Yeni Kurumsal Kuram Bağlamında Hibrit Örgütlerde İşe Alım ve Sosyalizasyon Politikaları

Year 2021, , 7 - 29, 30.04.2021

Ömer Faruk Oktar , Binali Doğan

https://doi.org/10.38057/bifd.851128

Cited By: 1

Abstract

Son yıllarda yeni kurumsal kuram kapsamında yapılan çalışmalarda aktörün pasif bir role sahip olmadığı aksine kurumları etkileme ve değiştirme gücüne sahip olduğu görüşü öne çıkmıştır. Bu görüş beraberinde kurumsal mantık literatürünü de getirmiştir. Çünkü kurumsal mantıklar aktörlerin davranışlarını meşrulaştıran ve aktörün gücünü aldığı zemin niteliğindedir. Farklı kurumsal mantıkların varlığı ise örgütlerin birden çok kurumsal mantığa yanıt vermesini gerekli kılmıştır. Hibrit örgütler de bu plüralistik yapıdaki kurumsal mantıklara bir yanıt niteliğinde ortaya çıkmıştır. Bu çalışmada bir hibrit örgütlerde sürdürülebilirliğin nasıl sağlandığı, işe alım ve sosyalizasyon politikalarının nasıl oluşturulduğu ve bu süreçlerin nasıl işlediği keşfedilmeye çalışılmıştır. Araştırma amacı doğrultusunda yeni kurumsal kuram ve hibrit örgütler, hibrit örgütlerde sürdürülebilirlik politikaları incelenmiş, ardından işe alım ve sosyalizasyon politikaları araştırılmıştır. Çalışmanın temel amacı bir olguyu keşfetmek olduğu için nitel araştırma yöntemi tercih edilmiştir. Veri toplama yöntemi olarak mülakat ve doküman analizi yöntemleri kullanılmıştır. Araştırmanın birincil kaynağını yarı yapılandırılmış mülakat formları ile yapılan görüşmeler; ikincil kaynağını ise örgütlerin faaliyet raporları, bilançoları ve diğer çeşitli dokümanlar oluşturmaktadır. Elde edilen veriler MAXQDA 2020 ile analiz edilmiştir. Araştırma sonucunda ilgili literatürde de vurgulandığı gibi işe alım ve sosyalizasyon politikalarının sürdürülebilirliği sağlama hususunda en kritik unsurlar olduğu tespit edilmiştir. Son olarak işe alım ve sosyalizasyon politikalarının niteliğine göre eğitim ve iş yapış biçimlerinin de farklılaştığı gözlenmiştir.

Keywords

Kurumsal Kuram, Hibrid Örgütler, İşe Alım Politikaları, Sosyalizasyon Politikaları

Hiring and Socialization Policies in Hybrid Organizations in the Context of New Institutional Theory

Abstract

In recent studies on the new institutional theory, it has been started to think that the actor does not have a passive role. The view that the actor has the power to influence and change institutions has started to prevail. This view has brought the institutional logic literature with it. Institutional logics are the grounds which legitimize the actors' behavior and on which the actors take their power. The existence of different institutional logics made it necessary for organizations to respond to more than one institutional logic. Hybrid organizations emerged as a response to pluralistic institutional logics. In this study, it has been tried to discover how sustainability is achieved in hybrid organizations, how hiring and socialization policies are formed and how these processes work in these types of hybrid organizations. In this research, the new institutional theory, hybrid organizations and sustainability policies in hybrid organizations were investigated. Since the main purpose of this study is to discover a phenomenon, qualitative research method has been preferred. Interviews and document analysis methods were used as data collection methods. Interviews constitute the primary data source of the research. The secondary data source of the research is the documents. The data obtained have been analyzed with MAXQDA 2020. According to the research findings, it has been determined that hiring and socialization policies are the most critical factors in ensuring sustainability. Finally, it has been observed that training and business practices differ according to the nature of hiring and socialization policies.

Keywords

Institutional Theory, Hybrid Organizations, Hiring Policies, Socialization Policies

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