The effect of human resources practices on harmonization with personal organizational values and helpful behavior and the regulatory role of perception of organizational justice: An application in a district municipality

Organizations in today's business world realize the importance of the superiority of organizational resources in gaining a competitive advantage in the market. In addition to organizational capital, which refers to organizational structure, management styles, bureaucracy, planning and control mechanisms, and physical capital, which refers to the organization's machinery and equipment, technology, location, human capital is the most important resources of organizations. Human resources have become more important than ever for organizations as there is no risk of imitation and substitution by other companies, being the internal customer of the institution and affecting the relations between institutions. Unless there are qualified and talented human resources, the physical abilities and capacities of companies are meaningless. It has become more and more important for organizations to attract and retain qualified and talented human resources to the organization. One of the most important determinants of attracting and retaining qualified employees in the organization is the harmony between the values of the employees and the values of the organization. Person-organization value harmony is an important element that increases the performance of employees and contributes to additional organizational behaviors on behalf of the organization by going beyond their job descriptions within the organization. In this study, the role of organizational justice perception in the effect of human resources practices on person-organization value congruence and benevolent behaviors was examined. The study has been conducted in a district municipality in Istanbul. In the first part of the study, human resource management practices are included. In the second part, the concepts of person-organization value fit, benevolence behavior, and organizational justice have been examined. In the third part, which is the last part of the study, the data obtained through the questionnaire from the municipal employees have been analyzed in SPSS 21 program and the hypotheses of the study have been examined.