THE RELATIONSHIP BETWEEN COMPETITIVE STRATEGIES AND HUMAN RESOURCES MANAGEMENT PRACTICES IN PROVIDING SUSTAINABILITY OF UNIVERSITIES: TURKEY CASE

Abstract

The fierce competition experienced in every field in our era together with globalization expands day by day and affects wider areas. One of the sectors in which this competition is experienced is the education sector. Higher education institutions are competing with each other, both nationally and internationally, especially to take place in the high rankings in the international university ranking indices. The present study seeks to examine the relationship between competitive strategies of universities operating in Turkey with human resource management practices. For this purpose, universities operating in Turkey were chosen and their competitive strategies and human resources management practices were examined. Research results revealed that there is a positive relationship between human resource management practices and competitive strategies of the universities studied. It was also observed that human resources management practices have a significant and positive effect on both differentiation and competitive strategies. In addition the results showed that competitive strategies have a significant and positive effect on human resources management patice and rewarding-performance, career, training and development and worker health and job security activities, which are human resources management practices.

Keywords

• Competitive Strategies
• Human Resources Management Practices
• Universities.

ÜNİVERSİTELERİN SÜRDÜRÜLEBİLİRLİKLERİNİN SAĞLANMASINDA REKABET STRATEJİLERİ VE İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARI İLİŞKİSİ: TÜRKİYE ÖRNEĞİ

Abstract

Çağımızda her alanda yaşanan şiddetli rekabet, küreselleşmeyle birlikte günden güne katlanarak daha geniş alanlara etki etmektedir. Rekabetin yaşandığı sektörlerden biri de eğitim sektörüdür. Eğitim sektörü içinde yer alan yükseköğretim kurumları, özellikle uluslararası üniversite sıralama endekslerinde yüksek sıralarda yer alabilmek için hem ulusal alanda hem de uluslararası alanda birbirleriyle kıyasıya rekabet içerisindedirler. Araştırmanın amacı Türkiye’de faaliyet göstermekte olan üniversitelerin rekabet stratejileri ile İKYU arasındaki ilişkinin incelenmesidir. Bu amaç çerçevesinde, Türkiye’de faaliyet göstermekte olan üniversiteler belirlenerek izledikleri rekabet stratejileri ve İKYU’ları incelenmiştir. Araştırma sonunda Türkiye’de faaliyet göstermekte olan üniversitelerin rekabet stratejileri ile İKYU’ları arasında pozitif yönlü bir ilişki olduğu, İKYU’nun rekabet stratejileri üzerinde ve rekabet stratejilerinden farklılaştırma stratejisi üzerinde anlamlı ve pozitif bir etkiye sahip olduğu sonucuna ulaşılmıştır. Ayrıca rekabet stratejilerinin İKYU üzerinde ve İKYU’dan ödüllendirme-performans, kariyer, eğitim ve geliştirme ile işçi sağlığı ve iş güvenliği faaliyetleri üzerinde anlamlı ve pozitif bir etkiye sahip olduğu sonucuna ulaşılmıştır.

Keywords

• Rekabet Stratejileri
• İnsan Kaynakları Yönetimi Uygulamaları
• Üniversiteler

References

1. Acar, A. C. (2015). İnsan kaynakları planlaması ve işgören seçimi. İnsan kaynakları yönetimi içinde (87-109. ss.). İstanbul: İstanbul Üniversitesi İşletme Fakültesi Yayınları.
2. Akgemici, T. (2015). Stratejik yönetim (4. Basım). Ankara: Gazi Kitabevi.
3. Alajmi, S.A. ve Alenezi, M.A. (2016). Human resource management practices and competitive advantage: The mediator role of person-organization fit. Global Journal of Human Resource Management, 4(1), 65-82.
4. Allui, A., ve Sahni, J. (2016). Strategic human resource management in higher education ınstitutions: Empirical evidence from Saudi. Procedia-Social and Behavioral Sciences, 235, 361-371.
5. Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S., ve Daverson Andrew Selemani, R. (2014). The impact of human resource management practices on performance: Evidence from a public university. The TQM Journal, 26(2), 125-142.
6. Ashraf, S., Hussain, I., ve Malik, M. A. (2014). Making the best of it? Human resource management practices in universities of Azad Jammu ve Kashmir. International Journal of Human Resource Studies, 4(4), 48-60.
7. Bacon, N. (2001). Competitive advantage through human resource management: Best practices or core competencies. Human Relations, 54(3), 361-372.
8. Bae, J., ve Lawler, J. J. (2000). Organizational and hrm strategies in Korea: Impact on firm performance in an emerging economy. Academy of Management Journal, 43(3), 502-517.

9. Bal, Y. (2010). Rekabet avantajı yaratmada kaynak temelli yaklaşım bağlamında insan kaynaklarının rolü. Selçuk Üniversitesi İ.İ.B.F. Sosyal ve Ekonomik Araştırmalar Dergisi, 14(20), 267-278.
10. Bal, Y. (2011). Rekabet stratejilerinin insan kaynakları yönetimi uygulamalarına etkisi. (Yayımlanmamış Doktora Tezi). İstanbul Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
11. Batarlienė, N., Čižiūnienė, K., Vaičiūtė, K., Šapalaitė, I., ve Jarašūnienė, A. (2017). The impact of human resource management on the competitiveness of transport companies. Procedia Engineering, 187, 110-116.
12. Becker, B. E. ve Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In Research in Personnel and Human Resource Management, 16, 53-101.
13. Berisha Q., A., ve Kutllovci, E. (2015). The role of human resources in gaining competitive advantage. Journal of Human Resource Management, 18(2), 47-61.
14. Besler, S. (2013). Stratejik yönetim- II (1. Basım). Saray Matbaacılık. Ankara: Anadolu Üniversitesi.
15. Bingöl, D. (2014). İnsan kaynakları yönetimi (9.Basım). İstanbul: Beta Yayıncılık.
16. Bharadwaj, S. G., Varadarajan, P. R., ve Fahy, J. (1993). Sustainable competitive advantage in service industries: a conceptual model and research propositions. Journal of Marketing, 57(4), 83-99.
17. Boxall, P. ve Purcell, J. (2003). Strategy and human resources management. New York: Palgrave Macmillan.
18. Chen, Y.-G. ve Cheng, J.-N. (2012), The relationships amongrecruitment channels, understanding of perspective job, job performance and turnover intention among Taiwanese kindergarden teachers, Social Behavior ve Personality: An International Journal, 40(1), 93-103.
19. Collins, C. J., ve Clark, K. D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46(6), 740-751.
20. Coff, R. W. (1999). How buyers cope with uncertainty when acquiring firms in knowledge-intensive industries: Caveat emptor. Organization Science, 10(2), 144-161.
21. Çamlık, M. (2017). İnsan kaynakları yönetimi uygulamalarının çalışanların mental sağlığı üzerindeki etkisi: Mersin ve Adana illerindeki kamu ve vakıf üniversitelerinde bir uygulama. (Yayımlanmamış Yüksek Lisans Tezi). Mersin Üniversitesi Sosyal Bilimler Enstitüsü, Mersin.
22. Çelik, A. (2007). Kariyer yönetimi ve insan kaynakları uygulamaları (Kollektif) (2. Basım) Ankara: Gazi Kitabevi.
23. Çolak, A. (2012). İnsan kaynakları yönetimi (Kollektif- Edt. Uğur Dolgun) (3. Basım). Bursa: Ekin Yayınevi.
24. David, F.R. (2007). Strategic management: Concepts and cases (11th Edition). Pearson, Prentice Hall.
25. Demo, G., Neiva, E. R., Nunes, I., ve Rozzett, K. (2012). Human resources management policies and practices scale (HRMPPS): Exploratory and confirmatory factor analysis. BAR-Brazilian Administration Review, 9(4), 395-420.
26. Del Brío, J. Á., Fernandez, E., ve Junquera, B. (2007). Management and employee ınvolvement in achieving an environmental action-based competitive advantage: An empirical study. The International Journal of Human Resource Management, 18(4), 491-522.
27. Del Valle, I. D., ve Castillo, M. A. S. (2009). Human capital and sustainable competitive advantage: An analysis of the relationship between training and performance. International Entrepreneurship and Management Journal, 5(2), 139-163.
28. Dessler, G. (1995). Human resource management (8th Edition). New Jersey: Prentice-Hall Inc..
29. Dinçer, Ö. (2007). Stratejik yönetim ve işletme politikası. İstanbul: Alfa Basım Yayım Dağıtım Ltd. Şti..
30. Göksu, N. ve Öz, B. (2008). Etkin ücret yönetiminin işletmeye sağlayacağı yararlar konusunda işgören algılamaları: Bir alan çalışması, Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20, 419-436.
31. Gürbüz, S., ve Bekmezci, M. (2012). İnsan kaynakları yönetimi uygulamalarının bilgi işçilerinin işten ayrılma niyetine etkisinde duygusal bağlılığın aracılık ve düzenleyicilik rolü. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 41(2), 189-213.
32. Harbalıoğlu, H. (2016). İnsan kaynakları yönetimi uygulamalarının örgütsel vatandaşlık davranışına etkisi: Konaklama işletmeleri üzerine bir araştırma. (Yayımlanmamış Yüksek Lisans Tezi). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
33. Iqbal, M. Z., Arif, M. I., ve Abbas, F. (2011). HRM practices in public and private universities of Pakistan: A comparative study. International Education Studies, 4(4), 215-222.
34. Jouda, A. A., Ahmad, U. N. U., ve Dahleez, K. A. (2016). The impact of human resource management practices on employees performance: The case of Islamic University of Gaza in Palestine. International Review of Management and Marketing, 6(4), 1080-1088.
35. Kamau, S. M. (2013). Competitive strategies adopted by private universities in Kenya. University of Nairobi MBA Thesis.
36. Karami, A., Analoui, F., ve Cusworth, J. (2004). Strategic human resource management and resource-based approach: The evidence from the British manufacturing industry. Management Research News, 27(6), 50-68.
37. Kazlauskaitė, R., ve Bučiūnienė, I. (2008). The role of human resources and their management in the establishment of sustainable competitive advantage. Inžinerinė Ekonomika, 5, 78-84.
38. Kettunen, J. (2002). Competitive strategies in higher education. Journal of Institutional Research, 11(2), 38-47.
39. Levine, E. L., Ash, R. A., Hall, H., ve Sistrunk, F. (1983). Evaluation of job analysis methods by experienced job analysts. Academy of Management Journal, 26(2), 339–348. https://doi.org/10.2307/255981
40. Marwat, Z.A., Qureshi, T.M. ve Ramay, M. (2006). Impact of human resource management (HRM) practices on employees performance. The Small Enterprise Conference.
41. McDuffie, J. P. (1995). Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. ILR Review, 48(2), 197-221.
42. McWilliams, A., Van Fleet, D. D., ve Wright, P. M. (2001). Strategic management of human resources for global competitive advantage. Journal of Business Strategies, 18(1), 1-24.
43. Miles, R. E., ve Snow, C. C. (1984). Designing strategic human resources systems. Organizational Dynamics, 13(1), 36-52.
44. Miles, R.E. ve Snow, C.C., (1978). Organizational strategy, structure and process. New York: McGraw-Hill.
45. Mintzberg, H., ve Quinn, J.B. (1996). The strategy process: concepts, contents, cases (3rd Edition). Prentice Hall International.
46. Olufemi, A. J. (2009). An evaluation of human resource management (HRM) practices in Nigerian Universities: The impact of size. The Social Sciences, 4(5), 494-498.
47. Özdemir, Y. (2017). İşe alım/süreç, kavram, uygulama (1. Basım). Sakarya: Sakarya Yayıncılık.
48. Patrick, H. A., ve Sebastian, S. (2012). Human resources management practices’ influence on faculty commitment in higher educational institutions. Asian Journal of Management Research, 3(1), 125-138.
49. Pearce, J. A., ve Robinson, R. B. (2000). Strategic management: Formulation, implementation, and control. Columbus, OH: Irwin/Mcgraw-Hill.
50. Pfeffer, J. (1998). Seven practices of successful organizations. California Management Review, 40(2), 96- 124.
51. Porter, M. E. (1985). Competitive advantage: Creating and sustaining superior performance. New York: Freepress.
52. Porter, M.E. (2008), The five competitive forces that shape strategy, Harvard Business Review, 86(1), 79-93.
53. Porter, M. E. (2015). Rekabet stratejisi: Sektör ve rakip analizi teknikleri (Çev. G. Ulubilgen). İstanbul: Agora Kitaplığı.
54. Prahalad, C. H., ve Hamel, G. (1990). The core competence of the corporation. Harvard Business Review, 68(3), 295-336.
55. Pringle, J. ve Huisman, J. (2011), Understanding universities in Ontario, Canada: An industry analysis using Porter’s Five Forces framework, Canadian Journal of Higher Education, 41(3), 34-77.
56. Qureshi, T. M., Akbar, A., Khan, M. A., Sheikh, R. A., ve Hijazi, S. T. (2010). Do human resource management practices have an impact on financial performance of banks?. African Journal of Business Management, 4(7), 1281-1288.
57. Ronquillo, T.A. (2012), Analysis of competitiveness of Batangas State University college of engineering using Porter’s Five Competitive Forces Model, Proceedings of the 2012 AAEE Conference, Melbourne, 1-3, October.
58. Ruwan, A. (2007). The ımpact of human resource management practices on marketing executive turnover of leasing companies in Sri Lanka. Contemporary Management Research, 3(3), 233-252.
59. Sadullah., Ö. (2015). İnsan kaynakları yönetimine giriş: İnsan kaynakları yönetiminin tanımı, önemi ve çevresel faktörler. İnsan kaynakları yönetimi içinde (1-46. ss.). İstanbul: Beta Yayıncılık.
60. Saha, N. (2012). Clusters as a tool for the development of human resources to strengthen the competitive advantage of the firms. (Unpublished Doctoral Thesis.), Tomas Bata University. Zlín.
61. Schuler, R. S. (1992). Strategic human resources management: Linking the people with the strategic needs of the business. Organizational Dynamics, 21(1), 18-32.
62. Schuler, R.S. ve Macmillan, I. C. (1984). Gaining competitive advantage through human resources management practices. Human Resource Management, 23(3), 225-344.
63. Shahzad, K., Bashir, S. ve Ramay, M.I. (2008). Impact of human resource practices on perceived performance of university teachers in Pakistan, International Review of Business Research Papers, 4(2), 302-315.
64. Smeenk, S.G.A., Eisinga, R.N., Teelken, J.C. ve Doorewaard, J.A.C.M. (2006). The effects of hrm practices and antecedents on organizational commitment among university employees. Journal of Human Resources Management, 17(12), 2035-2054.
65. Suryaningtyas, D., ve Asna, A. (2017). The strategic roles of human resource manager to achieve competitive advantage in hospitality industry. Jurnal Aplikasi Manajemen, 15(1), 169-175.
66. Şimşek, M.Ş. ve Öge H.S. (2009). Stratejik ve uluslararası boyutları ile insan kaynakları yönetimi. Ankara: Gazi Kitabevi.
67. Teir, R. A. A., ve Zhang, R. Q. (2016). The current practices of human resource management in higher education ınstitutions in Palestine. Journal of Human Resources Management and Labor Studies, 4(1), 65-83.
68. Tooksoon, H. M. P. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of Economics and Behavioral Studies, 2(2), 41-49.
69. Uluğ, M., Özden, M.S. ve Eryılmaz, A. (2011). The effects of teachers’ attidutes on students personality and performance. Prodecia-Social and Behavioral Sciences, 30, 738-742.
70. Ulrich, D., ve Lake, D. (1991). Organizational capability: creating competitive advantage. Academy of Management Perspectives, 5(1), 77-92.
71. Velmurugan, S., ve Akhilesh, K. B. (2013). Sustained competitive advantage: Strategic HRM initiatives and consequences in Indian context. In Proceedings of World Academy of Science, Engineering and Technology, 80, 2350-2358.
72. Wright, P. M., ve McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320.
73. Youndt, M. A., Snell, S. A., Dean Jr, J. W., ve Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866.
74. Yükseköğretim Kurulu (2019). Üniversitelerimiz. Erişim adresi: https://www.yok.gov.tr/universiteler/universitelerimiz