The Moderated Moderation Role of Employee Silence and Discrimination on the Effect of Human Resource Management Practices on Work Alienation

Abstract

Human resource management practices in businesses have some consequences at the level of working individuals in addition to organization level results. In this research, moderated moderation role of discrimination perception and employee silence on the effect of human resource management practices on alienation of employees were examined. For this purpose, the data were collected from 281 people working in a firm by using questionnaire method and quantitative analyzes were conducted by using these data to test the research hypotheses. As a result of the research, it was found that the increase in the perception of the employees towards the human resources management practices has a significant effect which reduces the alienation to work. Moreover, it was found that this effect was not significant when discrimination perception and silence of employees were at high level. This finding showed that Employee Silence and Discrimination have a Moderated Moderation Role on the effect of human resource management practices on work alienation. The findings were discussed in the context of the literature.