ICESBA - Submit a paper, International Conference on Economic Sciences and Business Administration

Font Size: 
The Effect of Human Resource Practices on Burn-Out and the Mediating Role of Perceived Organizational Justice
Gokben BAYRAMOĞLU, Ali BAYRAM

Last modified: 2016-01-06

Abstract


The aim of this paper is to explain concepts of human resource practices, perceived organizational justice and burnout and to determine role of perceived organizational justice mediated effect of human resource practice on burnout.  This study is important because it focuses on the terms of conceptual framework drawing on human resource practices, perceived organizational justice and burnout. In addition to this in this study, essential components of human resource practices, perceived organizational justice and burnout are examined. Also mediating role of perceived organizational justice which under the influence of human resource practice on burnout are presented as well.

In this context, in order to reach a general agreement on a crowded universe of concept, as sample will be created and selected from the universe, yet all of the concepts will be represented in the paper. In the survey thar will be used, the focus is  “Human resource practices scale” which was developed Christopher J. Collins and Ken G.Smith (2006), “Perceived Organizational Justice Scale” was developed Niehoff and Moorman (1993), “Maslach Burnout Scala” was created by Niehoff and Moorman.

The hypotheses identified under the aims of the research are as follows:

H1: Human resource practices have an impact on burnout

H2: Human resource practices have an impact on perceived organizational justice.

H3: Perceived organizational justice has an impact on burnout

H4:  Perceived organizational justice has a mediating role on the effect of human resource practices on burnout

 


Keywords


Internal Marketing, Job Satisfaction, Organizational Commitment

Full Text: PDF