[1] I. Vlachos, The Effect of Human Resource Practices on Organisational Performance: Evidence from Greece. The International Journal of Human Resource Management, 19, 1, 74-79 (2008).
[2] K.W. Green, C. Wu, D. Whitten, B. Medlin, The Impact of Strategic Human Resource Management on Firm Performance and HR Professionals' Work Attitude and Work Performance. International Journal of Human Resource Management, 17, 4, 559-579 (2006).
[3] J. Guthrie, High-Involvement Work Practices, Turnover and Productivity: Evidence from New Zealand. Academy of Management Journal, 44, 180-192 (2001).
[4] M.A. Huselid, The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance. Academy of Management Journal, 38, 3, 635-672 (1995).
[5] J.P. Meyer, C.A. Smith, HRM Practices and Organizational Commitment: Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17, 4, 319-331 (2000).
[6] R.J. Vandenberg, H.A. Richarson, L.J. Eastman, The Impact of High Involvement Work Process on Organizational Effectiveness. Group & Organization Management, 24, 3, 300-339 (1999).
S. Gürbüz, M. Bekmezci /İstanbul Üniversitesi İşletme Fakültesi Dergisi 41, 2, (2012) 189-213 © 2012
207
[7] M. Özgeldi, S.T. Günay, Bilişim Sektöründe İnsan Kaynakları Uygulamalarının Etkinliğinin Belirlenmesine Yönelik Bir Araştırma. 18. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 194-197 (2010).
[8] S.E. Khilji, X. Wang, Intended and Implemented HRM: The Missing Linchpin in Strategic International Human Resource Management Research. International Journal of Human Resource Management, 17, 7, 1171-1189 (2006).
[9] F. Edgar, A. Geare, HRM Practice and Employee Attitudes: Different Measures – Different Results. Personnel Review, 34, 5, 534-549 (2005).
[10] S. SamGnanakkan, Mediating Role of Organizational Commitment on HR Practices and Turnover Intention Among ICT Professionals. Journal of Management Research, 10, 1, 39-61 (2010).
[11] D. Gönüllü, IT Sektöründe Sirkülasyonun Beş Nedeni, http://www.cafeik.com/2008/12/it-sektorunde-sirkulasyonun-5-nedeni/#more-, 27 Aralık 2009.
[12] J. Benson, M. Brown, Knowledge Workers: What Keeps Them Committed; What Turns Them Away. Work, Employment and Society, 21, 1, 121-141 (2007).
[13] R.S. Evans, J. Gponzalez, S. Popiel, T. Walker, Whose Capital is It? Trends in Human Resources. Ivey Business Journal, 64, 3, 28-37 (2000).
[14] B. Becker, B. Gerhart, The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39, 779-801 (1996).
[15] J.E. Delery, D.H. Doty, Models of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency and Configurational Performance Predictions. Academy of Management Journal, 39, 4, 802-835 (1996).
[16] J. Pfeffer, Competitive Advantage Through People: Unleashing the Power of the Workforce. Harvard Business School Press, Boston, 1994, s.27.
[17] J. Combs, Y. Liu, A. Hall, D. Ketchen, How Much Do High Performance Work Practices Matter? A Meta-Analysis of Their Effects on Organizational Performance. Personel Psychology, 59, 501-528 (2006).
[18] G.C. McMahan, M. Bell, M. Virick, Strategic Human Resource Management: Employee Involvement, Diversity, and International Issues. Human Resource Management Review, 8, 3, 193-214 (1998).
[19] J. Pfeffer, The Human Equation: Building Profits by Putting People First. Harvard Business School Press, Boston, 1998, s.64.
[20] E. Appelbaum, T. Bailey, P. Berg, A.L. Kallenberg, Manufacturing Advantage, Why High-Performance Work Systems Pay Off. Cornell University Press, New York, 2000, s.1.
[21] R.E. Walton, From Control to Commitment in the Workplace. Harvard Business Review, March-April, 77-84 (1985).
[22] E.E. Lawler, S.A. Mohrman, G.E. Jr. Ledford, Strategies for High Performance Organizations. Jossey-Bass, San Francisco, 1998, s.10.
[23] S. Gürbüz, The Effect of High Performance HR Practices on Employees’ Job Satisfaction. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 38, 2, 110-123 (2009).
S. Gürbüz, M. Bekmezci /İstanbul Üniversitesi İşletme Fakültesi Dergisi 41, 2, (2012) 189-213 © 2012
208
[24] T. Bailey, P. Berg, C. Sandy, The Effect of High Performance Work Practices on Employee Earnings in the Steel, Apparel, and Medical Electronics and Imaging Industries. Industrial and Labor Relations Review, 54, 2, 525-543 (2001).
[25] A.C. Acar, İşletmelerde Ücret Yapısının Oluşturulması ve Bir Uygulama. Literatür Yayıncılık, İstanbul, 2007, s.3.
[26] S. Gürbüz, Kamu Personelinin Ücret Tatmin Seviyelerini Belirlemeye Yönelik Bir Araştırma. Elektronik Sosyal Bilimler Dergisi, 21, 6, 240-260 (2007).
[27] H. Can, Ş. Kavuncubaşı, Kamu ve Özel Kesimde İnsan Kaynakları Yönetimi, 5.b., Siyasal Kitabevi, Ankara, 2005, s.17.
[28] E. Conway, K. Monks, HR Practices and Commitment to Change: An Employee Level Analysis. Human Resource Management Journal, 18, 1, 72-89 (2008).
[29] I. Bakan, Y. Suseno, A. Pinnington, A. Money, The Influence of Financial Participation and Participation in Decision-Making on Employee Job Attitudes. International Journal of Human Resource Management, 15, 3, 587-616 (2004).
[30] R. Agarwal, T.W. Ferratt, Coping with Labor Scarcity in It: Strategies and Practices for Effective Recruitment and Retention. Pinnaflex, Cincinnati, 1999, s.27.
[31] S.I. Tannenbaum, G. Yukl, Training and Development in Work Organisations. Annual Review of Psychology, 43, 399-441 (1992).
[32] K.R. Bartlett, The Relationship Between Training and Organizational Commitment in the Health Care Field. Ph.D. Thesis, University of Illınois (1999).
[33] E.T. Sabuncuoğlu, Eğitim, Örgütsel Bağlılık ve İşten Ayrılma Niyeti Arasındaki İlişkilerin İncelenmesi. Ege Akademik Bakış Dergisi, 7, 2, 613-628 (2007).
[34] C. Uyargil, Performans Değerlendirme, (C. Uyargil, Z. Adal, İ. Atay, A.C. Acar, O. Özçelik, Ö. Sadullah, G. Dündar, L. Tüzüner, Eds.), İnsan Kaynakları Yönetimi, 3. Baskı, Beta, İstanbul, 2008.
[35] A.F. Çakmak, İ.H. Biçer, Performans Değerleme Sisteminden Duyulan Memnuniyeti Etkileyen Unsurlar. İTÜ Sosyal Bilimler Dergisi, 3, 1, 3-14 (2006).
[36] A.N. Kluger, A. DeNisi, The Effects of Feedback Interventions on Performance: A Historical Review, a Meta-Analysis, and a Preliminary Feedback Intervention Theory. Psychological Bulletin, 119, 254-284 (1996).
[37] R.C. Dailey, D.J. Kirk, Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover. Human Relations, 45, 3, 305-318 (1992).
[38] D.T. Hall, L.W. Foster, A Psychological Success Cycle and Goal Setting: Goal, Performance, and Attitudes. Academy of Management Journal, 20, 2, 282-290 (1977).
[39] J. Harris, J. Brannick, Finding and Keeping Great Employees. AMACOM, New York, 1999, s.155.
[40] J.M. Mishra, Employee Suggestion Programs in the Health Care Field: The Rewards of Involvement. Public Personel Management, 23, 4, 587-693 (1994).
[41] P. Pare, M. Tremblay, P. Lalonde, The Impact of Human Resources Practices on IT Personnel Commitment, Citizenship Behaviors, and Turnover Intentions. ICIS 2000 Proceedings, 45 (2000).
[42] N. Malmelin, Communication Capital-Modeling Corporate Communications as an Organizational Asset. Corporate Communications: An International Journal, 12, 3, 298-310 (2007).
S. Gürbüz, M. Bekmezci /İstanbul Üniversitesi İşletme Fakültesi Dergisi 41, 2, (2012) 189-213 © 2012
209
[43] J. Rodwell, R. Kienzle, M. Shadur, The Relationship Away Work Related Perceptions, Employee Attitudes, and Employee Performance: The Integral Role of Communication. Human Resource Management, 37, 277-293 (1998).
[44] E.A. Locke, D.M. Schweiger, Participation in Decision-Making: When Should It Be Used? Organizational Dynamics, 14, 32-44 (1979).
[45] D. Scott, J.W. Bishop, X. Chen, An Examination of the Relationship of Employee Involvement with Job Satisfaction, Employee Cooperation, and Intention to Quit in U.S. Invested Enterprises in China. International Journal of Organizational Analysis, 11, 1, 3-19 (2003).
[46] J.A. Wagner, Participation’s Effect on Performance and Satisfaction: A Reconsideration of Research Evidence. Academy of Management Review, 19, 2, 312-331 (1994).
[47] J.A.R. Conger, N. Kanungo, The Empowerment Process: Integrating Theory and Practice. Academy of Management Review, 13, 3, 471-482 (1998).
[48] G.M. Spreitzer, Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation. Academy of Management Journal, 38, 5, 1442-1465 (1995).
[49] R. Bogler, A. Somech, Influence of Teacher Empowerment on Teachers' Organizational Commitment, Professional Commitment and Organizational Citizenship Behavior in Schools. Teaching and Teacher Education, 20, 3, 277-289 (2004).
[50] A.B. Henkin, D.M. Marchiori, Empowerment and Organizational Commitment of Chiropratic Faculty. Journal of Manipulative and Physiological Therapeutics, 26, 5, 275-281 (2003).
[51] A.M.M. Liu, W.M. Chiu, R. Fellows, Enhancing Commitment Through Work Empowerment. Engineering, Construction And Architectural Management, 14, 6, 568–580 (2007).
[52] S. Gürbüz, Örgütsel Vatandaşlık Davranışı ile Duygusal Bağlılık Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma. Ekonomik ve Sosyal Araştırmalar Dergisi, 3, 1, 48-75 (2006).
[53] J.P. Meyer, N.J. Allen, Commitment in the Workplace: Theory, Research, and Application. Sage, Thousand Oaks CA, 1997, s.11.
[54] C.A. O'Reilly, J. Chatman, Organizational Commitment and Psychological Attachment: The Effect of Compliance, Identification and Intemalization on Prosocial Behavior. Journal of Applied Psychology, 71, 492-499 (1986).
[55] R.T. Mowday, R.M. Steers, L.W. Porter, The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14, 224–247 (1979).
[56] J.P. Meyer, D.J. Stanley, L. Herscovitch, L. Topolnytsky, Affective, Continuance, and Normative Commitment to the Organisation: A Meta-Analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61, 20-52 (2002).
[57] N.J. Allen, J.P. Meyer, The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, 1-18 (1990).
[58] G.R. Salancik, Commitment and the Control of Organizational Behavior and Belief (B.M. Staw, G.R. Salancik, Eds.), New Directions in Organizational Behavior. St. Clair Pres., Chicago, 1977.
S. Gürbüz, M. Bekmezci /İstanbul Üniversitesi İşletme Fakültesi Dergisi 41, 2, (2012) 189-213 © 2012
210
[59] S.P. Brown, R.A. Peterson, The Effect of Effort on Sales Performance and Job Satisfaction. Journal of Marketing, 58, 2, 70-80 (1994).
[60] J.G. March, H.A. Simon, Organizations. Wiley, New York, 1958, s.119.
[61] R.T. Mowday, L.W. Porter R.M. Steers, Organizational Linkages: The Psychology of Commitment, Absenteeism and Turnover. Academic Press, San Diego CA, 1982, s.28.
[62] C. Hulin, Adaptation, Persistence, and Commitment in Organizations (M. Dunnette and L. Hough, Eds.), Handbook of Industrial and Organizational Psychology, No. 2, John Wiley, New York, 1991.
[63] P. Hom, R. Griffeth, L. Sellaro, The Validity of Mobley’s (1977) Model of Employee Turnover. Organizational Behavior and Human Performance, 34, 141-174 (1984).
[64] L. Lum, J. Kervin, K. Clark, F. Reid, W. Sirola, Explaining Nursing Turnover Intent: Job Satisfaction, Pay Satisfaction, or Organizational Commitment? Journal of Organizational Behavior, 19, 305-320 (1998).
[65] M.P. Blau, Exchange and Power in Social Life. Wiley, New York, 1964, s.91.
[66] R. Eisenberger, R. Huntington, S. Hutchison, D. Sowa, Perceived Organizational Support. Journal of Applied Psychology, 7, 500–507 (1986).
[67] L.M. Shore, L.E. Tetrick, P. Lynch, K. Barksdale, Social and Economic Exchange: Construct Development and Validation. Journal of Applied Social Psychology, 36, 837–867 (2006).
[68] S.A. Wasti, Ö. Can, Bağlılık Odakları: Örgüte, Amire ve Çalışma Arkadaşlarına Bağlılık Ölçeklerinin Türkçede Geçerlemesi. XV. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 735-744 (2007).
[69] B. Kuvaas, An Exploration of How the Employee-Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes. Journal of Management Studies, 45, 1-25 (2008).
[70] N. Kinnie, S. Hutchinson, J. Purcell, B. Rayton, J. Swart, Satisfaction with HR Practices and Commitment to the Oganisation: Why One Size Does Not Fit All. Human Resource Management Journal, 15, 4, 9–29 (2005).
[71] T.A. Joiner, T. Bartram, T. Garreffa, The Effects of Mentoring on Perceived Career Success, Commitment and Turnover Intentions. Journal of American Academy of Business, 5, 1/2, 164-170 (2004).
[72] M. Igbaria, J.H. Guimaraes, Exploring Differences in Employee Turnover Intentions and Its Determinants Among Telecommuters and Nontelecommuters. Journal of MIS, 16, 1, 147-164 (1999).
[73] M.J. Somers, Organizational Commitment, Turnover and Absenteeism: An Examination of Direct and Interaction Effects. Journal of Organizational Behavior, 16, 49-58 (1995).
[74] X.P. Chen, C. Hui, D.J. Sego, The Role of Organizational Citizenship Behavior in Turnover: Conceptualization and Preliminary Tests of Key Hypotheses. Journal of Applied Psychology, 83, 6, 922-931 (1998).
[75] M. Clugston, The Mediating Effects of Multidimensional Commitment on Job Satisfaction and Intent to Leave. Journal of Organizational Behavior, 21, 4, 477-486 (2000).
S. Gürbüz, M. Bekmezci /İstanbul Üniversitesi İşletme Fakültesi Dergisi 41, 2, (2012) 189-213 © 2012
211
[76] J.A. Davy, A.J. Kinicki, C.L. Scheck, Developing and Testing a Model of Survivor Responses to Layoffs. Journal of Vocational Behavior, 38, 3, 302-317 (1991).
[77] L.J. Williams, J.T. Hazer, Antecedents and Consequences of Satisfaction and Commitment in Turnover Models: A Reanalysis Using Latent Variable Structural Equation Methods. Journal of Applied Psychology, 71, 219-231 (1986).
[78] P. Guchait, S. Cho, The Impact of Human Resource Management Practices on Intention to Leave of Employees in the Service Industry in India: The Mediating Role of Organizational Commitment. International Journal of Human Resource Management, 21, 8, 1228-1247 (2010).
[79] S.J. Jaros, An Assessment of Meyer and Allen’s (1991) Three Component Model of Organizational Commitment and Turnover Intentions. Journal of Vocational Behavior, 51, 319-333 (1997).
[80] C. Ceylan, N. Bayram, Mesleki Bağlılığın Örgütsel Bağlılık ve Örgütten Ayrılma Niyeti Üzerine Etkilerinin Düzenleyici Değişkenli Çoklu Regresyon Analizi. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 20, 1, 105-120 (2006).
[81] L.S. Aiken, S.G. West, Multiple Regression: Testing and Interpreting Interactions. Newbury Park CA, Sage, 1991, 11.
[82] Savunma Sanayisi 2008 Sektör Raporu, http://www.sasad.org.tr/dosya/eoe/SR-08-16-05-09_v5.pdf, 30 Aralık 2010.
[83] U. Sekeran, Research Methods for Business: A Skill Building Approach. 2nd Ed., John Wiley&Sons, USA, 1992, s.253.
[84] R.M. Baron, D.A. Kenny, The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic and Statistical Considerations. Journal of Personality and Social Psychology, 51, 1173-1182 (1986).
[85] S.A. Wasti, Meyer ve Allen’in Üç Boyutlu Örgütsel Bağlılık Ölçeğinin Geçerlilik ve Güvenilirlik Analizi. 8. Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 401-410 (2000).
[86] C. Cammann, M. Fichman, G.D. Jenkins, J.R. Klesh, Assessing the Attitudes and Perceptions of Organizational Members (S.E. Seashore, E.E. III Lawler, P.H. Mirvis and C.Cammann, Eds.), In Assessing Organizational Change: A Guide to Methods, Measures, And Practices, Wiley, New York, 1983.
[87] R.W. Brislin, W.J. Lonner, R.M. Thorndike, Cross-Cultural Research Method. Wiley, New York, 1973, s.50.
[88] G. Çöl, Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri. Doğuş Üniversitesi Dergisi, 9, 1, 35-46 (2008).
[89] D.P. MacKinnon, G. Warsi, J.H. Dwyer, A Simulation Study of Mediated Effect Measures. Multivariate Behavioral Research, 30, 41-62 (1995).
[90] P.A. Frazier, P.A. Tix, K.E. Barron, Testing Moderator and Mediator Effects in Counseling Psychology Research. Journal of Counseling Psychology, 51, 1, 115-134 (2004).
[91] J. Purcell, N. Kinnie, S. Hutchinson, B. Rayton, J. Swart, Understanding the People and Performance Link: Unlocking the Black Box. CIPD, London, 2003, s.23.
[92] B. Gerhart, P.M. Wright, G.C. McMahan, S.A. Snell, Measurement Error in Research on Human Resources and Firm Performance: How Much Error is There and How Does It Influence Effect Size Estimates? Personnel Psychology, 53, 803–834 (2000).
S. Gürbüz, M. Bekmezci /İstanbul Üniversitesi İşletme Fakültesi Dergisi 41, 2, (2012) 189-213 © 2012
212
[93] S.A. Wasti, Organizational Commitment, Turnover Intentions and the Influence of Cultural Values. Journal of Occupational and Organizational Psychology, 76, 3, 303-321 (2003).
Thank you for copying data from http://www.arastirmax.com
