Human resources management practices, ethical climate and organizational citizenship behaviour

In this study, the relationship between human resources management practices, ethical climate and organizational citizenship behavior has been investigated. For this purpose, this research determined the interaction of human resources management practices (with sub dimensions which are recruitment, training and development, performance appraisal and compensation and benefits), ethical climate (single dimension) and organizational citizenship behaviour (with sub dimensions are altruism, conscientiousness, sportsmanship, courtesy and civic virtue). This research was conducted on the 151 white-collar workers who working in different 50 factories at the Osmaniye Organized Industrial Zone. In data collection tool has been utilized scale of Khatri (2000), Tsaur and Lin (2004) and Edgar ve Geare (2005) for human resources management practices. Scale of Schwepker (2001) has been used in order to measure of employee's perceptions to ethical climate. Then, scale of Podsakoff (1990) has been used for organizational citizenship behaviour perceptions. The scales structured with five-point Likert scale. The collected data has been examined through statistical programme. The literature was examined which relevant to human resources management practices that in order to attain high productivity, efficiency and effectiveness that serves the function of improving the performance of human resources in organizations, ethical climate which is provide distinguished right attitudes and behaviours from wrong ones, and organizational citizenship behavior on a voluntary basis by the employee fulfilled as a extra role behaviors. Afterwards, by means of this results, has been given advice to the directors and employers.