The Medıatıng Role Of Psychologıcal Capıtal In The Effect Of Human Resource Practıces On Organızatıonal Commıtment

The main purpose of this study is to examine the impact of human resources practices on organizational commitment and to investigate the mediating role of psychological capital in this relationship. Four main human resources practices were addressed in the study: recruitment and placement, training and development, performance appraisal, and compensation and benefits. The psychological capital variable was evaluated with its four sub-dimensions: self-efficacy, optimism, hope, and psychological resilience. In the theoretical section of the research, the concepts of human resources management, psychological capital, and organizational commitment were examined in detail, and their development in the literature and the relationships among them were presented from a comprehensive perspective. A quantitative method was adopted in the study, and a structured questionnaire was used as the data collection tool. The questionnaire included the Human Resources Practices Scale, the Organizational Commitment Scale, and the Psychological Capital Scale; in addition, questions to identify demographic information such as participants' age, gender, marital status, and tenure were included. Data were collected using a 5-point Likert-type rating scale. The research population consisted of personnel working in foundation universities established in Istanbul after 2015. The sample was limited to 388 employees who voluntarily agreed to participate. The data were analyzed in detail using the SPSS 27.0 software package and the PROCESS Macro 4.2 plugin. As a result of the analyses, it was determined that human resources practices had a direct and significant effect on organizational commitment. However, psychological capital did not have a mediating role in this relationship. Furthermore, it was found that human resources practices did not have a significant impact on employees' levels of psychological capital. On the other hand, both human resources practices and psychological capital were found to have individually significant effects on organizational commitment. The findings support the importance of human resources practices in terms of employee commitment while indicating that individual factors such as psychological capital need to be examined and modeled in more depth.