The mediating role of job stress in the effect of human resources management practices on perceived insider status

In today's globalizing and increasing competition day by day, effective and efficient management of human resources and retaining talented and promising employees are issues that organizations should consider. In this framework, it comes to the fore that the employees feel like they belong to and a part of their institution. Additionally, job stress is among the important factors that affect the perceptions of the employees towards the company and the job. Although the effect of HRM practices on organizational commitment is frequently investigated in the literature, the role of mediating variables in this effect needs to be examined in more detail. In this context, in this thesis, the relationship between HRM practices and Perceived Insider Status (PIS) and the mediating role of Job Stress in this relationship were examined and the model created within this framework was tested. For this purpose, data were collected from 411 employees working in different private enterprises and sectors. Explanatory and confirmatory factor analysis, structural equation modeling, ANOVA and t-test were used to analyze the data. As a result of the study findings, it was seen that job stress played a significant mediating role on the relationship between "communication opportunities, working conditions, workforce planning and PIS". Besides, ıt was observed that the relationship between job stress and PIS was significant, and the direction of the relationship has been found to be negative as predicted.