Управленец2218-50032686-792310.29141/2218-5003-2023-14-4-4LWDZTNhttps://upravlenets.usue.ru/ru/-2023/1328https://upravlenets.usue.ru/ru/-2023/1328Влияние результата группы на производительность труда работника: роль приверженности организацииThe mediating role of organizational commitment in the collective efficacy-performance relationshipСенбурсаНиханСенбурсаНиханSenbursaNihannihansenbursa@odu.edu.trUniversity of Ordu (Ordu, Turkey)Университет Орду (г. Орду, Турция)0709202314458721404202319062023CC BY-NC 4.0

Руководители организаций уделяют все более пристальное внимание вопросам управления человеческими ресурсами, повышения производительности труда и вовлеченности работников в деятельность организации. Статья посвящена анализу ключевых факторов, определяющих аффективную лояльность сотрудников к компании: организационной приверженности, результата группы и производительности отдельного работника. Исследуется также роль приверженности как медиатора взаимодействия двух других факторов. Методологию исследования составили основы теории организационного поведения и управления человеческими ресурсами. Применялись методы количественного и социометрического анализа, моделирования структурными уравнениями, а также анализ надежности и валидности переменных. Информационная база охватывает результаты анкетирования 171 служащего организации г. Мерсин (Турция). Оценка полученных ответов производилась с использованием 5-балльной шкалы Ликерта, статистические расчеты осуществлялись в программном пакете SPSS Statistics 24. Для проверки значимости медиативного влияния использовался бутстреп-метод с поправкой на систематическую погрешность. Установлена положительная связь между парами переменных «результат группы – организационная приверженность» и «организационная приверженность – производительность труда работника». Подтверждена гипотеза о медиативной роли приверженности работников компании в рамках взаимосвязи результатов группы и конкретного сотрудника. Сделан вывод о значимости личного отношения персонала к организации, а также особой роли коллективной работы в повышении результатов деятельности компании.

In recent years, human resources have become a central issue for senior executives in organizations as they try to increase the commitment and performance of their employees. The study aims to examine three of the most important employee attachments to the workplace, namely organizational commitment, collective efficacy and individual job performance, based on a multifocal research framework, while also investigating the mediating effect of organizational commitment. The methodological basis includes the foundations of organizational behavior and human resources management. The research data were obtained by the survey method with 171 respondents working for a port operator in Mersin, Turkey. The survey data obtained were evaluated on a 5-point Likert scale. Statistical calculations were performed in SPSS Statistics 24 software package. The research methods are quantitative and sociometric analysis; reliability and validity analysis were applied to the variables. The relationships between the variables were tested using the structural equation model. To assess the importance of the intermediary effect, the bias-corrected bootstrap method was used. Our findings have shown that collective efficacy has a positive effect on organizational commitment, and organizational commitment has a positive effect on performance. Organizational commitment was proved as having a mediating role in the effect of collective efficacy on individual job performance. The study highlights that employees need to be committed to their organizations, and the increase in performance should be triggered by giving place to collective work.

управление человеческими ресурсами;приверженность организации;результат группы;производительность труда;Турция.human resources management;organizational commitment;collective efficacy;individual performance;TurkeyAli S.Y. (2016). Determine the effect of relationship between internal marketing variables and employees’ job satisfaction and organizational commitment: Case study of Arab Academy for Science, Technology and Maritime Transport. The Business & Management Review, vol. 7, no. 2, pp. 124–133.Allen N.J., Meyer J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, vol. 63, no. 1, pp. 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.xAlmaaitah M., Alsafadi Y., Altahat S., Yousfi A. (2020). The effect of talent management on organizational performance improvement: The mediating role of organizational commitment. Management Science Letters, vol. 10, no. 12, pp. 2937–2944. 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