in the field.

Anahtar Kelimeler

Human Resources Management Organization-Based Self-Esteem Reactions toward Change Survey

Etik Beyan

The method used in the study does not require ethics committee approval.

Kaynakça

  • Aldamoe, F. M., Yazam, M. and Ahmid, K. B. (2012). The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. International Journal of Human Resource Studies, 2(1), 75-88. https://doi.org/10.5296/ijhrs.v2i1.1252.
  • Appelbaum, E., Bailey, T., Berg, P. and Kalleberg, A. L. (2000). Manufacturing advantage: Why high performance work systems pay off. Ithaca, NY: Cornell Univ. Press.
  • Armenakis, A. A., and Bedeian, A. G. (1992). The role of metaphors in organizational change: Change agent and change target perspectives. Group & Organization Management, 17(3), 242–248. doi:10.1177/1059601192173003.
  • Baron, R. M. and Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173.
  • BDDK (2018). Aralık 2017 Türk Bankacılık Sektörü Temel Göstergeleri. Retrieved from: 18.05.2021, https:// www.bddk.org.tr/ _temel_ gostergeler_raporu_aralik_2017.pdf.
  • Benedict, A. (2007). 2007 Change management: Survey report. Alexandria, VA: Society for Human Resource Management (SHRM), 7.
  • Boselie, P., Dietz, G. and Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15, 67-94. https://doi.org/10.1111/j.1748-8583.2005.tb00154.x.
  • Bowen, D. and Ostroff, C. (2004). Understanding HRM-Firm performance linkages: The role of the "Strength" of the HRM system. Academy of Management Review, (29), 203-221. https://doi.org/10.5465/amr.2004.12736076.
  • Bowling, N. A., Eschelman, K. J., Wang, Q., Kirkendall, C. and Alarcon, G. (2010). A meta-analysis of the predictors and consequences of organization based self-esteem. Journal of Occupational and Organizational Psychology, 3, 601-626. https://doi.org/10.1348/096317909X454382.
  • Brockner, J. and Guare, J. (1983). Improving the performance of low self-esteem individuals: An attributional approach. The Academy of Management Journal, 26(4), 642-656. https://doi.org/10.5465/255912.
  • Carson, K. D., Carson, P. P., Lanford, A. and Roe, C. W. (1997). The effects of organization-based self-esteem on workplace outcomes: An examination of emergency medical technicians. Public Personnel Management, 26, 139-155. https://doi.org/10.1177/009102609702600111.
  • Chênevert, D. and Tremblay, M. (2009). Fits in strategic human resource management and methodological challenge: Empirical evidence of influence of empowerment and compensation practices on human resource performance in Canadian firms. The International Journal of Human Resource Management, 20(4), 738-770. https://doi.org/10.1080/09585190902770547.
  • Coelho Pinto, J., Campos Cunha, R., Gomes., Jorge F. S. and Gomes Correia, A. (2015). Strength of the HRM system: The development of a measure. Journal of Industrial Engineering and Management. 8(4), 1069-1086. https://doi.org/10.3926/jiem.1432.
  • Cooper, W. H. and Withey, M. J. (2009). The strong situation hypothesis. Personality and Social Psychology Review, 13, 62-72. https://doi.org/10.1177/1088868308329378.
  • Cunningham, C. E., Woodward, C. A., Shannon, H. S., Macintosh, J., Lendrum, B., Rosenbloom, D. and Brown, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational Psychology, 75(4), 377-392. https://doi.org/10.1348/096317902321119637.
  • Delmotte, J., De Winne, S. and Sels, L. (2012). Toward an assessment of perceived HRM system strength: Scale development and validation. International Journal of Human Resource Management, 23, 1481-1506. https://doi.org/10.1080/09585192.2011.579921.
  • El-Dirani, A., Hussein, M. M. and Hejase, H. J. (2019). The role of human resources in change management: An exploratory study in Lebanon. The Journal of Middle East and North Africa Sciences, 5(6), 1-13. (P-ISSN 2412- 9763) - (e-ISSN 2412-8937). www.jomenas.org.
  • Epstein, S. (1979). The stability of behavior: I. on predicting most of the people much of the time. Journal of Personality and Social Psychology, (37), 1097-1126. https://psycnet.apa.org/doi/10.1037/0022-3514.37.7.1097.
  • Erden, N. S. (2011). Mediating effects of organization based self esteem on the relationship between organizational justice and organizational commitment. (Yayımlanmamış Yüksek Lisans Tezi). İstanbul: Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Eyassu, G. (2015). Employees’ reaction to organizational change: The case of Ethiopian revenue and customs authority. (Thesis submitted to the School of Graduate Studies of Addis Ababa University in partial fulfillment of the requirements for the Degree of Masters of Business Administration). Addis Ababa: The School of Graduate Studies of Addis Ababa University, Ethiopia.
  • Farndale, E. and Sanders, K. (2016). Conceptualizing HRM system strength through a cross-cultural lens. The International Journal of Human Resource Management. 28(1), 1-17. https://doi.org/10.1080/09585192.2016.1239124.
  • Fedor, D. B., Caldwell, S. and Harold, D. M. (2006). The Effects of organizational changes on employee commitment: A multilevel ınvestigation. Personnel Psychology, 59, 1-29. https://doi.org/10.1111/j.1744-6570.2006.00852.x.
  • Gardner, D. G. and Pierce, J. L. (1998). Self-esteem and self-efficacy within the organizational context: An empirical examination. Group and Organizational Management, 23, 48-70. https://doi.org/10.1177/1059601198231004.
  • Gardner, D. G., Van Dyne, L. and Pierce, J. L. (2004). The effect of pay level on organization-based self-esteem and performance: A field study. Journal of Occupational and Organizational Psychology, 77, 307-322. https://doi.org/10.1348/0963179041752646.
  • Gilmore, T. N., Shea, G. P. and Useem, M. (1997). Side effects of corporate cultural transformations. The Journal of Applied Behavioral Science, 33(2), 174-189. https://doi.org/10.1177/0021886397332007. Gürbüz, S. and Şahin, F. (2015). Sosyal Bilimlerde Araştırma Yöntemleri: Felsefe-Yöntem-Analiz. (2. Baskı). Ankara: Seçkin Yayıncılık.
  • Herscovitch, L. and Meyer, J. P. (2002). Commitment to organizational change: Extension of A three-component model. Journal of Applied Psychology, 87, 474-487. https://psycnet.apa.org/doi/10.1037/0021-9010.87.3.474.
  • Hollenbeck, J. R. and Brief, A. P. (1987). The effects of individual differences and goal origin on the goal setting process. Organizational Behaviour and Human Decision Processess, 40, 392-414. https://doi.org/10.1016/0749-5978(87)90023-9.
  • Işık, N. (2017). Banka kredisi, inovasyon, ekonomik büyüme ilişkilerinin analizi: G-20 örneği. Bankacılık ve Sermaye Piyasası Araştırmaları Dergisi, 1(2), 53-66. https://dergipark.org.tr/en/pub/bspad/issue/29048/337920.
  • İşcan, A. (2003). Banka kredilerindeki daralmanın ekonomik etkileri ve krizlerdeki gelişimi. (TCMB Uzmanlık Tezi). Retrieved from: 20.03.2021. http://www3.tcmb.gov.tr/ kutuphane.
  • Jexjex, S. M. and Elacqua, T. C. (1999). Self-esteem as a moderator: A comparison of global and organization-based measures. Journal of Occupational and Organizational Psychology, 72(1), 71-81. https://doi.org/10.1348/096317999166509.
  • Judge, T. A. and Church, A. H. (2000). Job satisfaction: Research and practice. Cooper, C. L. and Locke, E. A. L. (Ed.). Industrial and organizational psychology: Linking theory with practice in (pp. 166-198). Oxford, UK: Blackwell.
  • Judge, T. A., Thoresen, C. J., Pucik, V. and Welbourne, T. M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of Applied Psychology, 84, 107-122. https://psycnet.apa.org/doi/10.1037/0021-9010.84.1.107.
  • Kalaycı, Ş. (Ed.). (2010). SPSS uygulamalı çok değişkenli istatistik teknikleri. (5. Baskı). Ankara: Asil Yayın Dağıtım.
  • Kanning, U. P. and Hill, A. (2012). Organization-based self-esteem scale-adaptation in an international context. Journal of Business and Media Psychology, 3(1), 13-21. www.journal-bmp.de.
  • Katou, A. A., Budhwar, P. S. and Patel, C. (2014). Content vs. process in the HRM performance relationship: An empirical examination. Human Resource Management, 53, 527-544. https://doi.org/10.1002/hrm.21606.
  • Korman, A. K. (1976). Hypothesis of work behavior revisited and an extension. The Academy of Management Review, 1(1), 50-63. https://doi.org/10.5465/amr.1976.4408762.
  • Lepak, D. P., Liao, H., Chung, Y. and Harden, E. E. (2006). A conceptual review of human resource management systems in strategic human resource management research. Research in Personnel and Human Resource Management, 25, 217-271. https://doi.org/10.1016/S0742-7301(06)25006-0.
  • Li, X., Frenkel, S. J. and Sanders, K. (2011). Strategic HRM as process: How HR system and organizational climate strength influence Chinese employee attitudes. The International Journal Of Human Resource Management, 22, 1825-1842. https://doi.org/10.1080/09585192.2011.573965.
  • Lockwood, N. (2007). An HR perspective: Change management. Retrieved from: 20.04.2021, https://www.shrm.org/hr-today/trends-andforecasting/research-andsurveys.
  • McCusker, K. and Gunaydin, S. (2015). Research using qualitative, quantitative or mixed methods and choice based on the research. Perfusion, 30(7), 537-542. https://doi.org/10.1177/0267659114559116.
  • Novelli, L. J., Kirkman, B. L. and Shapiro, D. L. (1995). Effective implementation of organizational change: An organizational justice perspective. Cooper, C. L. and Rousseau, D. M. (Ed.). Trends in organizational behavior in (pp. 15-36). Chichester, UK: Wiley.
  • Ostroff, C. and Bowen, D. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness. Klein, K. J. and Kozlowski, S. W. J. (Ed.). Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions in (pp. 211-66). San Francisco: Jossey-Bass.
  • Ostroff, C. and Bowen, D. E. (2016). Reflections on the 2014 decade award: Is there strength in the construct of HR system strength. Academy of Management Review, 41, 196-214. https://doi.org/10.5465/amr.2015.0323.
  • Panayotopoulou, L., Vakola, M. and Galanaki, E. (2007). E-HR adoption and the role of HRM: Evidence from Greece. Personnel Review. 36(2), 277-294. https://doi.org/10.1108/00483480710726145.
  • Pierce, J. L. and Gardner, D. G. (2004). Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature. Journal of Management, 30(5), 591-622. https://doi.org/10.1016/j.jm.2003.10.001.
  • Pierce, J. L., Gardner, D. G., Dunham, R. B. and Cummings, L. L. (1993). Moderation by organization-based self-esteem of role condition-employee response relationships. Academy of Management Journal, 36, 271-288. https://doi.org/10.5465/256523.
  • Pierce, J. L., Gardner, D. G., Cummings, L. L. and Dunham, R. B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation, Academy of Management Journal, 32(3), 622-648. https://doi.org/10.5465/256437.
  • Rafferty, A. E. and Griffin. M. A. (2006). Perceptions of organizational change: A stress and coping perspective. Journal of Applied Psychology, 91(5), 1154-1162. https://psycnet.apa.org/doi/10.1037/0021-9010.91.5.1154.
  • Raineri, A. B. (2011). Change management practices: Impact on perceived change results. Journal of Business Research, 64, 266-272. https://doi.org/10.1016/j.jbusres.2009.11.011.
  • Sanders, K., Dorenbosch, L. and De Reuver, R. (2008). The impact of individual and shared employee perceptions of HRM on affective commitment: Considering climate strength. Personnel Review, 37(4), 412-425. https://doi.org/10.1108/00483480810877589.
  • Sanders, K., Shipton, H. and Gomes, J. F. S. (2014). Guest editors’ introduction: Is the HRM process important? Past, current, and future challenges. Human Resources Management, 53(4), 489-503. https://doi.org/10.1002/hrm.21644.
  • Sanders, K., Yang, H., and Li, X. (2021). Quality enhancement or cost reduction? The influence of high-performance work systems and power distance orientation on employee human resource attributions. The International Journal of Human Resource Management, 32(21), 4463–4490.
  • Saunders, M., Lewis, P. and Thornhill, A. (2009). Research methods for business students. New York: Pearson.
  • Schweiger, D. and DeNisi, A. (1991). Communication with employees following a merger: A longitudinal field experiment. Academy of Management Journal, 34(1), 110-135. https://doi.org/10.2307/256304.
  • Simpson, C. and Boyle, D. (1975). Esteem construct generality and academic performance. Educational and Psyhological Measurement, 35(4), 897-904. https://doi.org/10.1177/001316447503500416.
  • Sogh, S. and Zarei, R. (2016). The relationship between organizational self-esteem and career self-efficacy with job adjustment among the Boer Ahmed township’s educational employee. International Journal of Humanities and Cultural Studies, 2(3), 1774-1791.
  • Song, I. S. and Hattie, J. (1985). Relationships between self-concept and achievement, Journal of Research in Personality, 19(4), 365-372. https://doi.org/10.1016/0092-6566(85)90005-4.
  • Taylor-Bianco, A. and Schermerhorn, J. (2006). Self-regulation, strategic leadership and paradox in organizational change. Journal of Organizational Change Management, 19(4), 457-470. https://doi.org/10.1108/09534810610676662.
  • Tharenou, P. (1979). Employee self-esteem: A review of the literature. Journal of Vocational Behavior, 15(3), 316-346. https://doi.org/10.1016/0001-8791(79)90028-9.
  • Turgut, A. and Ertay, H. İ. (2016). Bankacılık sektörünün ekonomik büyüme üzerindeki etkisi: Türkiye üzerine nedensellik analizi. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 8(4), 114-128.
  • Vithessonthi, S., Chaiporn, V. and Markus, S. (2008). Job motivation and self-confidence for learning and development as predictors of support for change. Journal of organizational Transformation and Social Change, 5(2), 141-157. https:// doi.org/10.1386/jots.5.2.141/1.
  • Wanberg, C. R. and Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85, 132-142. https://psycnet.apa.org/doi/10.1037/0021-9010.85.1.132.
Toplam 62 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Araştırma Makaleleri
Yazarlar

Hüseyin Yılmaz 0000-0002-3359-7670

Elvan Hayat 0000-0001-8200-8046

İbrahim Kaynar 0000-0002-5748-1058

Yayımlanma Tarihi 30 Aralık 2023
Gönderilme Tarihi 12 Ekim 2023
Kabul Tarihi 13 Kasım 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 3 Sayı: 2

Kaynak Göster

APA Yılmaz, H., Hayat, E., & Kaynar, İ. (2023). THE MEDIATING ROLE OF ORGANIZATION-BASED SELF-ESTEEM ON THE RELATIONSHIP OF PERCEIVED HUMAN RESOURCE MANAGEMENT SYSTEM STRENGTH AND EMPLOYEE REACTIONS TOWARD CHANGE: A RESEARCH IN THE BANKING SECTOR. Uşak Üniversitesi Uygulamalı Bilimler Fakültesi Dergisi, 3(2), 66-91.
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