The Moderating Effect of Perceived Organizational Support on The Relationship Between Human Resources Practices and Innovative Workplace Behaviors

Rumeysa Aral; Bora Yıldız

Makale detayları

The Moderating Effect of Perceived Organizational Support on The Relationship Between Human Resources Practices and Innovative Workplace Behaviors

Yazarlar:

Rumeysa Aral | Bora Yıldız

Yayıncı:

Sakarya University

Ana Başlıklar:

İşletme

Dergi:

Sakarya Üniversitesi İşletme Enstitüsü Dergisi Vol.7 Issue 1, pp.70-98

Belge Tipi:

Makale

Yayın Tarihi:

6/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001350878

pISSN:

2717-767X

Anahtar kelimeler:

Özet:

 In this study, the impact of human resource practices on the innovative workplace behaviors and the moderating effect of organizational support perception on the relationship are discussed. The research model and related hypotheses were developed using organizational support and social exchange theories. The sample consists of 443 white-collar employees working in public or private sector enterprises. The data were collected by convenience sampling method. According to the research findings, the effect of rewardingperformance appraisal and organizational communication management dimensions of human resources practices on innovative workplace behaviors is statistically significant and positive. When the moderating effect of organizational support perception on the effect of rewardingperformance appraisal, organizational communication management, and career management dimensions on innovative workplace behaviors was analyzed, it was found that the moderating effect of organizational support perception on the relationship between organizational communication management and innovative workplace behaviors was statistically significant and positive. Accordingly, the relationship between organizational communication and innovative workplace behaviors is stronger in employees with high organizational support perception. As a result of the research, implications and suggestions for managers and future researchers, as well as the limitations of the research, are presented.

 In this study, the impact of human resource practices on the innovative workplace behaviors and the moderating effect of organizational support perception on the relationship are discussed. The research model and related hypotheses were developed using organizational support and social exchange theories. The sample consists of 443 white-collar employees working in public or private sector enterprises. The data were collected by convenience sampling method. According to the research findings, the effect of rewardingperformance appraisal and organizational communication management dimensions of human resources practices on innovative workplace behaviors is statistically significant and positive. When the moderating effect of organizational support perception on the effect of rewardingperformance appraisal, organizational communication management, and career management dimensions on innovative workplace behaviors was analyzed, it was found that the moderating effect of organizational support perception on the relationship between organizational communication management and innovative workplace behaviors was statistically significant and positive. Accordingly, the relationship between organizational communication and innovative workplace behaviors is stronger in employees with high organizational support perception. As a result of the research, implications and suggestions for managers and future researchers, as well as the limitations of the research, are presented.

 In this study, the impact of human resource practices on the innovative workplace behaviors and the moderating effect of organizational support perception on the relationship are discussed. The research model and related hypotheses were developed using organizational support and social exchange theories. The sample consists of 443 white-collar employees working in public or private sector enterprises. The data were collected by convenience sampling method. According to the research findings, the effect of rewardingperformance appraisal and organizational communication management dimensions of human resources practices on innovative workplace behaviors is statistically significant and positive. When the moderating effect of organizational support perception on the effect of rewardingperformance appraisal, organizational communication management, and career management dimensions on innovative workplace behaviors was analyzed, it was found that the moderating effect of organizational support perception on the relationship between organizational communication management and innovative workplace behaviors was statistically significant and positive. Accordingly, the relationship between organizational communication and innovative workplace behaviors is stronger in employees with high organizational support perception. As a result of the research, implications and suggestions for managers and future researchers, as well as the limitations of the research, are presented.

 Bu araştırmada, insan kaynakları uygulamalarının inovatif işyeri davranışları üzerindeki etkisi ve örgütsel destek algısının bahsedilen ilişki üzerindeki düzenleyici etkisi ele alınmıştır. Araştırmanın modeli ve ilgili hipotezler; örgütsel destek ve sosyal mübadele kuramlarından yararlanılarak geliştirilmiştir. Örneklem kamu veya özel sektörde yer alan işletmelerde çalışan 443 tane beyaz yakalı işgörenden oluşmaktadır. Veriler kolayda örnekleme yöntemiyle toplanmıştır. Araştırma bulgularına göre insan kaynakları uygulamaların ödüllendirmeperformans değerlendirme ve örgütsel iletişim yönetimi boyutlarının inovatif işyeri davranışları üzerinde olan etkisi istatistiksel olarak anlamlı ve pozitiftir. Ödüllendirmeperformans değerlendirme, örgütsel iletişim yönetimi ve kariyer yönetimi boyutlarının inovatif işyeri davranışları üzerinde olan etkisinde örgütsel destek algısının düzenleyici etkisi analiz edildiğinde, örgütsel iletişim yönetimi ile inovatif işyeri davranışları ilişkisinde örgütsel destek algısının düzenleyici etkisinin istatistiki açıdan anlamlı ve pozitif olduğu saptanmıştır. Buna göre örgütsel destek algısı yüksek olan çalışanlarda örgütsel iletişim inovatif işyeri davranışları ilişkisi daha güçlüdür. Araştırma sonucunda yöneticiler ve gelecek araştırmacılar için çıkarımlar ve önerilerle birlikte araştırmanın sınırlılıkları sunulmuştur.

Makale detayları

The Moderating Effect of Perceived Organizational Support on The Relationship Between Human Resources Practices and Innovative Workplace Behaviors

Yazarlar:

Rumeysa Aral | Bora Yıldız

Yayıncı:

Sakarya University

Ana Başlıklar:

İşletme

Dergi:

Sakarya Üniversitesi İşletme Enstitüsü Dergisi Vol.7 Issue 1, pp.70-98

Belge Tipi:

Makale

Yayın Tarihi:

6/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001350878

pISSN:

2717-767X

Human Resources Management

Human Resources Practices

Perception of Organizational Support

Innovation

Innovative Workplace Behaviorsİnsan Kaynakları Yönetimi

İnsan Kaynakları Uygulamaları

Örgütsel Destek Algısı

İnovasyon

İnovatif İşyeri Davranışları

Sayı

Makale detayları

Yazarlar: Rumeysa Aral | Bora Yıldız

Yayıncı: Sakarya University

Ana Başlıklar: İşletme

Dergi: Sakarya Üniversitesi İşletme Enstitüsü Dergisi Vol.7 Issue 1, pp.70-98

Belge Tipi: Makale

Yayın Tarihi: 6/2025

Belge Dili: Türkçe

Document ID (Org No.): 2001350878

pISSN: 2717-767X

Sayı

Yazarlar:

Rumeysa Aral | Bora Yıldız

Yayıncı:

Sakarya University

Ana Başlıklar:

İşletme

Dergi:

Sakarya Üniversitesi İşletme Enstitüsü Dergisi Vol.7 Issue 1, pp.70-98

Belge Tipi:

Makale

Yayın Tarihi:

6/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001350878

pISSN:

2717-767X