YENİLİKÇİ İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARININ YENİLİK ODAKLI BİR KÜLTÜR OLUŞTURMADAKİ ROLÜ

Year 2017, Volume: 1 Issue: 2, 57 - 68, 30.12.2017

Ayşe Günsel Saadet Ela Pelenk

Abstract

In the 21st century, it is almost impossible for businesses to maintain their existence and compete without innovating. In this context, businesses are expected to improve existing products or add innovations to existing products to innovate continuously. The business which acquires this character, the organization is concerned with the adoption of innovative practices, approaches and norms. This is, in fact a culture that emphasizes innovative values which is ossified and made part of everyday life. Therefore applications of HRM accelerates the adaptation of employees to innovation. However, in the literature there is no empirical study explaining the relationship between these two variables. The aim of the research is to determine the impact of innovative human resource practices on a culture that triggers innovation. The results show that applications of HRM which are carried out with an innovative approach, provides an important contribution to the relevant article to emphasize the premise role that their practice is in terms of the construction and continuity of an innovative organizational culture.

Keywords

Innovation, Culture of Innovation

References

• Agarwala B. vd. (2003). Innovative human resource practices and organizational commitment: an empirical ınvestigation, The International Journal of Human Resource Management, 14(2).
• Aycan, Z., Kanungo, R. N. ve Sinha, J. B. P. (1999). Organizational culture and human resource management practices: the model of culture fit, Journal of Cross Cultural Psychology, 30(4), 501-526.
• Businessweek (2005). Managing Google Ideas Factory.Erişim tarihi:1 Ocak 2007, http://www.businessweek. com/magazine/content/05_40/b395093.html.
• Claver, E., J. Llopis, D. Garcia, ve H. Molina (1998). Organizational culture for ınnovation and new technological behavior, Journal of High Technology Management Research, 9 (1), 55-68.
• Crossan M. ve Apaydin M. (2010). A multi-dimensional framework of organizational ınnovation: a systematic review of the literature, Journal of Management Studies, 47(6), 1154-1191.
• Damanpour, F. (1991). Organizational ınnovation: a meta-analysis of effects of determinants and moderators, Academy of Management Journal, 34 (3), 555-590.
• Dobni, C. B. (2008). Measuring innovation culture in organizations: the development of a generalized ınnovation culture construct using exploratory factor analysis, European Journal Of Innovation Management, 11(4), 539-559.
• Hannan, M. ve Freeman J. (1974). Environment and the structure of organizations, Presented At Annual Meeting Of The American Sociological Association, Montreal.
• Herzog, P. (2011). Open and Closed Innovation: Different Cultures for Different Strategies, Germany: Gabler Verlag.
• 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.
• Jucevıčıus, G. (2007). Innovation culture: constable universality of the concept, Kaunas University of Tecnology, Social Sciences, 4(58).
• Khazanchi S., Lewis M. W. ve Boyer K. K. (2007). Innovation- supportive culture: the impact of organizational values on process innovation, Journal of Operations Management, 25(4), 871.
• Kanungo, R. N. ve Jaeger, A. M. (1990). Introduction: The Need For İndigenous Management In Developing Countries,
• Jaeger A. M. ve R. N. Kanungo (Der.) Management in Developing Countries içinde, London: Routledge, 123.
• Laursen, K. ve Foss, N. (2003). New hrm practices, complementarities and the ımpact on ınnovation performance, Cambridge Journal Of Economics, 27, 43–63.
• Lemon M. ve Sahota P. S. (2004). Organizational culture as a knowledge repository for ıncreased ınnovative capacity technovation, Science Direct Journal, 24(6), 483–498.
• Oslo (1995). “Oslo Raporu”. Erişim tarihi:4 Mayıs 2015. http://Www.Tubitak.Gov.Tr/Tubitak_ Content_Files/ Btypd/Kilavuzlar/Oslo_3_Tr.Pdf.
• Önder, Ç. ve Üsdiken, H. (2010). Örgüt Kuramları, Selami S. ve Şükrü Ö. (Der), İstanbul: İmge Kitabevi.
• Martins, E. ve Martins, N. (2002). An organizational culture model to promote creativity and innovation, SA Journal Of Industrial Psychology, 28(4), 58-65.
• Martins, E. C. ve F. Terblanche (2003). Building organizational culture that stimulates creativity and innovation, European Journal Of Innovation Management, 6(1): 66-74.
• McLean, L. D. (2005). Organizational cultures ınfluence on creativity and innovation: a review of the literature and implications for human resource development, Advances In Developing Human Resources, 7(2), 226-246.
• Mcelwee ve Warren (2000). TQO and HRM in growing organizations, Journal of Stratejic Change, 9(7), 427.
• Schein, E.H. (1985). How Culture Forms, Develops and Changes, San Francisco, California: Jossey Bass.
• Saffold, G.(1988, Ekim). Culture traits, strength, and organizational performance: moving beyond strong culture, The Academy of Management Review,13(4), 546-558.
• Peçen, Ümit ve Nihat Kaya (2013). Amerika Birleşik Devletleri firmalarında insan kaynakları yönetimi uygulamaları, organizasyonel iklim ve organizasyonel yenilikçilik düzeyi, Doğuş Üniversitesi Dergisi, 14 (1), 95-111.
• Shipton, H., Wets, M. A., Dawson, J., Birdi, K. ve Patterson, M. (2006). HRM as predictor of ınnovation, Human Resources Management Journal, 16(1), 3-27.
• Schumpeter J. A. (1934), The Theory of Economic Development: An Inquiry into Profits, Capital, Credit, Interest and the Business Cycle, Cambridge: Harvard University Press,
• Snıukas, Marc (2007). “Reshaping Strategy The Content, Process, and Context of Strategic Innovation”.Erişim tarihi:10 Ekim 2014. http://www.sniukas.com/wp-content/upload s/Reshaping_Sniukas.pdf/.
• Som, Ashok (2008). Innovative human resource management and corporate performance in the context of economic liberalization in India, The International Journal of Human Resource Management, 19(7), 1278–1297.
• Sucu, Y. (2000). Örgütsel Değişim, Ankara: Elit Yayıncılık.
• Tidd J., Bessant J. ve Pavitt K. (2001). Managing Innovation: Integrating Technological, Market and Organizational Change (2nd Ed.), Chichester: John Wiley and Sons Inc,
• Tzafrir, S. (2003). The consequences of emerging hrm practices, trust in their managers, Journal of Personnel Review, 33, 624-647.
• Ürper, Yılmaz (2008). Girişimcilik (Ed.Yavuz Odabaşı). Eskişehir: Anadolu Üniversitesi Yayınları.
• Valencia J. C. N., Valle R. S. ve Jiménez D. J. (2010). Organizational culture as determinant of product innovation, European Journal of Innovation Management, 13(4), 466-480.
• Van der Panne G., Van Beers C. ve Kleinknecht A. (2003). Success and failure of ınnovation: a literature review, International Journal of Innovation Management, 7(3), 309-338.
• Walsworth, S. ve Verma, A. (2007). Globalization, human resource practices and ınnovation: recent evidence from the canadian workplace and employee survey, Industrial Relations, 46(2), 222-240.
• Wang, C. L. ve Ahmed, P. K. (2004). The development and validation of the organisational innovativeness construct using confirmatory factor analysis, European Journal Of Innovation Management, 7(4), 303-313.
• Yeşil S. (2010). Küreselleşme ve işletmelerin küreselleşme süreçleri: karşılaşılan fırsatlar ve tehditler, Ekonomik ve Sosyal Araştırmalar Dergisi, 6(1), 22-72.
• BTSO (2014). “İnovasyon Nedir? ve Şirketlere Ne Getirir?”. Erişim tarihi: 11 Aralık 2015, http://www.btso.org.tr/databank.