The role of perceived organizational support in the effect of well-being-oriented human resources management on employee resilience

The main purpose of this study is to reveal the relationship between well-being-oriented human resource management and employee resilience and the moderating role of perceived organizational support in this relationship. In the first part of this study, which is designed as three parts, conceptual explanations, antecedents and consequences of well-being-oriented human resource management, employee resilience and perceived organizational support, which are the basic concepts of the research, are stated. The second part is prepared for the research part of the study and the theoretical background of the research, the research model developed, the research questions and the research hypotheses prepared based on those questions are presented together with their theoretical justifications. In the third and final section, the methodology of the research, the scales used in the research, the sample of the research, the analysis conducted and the findings are shared. In this study, in which quantitative research methods were adopted, a questionnaire was used as a data collection tool. Before proceeding to the analyses, the Turkish adaptation of the well-being-oriented human resource management scale, which does not currently have a Turkish adaptation, was conducted. All statistical analyses used in the study were conducted with the help of Jamovi program. The sample of the study consists of 512 white-collar employees working in different sectors in the Marmara Region. In the data analysis process, descriptive statistical analyses, validity, reliability, correlation test, moderator effect and simple slope analyses were performed. According to the research findings, there is a significant and positive relationship between job security, training and development, information sharing, job quality and relationship with immediate supervisor dimensions of well-being-oriented human resource management and employee resilience. According to the results of moderating effect analysis, a positive, weak and statistically significant moderating effect of perceived organizational support on the relationship between these five dimensions and employee resilience was found. Well-being-oriented human resource management, which is an approach that cares about the well-being of employees who put forth their efforts under uncertain and challenging conditions, differs from other human resource approaches. Within the framework of the mutual gain approach, it offers a framework in which both businesses and employees will gain gains. Employee resilience, on the other hand, refers to the ability to work, struggle and start again under challenging conditions. In recent years, many developments such as the economic crisis, regional wars, epidemics in the world and in our country have been challenging both employees and businesses. Therefore, in this first work written in Turkish, examining the relationship between well-being-oriented human resource management and employee resilience and perceived organizational support as a regulating variable in this relationship can be considered as a very important contribution to the literature.