STRATEJİK İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARININ İNOVASYONUN ARACI ROLÜ İLE ÖRGÜTSEL PERFORMANSA ETKİSİ: MIANDOAB ŞEHRİ EĞİTİM DEPARTMANI ÖRNEK ÇALIŞMASI

Abstract

Stratejik insan kaynakları uygulamaları organizasyonlara özeldir ve bir şirketin verimliliğine, genişlemesine ve büyümesine katkıda bulunmayı amaçlamaktadır. Bu çalışma, örgütsel yeniliği düzenleyici bir faktör olarak dikkate alarak, bu uygulamaların Miandoab şehri eğitim departmanındaki örgütsel performansı nasıl etkilediğini incelemektedir. Bu araştırma, amaç açısından işlevsel, ve veri toplama açısından niceliksel olarak uygulanmakta olup, saha çalışması şeklinde yürütülmektedir. İstatistiksel evren, basit rastgele örnekleme yöntemiyle seçilen 218 kişilik Miandoab şehri eğitim bölümünün tüm uzmanlarıydı. Veri toplamak için üç anket kullanıldı. Soruların geçerliliği doğrulayıcı faktör analizi kullanılarak doğrulanmış ve sonuçlar, stratejik insan kaynakları yönetiminin organizasyonel performans üzerinde %44 ve organizasyonel inovasyon üzerinde ise %76 oranında anlamlı bir etkiye sahip olduğunu göstermiştir. Organizasyonel inovasyon, organizasyonel performansı %59 oranında önemli ölçüde etkilemektedir. Sonuçlar aynı zamanda araştırma topluluğunda örgütsel yeniliğin aracılık rolünü de doğruladı. Bu çalışma, insan kaynaklarının stratejik yönetiminin, dolaylı olarak, örgütsel yeniligin araci yoluyla, %45 etki faktörü ile Miandoab şehrinin eğitim departmanındaki örgütsel performans üzerinde daha büyük bir etkiye sahip olduğunu göstermektedir.

Keywords

• İnsan kaynakları
• örgütsel yenilik
• örgütsel performans
• stratejik insan kaynakları yönetimi

THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE THROUGH THE MEDIATING ROLE OF INNOVATION: A CASE STUDY OF MIANDOAB CITY’S EDUCATION DEPARTMENT

Abstract

Strategic human resources practices are unique to organizations and aim to contribute to a company's efficiency, expansion and growth. This study examines how these practices impact organizational performance in Miandoab city’s education department, taking organizational innovation into account as a moderating factor. This research is functional in terms of purpose and quantitative in data collection conducted as a field study. The statistical population consisted of 218 specilalist from Miandoab’s education department, selected by simple random sampling method. Three questionnaires were used to collect data. The validity of the questions was confirmed using confirmatory factor analysis. The results showed that strategic human resource management has a significant impact of 44% on organizational performance and 76% on organizational innovation. Organizational innovation significantly affects organizational performance with a factor of 59%. The findings also confirmed the mediating role of organizational innovation in the research community. This study indicates that strategic management of human resources indirectly has a greater impact on organizational performance in the education department of Miandoab city through organizational innovation with an impact factor of 45%.

Keywords

• Human resources
• organizational innovation
• Organizational Performance
• Strategic Human Resource Management

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