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Yenilikçi İnsan Kaynakları Yönetim Uygulamalarının Örgütsel Çeviklik Üzerindeki Etkisi: Savunma Sanayi İşletmelerinde Bir Araştırma

Year 2021, Volume: 5 Issue: 1, 49 - 73, 07.04.2021

Abstract

Günümüz iş dünyası kavram ve uygulamaları ve buna bağlı gelişen akademik çalışmalar önemli bir değişim sürecinden geçmektedir. Bu değişim sürecinde, bilgi sahibi olmak, üretmek ve kullanmak kuruluşlar için kaçınılmaz olmuş ve buna bağlı olarak insan kaynakları rekabet avantajı sağlayan en önemli faktör haline gelmiştir. Buna paralel olarak, örgütlerin hızlı değişim ve dönüşüm sürecine ayak uydurmaları ve cevap verebilmeleri çeviklik kavramını ön plana çıkarmıştır. Bu bilgiler ışığında bu araştırma, Savunma Sanayi’nde yenilikçi insan kaynakları yönetim uygulamalarının örgütsel çeviklik üzerindeki etkisini ortaya koymak amacı ile hazırlanmıştır. Araştırma, Türkiye Savunma Sanayi’nde faaliyet gösteren 10 büyük ölçekli işletmede, 498 beyaz yakalı çalışan ve yönetici üzerinde gerçekleştirilmiştir. Ölçüm için kullanılan anketlerin güvenilirlik ve geçerliliği analiz edilmiş, iddia hipotezini test etmek üzere regresyon analizi uygulanmıştır. Araştırma bulgularına göre; ülkemiz savunma sanayinde, yenilikçi insan kaynakları yönetim uygulamalarının örgüt çeviklik üzerinde anlamlı bir etkisi vardır. Araştırmanın hem yönetsel anlamda hem de bundan sonra yapılacak akademik çalışmalar için önemli bir ön adım niteliğinde olduğu ve sektöre farklı bir bakış açısı kazandıracağı düşünülmektedir.

References

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Year 2021, Volume: 5 Issue: 1, 49 - 73, 07.04.2021

Abstract

References

  • Abdullah, H. (2009). Major challenges to the effective management of human resource training and development activities. The Journal of International Social Research(2), 11–21.
  • Agarwala, T. (2003). Innovative human resource practices and organizational commitment: an empirical investigation. The International Journal of Human Resource Management, 14(2), 175-197.
  • Akalın, Ş. H. (2007). Innovation, İnovasyon: Yenileşim. Türk Dili Dil ve Edebiyat Dergisi, 93(666), 483-486.
  • Akkaya, B. ve Tabak, A. (2018). Örgütsel Çeviklik Ölçeğinin Türkçeye Uyarlanması: Geçerlik ve Güvenirlik Çalışması. İş ve İnsan Dergisi, 5(2), 185-206.
  • Anca-Ioana, M. (2019). A Review Of Organizational Agility Concept And Characteristics. Economic Sciences(1), 335-341.
  • Aslam, H. D., Aslam, M., Ali, N. ve Habib, B. (2013). Importance of Human Resource Management in 21st Century: A Theoretical Perspective. International Journal of Human Resource Studies, 3(3), 87-96.
  • Azizsafaei, F. (2016). The Role Of Human Resource Management In Achieving Organisational Agility. Birmingham City University, Business School, Ph.D Thesis.
  • Bilevičienė, T., Bilevičiūtė, E. ve Paražinskaitė, G. (2015). Innovative Trends in Human Resources Management. Economics and Sociology, 8(4), 94-109.
  • Bos-Nehles, A. C. ve Veenendaal, A. A. (2017). Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate. The International Journal of Human Resource Management, 30(1), 2661-2683.
  • Breu, K., Hemingway, C. J. ve Strathern, M. (2001). Workforce agility: the new employee strategy for the knowledge economy. Journal of Information Technology(17), 21–31.
  • Budak, G., Güleryüz, D., Türkyılmaz, I. ve Kılıçaslan, S. (2011). Rekabetçi Stratejilerin Başarısında, Bilgi Yönetimi ve Örgütsel Atikliğin Etkisi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14(26), 241-258.
  • Cattell, R. (1978). The Scientific Use Of Factor Analysis. New York: Plenum.
  • Cegarra-Navarro, J. G. ve Martelo-Landroguez, S. (2020). The effect of organizational memory on organizational agility: Testing the role of counter-knowledge and knowledge application. Journal of Intellectual Capital, 21(3), 459-479.
  • Comrey, A. ve Lee, H. (1992). A first course in factor analysis. Hillsdale, NJ: Erlbaum.
  • Crocitto, M. ve Youssef, M. (2003). The human side of organizational agility. Industrial Management & Data Systems, 103(6), 388-397.
  • Dubey, S. ve Gupta, B. (2019). Innovative Human Resource Practices in Indian Banks: A Study from HR Manager’s Perspective. International Journal of Engineering and Management Research, 9(1), 195-203.
  • Dyer, L. ve Shafer, R. A. (1998). From Human Resource Strategy to Organizational Effectiveness: Lessons from Research on Organizational Agility. (CAHRS Working Paper #98-12). Ithaca, NY: Cornell University School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
  • Dyer, L. ve Shafer, R. A. (2003 ). Dynamic Organizations: Achieving Marketplace And Organizational Agility With People. (CAHRS Working Paper #03-04). Ithaca, NY: Cornell University, School of Industrial and Labor, 1-39.
  • Eceral, T. Ö. (2017). Türk Savunma ve Havacılık Sanayisinin Küresel Ulusal ve Yerel Dinamikleri: Ankara Örneği. Akademik Bakış, 11(21), 87-106. Everitt, B. (1975). Multivariate analysis: The need for data, and other problems. British Journal of Psychiatry, 126, 237-240.
  • Ghareeb, A. E. ve Medabsh, A. B. (2019). The Impact Of Human Resources Management Strategy On Organizational Competencies Development. Business & Management Studies:An International Journal, 7(5), 2299-2307.
  • Girisha, M. C. ve Nagendrababu, K. (2019). E- Human Resource Management (E-HRM): A Growing Role In Organizations. International Journal of Management Studies, 6(1), 98-104.
  • Gorsuch, R. L. (1983). Factor Analysis. Hillsdale, NJ: Erlbaum.
  • Gunasekaran, A. (1999). Agile manufacturing: a framework for research and development. International Journal of Production Economics, 62(1-2), 87–105.
  • Hinkin, T. R. ve Tracey, J. B. (2010). What makes it so great? An analysis of human resources practices among Fortune’s best companies to work for. Cornell Hospitality Quarterly, 51(2), 158-170.
  • Hormozi, A. M. (2001). Agile manufacturing: the next logical step. Benchmarking: An International Journal, 8(2), 132-143.
  • Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635–872.
  • Institute, I. (1991). 21st Century Manufacturing Enterprise Strategy. Bethlehem, PA: Lehigh University.
  • Jiménez-Jiménez, D. ve Sanz-Valle, R. (2005). Innovation and human resource managemement fit: an empirical study. International Journal of Manpower, 25(4), 364-381.
  • Joseph, C. R. ve Ezzedeen, R. S. (2008). E-government and e-HRM in the public sector: In Encyclopedia of Human Resources Information Systems: Challenges in e-HRM. New York: Hersley.
  • Joy, M. M. (2016). A Study on the Impact of Innovative Human Resource Practices on Job Satisfaction of Employees Working in Information Technology Sector. International Journal of Engineering Technology Science and Research, 3(12), 26-30.
  • Kehoe, R. R. ve Wright, P. M. (2013). The impact of high performance HR Practices on Employees’ Attitudes and Behaviors. Journal of Management, 39(2), 366–391.
  • Kılıç, M. ve Bilginoğlu, B. (2010). İhracatçı Türk Firmalarında Personel Sağlama ve Seçme Yöntemleri ve İnovasyon Performansı İlişkisi: Orta Anadolu İhracatçı Birlikleri Örneği. Sosyo Ekonomi(2), 215-241.
  • Kline, P. (1994). An Easy Guide To Factor Analysis. New York: Routledge.
  • Kloutsiniotis, P. V. ve Mihail, D. M. (2017). Linking innovative human resource practices, employee attitudes and intention to leave in healthcare services. Employee Relations, 39(1), 34-53.
  • Kossek, E. E. (1987). Human Resources Management Innovation. Human Resource Management, 26(1), 71-92.
  • Koster, F. (2019). Innovative HRM. A Review of the Literature. Journal of Technology Management & Innovation, 14(2). Kasım 2020 tarihinde https://scielo.conicyt.cl/scielo.php?script=sci_arttext&pid=S0718-27242019000200097 adresinden alındı
  • Koster, F. ve Benda, L. (2020). Innovative human resource management: measurement, determinants and outcomes. International Journal of Innovation, 12(3), 287-302.
  • Latham, L. J. (2014). Organizational Agility: Exploring Impact of Adoption on Team Performance from the Human Resource Perspective. Capella University, School of Business and Technology, Ph.D Thesis, www.proquest.com adresinden alınmıştır.
  • Laursen, K. ve Foss, N. J. (2003). New Human Resource Management Practices. Complementarities and the Impact on Innovation Performance. Cambridge Journal of Economics(27), 243-26.
  • Liu-Chi, N. (1998). Determinants of innovative human resource practices and systems. The Faculty of The Graduate School of The University Of Minnesota, Ph.D Thesis.
  • MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48, 197-221.
  • Macky, K. ve Boxall, P. (2007). The relationship between "high-performance work practices" and employee attitudes: an investigation of additive and interaction effects. The International Journal of Human Resource Management, 18(4), 537-567.
  • McGrath, R. G. (2001). Exploratory learning, innovative capacity and managerial oversight. Academy of Management Journal, 118-131.
  • Meade, L. M. ve Sarkis, J. (1999). Analyzing organizational project alternatives for agile manufacturing processes: an analytical network approach. International Journal of Production Research, 37(2), 241-261.
  • Meilich, O. (1997). The Flexibility-Efficiency Debate: Review and Theoretical Framework . Paper presented at the annual meeting of the Academy of Management, Boston.
  • Melian-Alzola, L., Dominguez-Falcon, C. ve Martin-Santana, J. D. (2020). The role of the human dimension in organizational agility: an empirical study in intensive care units. Personnel Review, 49(9), 1945-1964.
  • Muduli, A. (2015). High Performance Work System, HRD Climate and Organisational Performance: An Empirical Study. European Journal of Training and Development, 39(3), 239-257.
  • Muduli, A. (2017). Workforce agility: Examining the role of organizational practices and psychological empowerment. Global Business and Organizational Excellence, 36(5), 46–56.
  • Mumford, M. D. (2000). Managing Creative People: Strategies and Tactics for Innovation. Human Resource Management Review, 10(3), 313–351.
  • Munteanu, A. I., Bibu, N., Nastase, M., Cristache, N. ve Matis, C. (2020). Analysis of Practices to Increase the Workforce Agility and to Develop a Sustainable and Competitive Business. Sustainability, MDPI, Open Access Journal, 12(9), 1-14.
  • Nunnally, J. (1978). Psychometric Theory (2nd Ed.). New York : McGraw-Hill.
  • Oladapo, V. ve Onyeaso, G. (2013). An Empirical Investigation of Sub-Dimensions of High Performance Work Systems that Predict Organizational Innovation. International Journal of Management and Marketing Research, 6(1), 67-79.
  • Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47, 173-188.
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There are 80 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Articles
Authors

Burak Nedim Aktaş 0000-0003-3011-4706

Beliz Ülgen 0000-0002-7589-6812

Publication Date April 7, 2021
Published in Issue Year 2021 Volume: 5 Issue: 1

Cite

APA Aktaş, B. N., & Ülgen, B. (2021). Yenilikçi İnsan Kaynakları Yönetim Uygulamalarının Örgütsel Çeviklik Üzerindeki Etkisi: Savunma Sanayi İşletmelerinde Bir Araştırma. Anadolu İktisat Ve İşletme Dergisi, 5(1), 49-73.