Stratejik İnsan Kaynakları Yönetimi ve Firma Performansı Arasındaki İlişkide İçsel ve Dışsal Uyumun Moderatör Etkisi: Türk Otomotiv Sektöründe Bir Alan Araştırması

Year 2012, Volume: 12 Issue: 3, 351 - 367, 01.07.2012

Hatice Özutku Melek Çetinkaya

Abstract

Bu çalışmada Stratejik İnsan Kaynakları Yönetimi ve firma performansı arasındaki ilişkide içsel ve dışsal uyumun moderatör etkisi Türk Otomotiv Sektöründe incelenmiştir. Verilerin analizinde tanımlayıcı istatistikler, kümeleme analizi, t testi, korelasyon analizi, hiyerarşik regresyon ve Manova analizi uygulanmıştır. Elde edilen bulgulara göre, stratejik insan kaynakları yönetimi politikaları ve uygulamaları olan firmaların, geleneksel insan kaynakları yönetimi politikaları ve uygulamaları olan firmalara göre daha yüksek performansa sahip oldukları saptanmıştır. Stratejik insan kaynakları yönetimi ve firma performansı arasındaki ilişkide dışsal uyum değişkeni olarak dikkate alınan işletme stratejilerinden yenilik stratejisinin firma performansı değişkenleri olan verimlilik, pazar payı ve ürün kalitesi üzerinde moderatör etkisinin olduğu, fiyat ve kalite stratejilerinin ise firma performansı üzerinde anlamlı bir etkisinin olmadığı anlaşılmıştır. Söz konusu ilişkide içsel uyumun firma performansı değişkenlerinden sadece pazar payı üzerinde moderatör etkiye sahip olduğu ortaya çıkmıştır

Keywords

Stratejik insan kaynakları yönetimi, firma performansı, dışsal uyum, içsel uyum

The Moderating Effect of Internal and External Fit on Relationship between Strategic Human Resource Management and Firm Performance: A Study in Turkish Automotive Industry

Abstract

In this study, the moderating effect of internal and external fit on the relationship between Strategic Human Resource Management and firm performance has been analyzed in Turkish automotive industry. In the analysis of the data, descriptive statistics, cluster analysis, t tests, correlation analysis, hierarchical regression and Manova analysis have been applied. According to the findings obtained, it has been determined that the firms that have Strategic HRM policies and applications have higher performances than firms that have traditional HRM policies and applications. In the relationship between strategic HRM and firm performance, it has been understood that of the business strategies, innovation strategy that has been considered as external fit variable has a moderating effect on productivity, market share and product quality, which are firm performance variables; price and quality strategies on the other hand do not have a significant effect on firm performance. It has been revealed that of the firm performance variables, internal fit has a moderating effect only on market share

Keywords

Strategic human resources management, firm performance, external fit, ınternal fit

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