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Year 2013, Volume: 15 Issue: 1, 40 - 58, 01.03.2013

Abstract

The purpose of this study is to examine the effect of perceived commitment-based human resource system on perceived developmental culture and innovative work behavior. Data of the study was gathered from 121 employees in companies that produce spare parts for the automotive industry. Data collection was carried out via a questionnaire survey. According to the findings of the study, perceived commitment-based human resource system has positive effect on perceived developmental culture. Additionally developmental culture partially mediates the relationship between perceived commitment-based human resource system and innovative work behavior.

References

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Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi

Year 2013, Volume: 15 Issue: 1, 40 - 58, 01.03.2013

Abstract

Bu araştırmanın amacı, algılanan bağlılık tabanlı insan kaynakları sisteminin algılanan gelişim kültürüne ve yenilikçi iş davranışına etkisini incelemektir. Araştırma verileri taşıt araçları imalat endüstrisine parça üreten işletmelerde görev yapan 121 çalışandan toplanmıştır. Veri toplama çalışması anket yöntemiyle gerçekleştirilmiştir. Araştırma sonucunda elde edilen bulgulara göre, algılanan bağlılık tabanlı insan kaynakları sisteminin algılanan gelişim kültürünü pozitif yönde etkilediği belirlenmiştir. Ayrıca, algılanan bağlılık tabanlı insan kaynakları sistemi ile yenilikçi iş davranışı arasındaki ilişkide gelişim kültürünün kısmi aracılık etkisi olduğu ortaya çıkmıştır.

References

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  • Akkoç, İ., Çalışkan, A. ve Turunç, Ö. (2012a). Örgütlerde Gelişim Kültürü ve Algılanan Örgütsel Desteğin İş Tatmini ve İş Performansına Etkisi: Güvenin Aracılık Rolü. Yönetim ve Ekonomi, 19:1, 105-135.
  • Akkoç, İ., Çalışkan, A. ve Turunç, Ö. (2012b). Örgüt Kültürünün Girişimciliğe Etkisinde Öz Yeterliliğin Düzenleyici Rolü. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14: 3, 19-42.
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  • Arthur, J. B. (1994). Effects of Human Resource Systems on Manufacturing Performance and Turnover. The Academy of Management Journal, 37: 3, 670-687.
  • Arthur, J. B. (1992). The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills. Industrial and Labor Relations Review, 45: 3, 488-506.
  • Axtell, C. M., Holman, D. J., Unsworth, K. L., Wall, T. D., Waterson, P. E. ve Harrington, E. (2000). Shopfloor Innovation: Facilitating the Suggestion and Implementation of Ideas. Journal of Occupational and Organizational Psychology, 73, 265-285.
  • Barney, J. B. ve Wright, P. M. (1998). On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage. Human Resource Management, 1998, 37: 1, 31– 46.
  • Baron, R. M. ve Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51: 6, 1173-1182.
  • Becker, B. E. ve Gerhart, B. (1996). The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. The Academy of Management Journal, 39: 4, 779-801.
  • Becker, B. E. ve Huselid, M. A. (1998). High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources Management, 16, 53-101.
  • Becker, B. E. ve Huselid, M. A. (2006). Strategic Human Resources Management: Where Do We Go From Here? Journal of Management, 32, 898-925.
  • Bowen, D. E. ve Ostroff, C. (2004). Understanding HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System. Academy of Management Review, 29: 2, 203–221.
  • Cabrera, E. F. ve Bonache, J. (1999). An Expert HR System for Aligning Organizational Culture and Strategy. Human Resource Planning, 51-60.
  • Cameron, K. S. ve Quinn, R. E. (1999). Diagnosing and Changing Organizational Culture. Reading: Addison-Wesley.
  • Ceylan, C. (2013). Commitment-Based HR Practices, Different Types of Innovation Activities and Firm Innovation Performance. The International Journal of Human Resource Management, 24:1, 208-226, DOI:10.1080/09585192.2012.680601. Version of record first published: 18 Apr 2012.
  • Chan, L. L. M., Shaffer, M. A. ve Snape, E. (2004). In Search of Sustained Competitive Advantage: The Impact of Organizational Culture, Competitive Strategy and Human Resource Management Practices On Firm Performance. The International Journal of Human Resource Management, 15:1, 17-35.
  • Chang, E. (2005). Employees’ Overall Perception of HRM Effectiveness. Human Relations, 58: 4, 523–544.
  • Collins, C. J. ve Smith, K. G. (2006). Knowledge Exchange and Combination: The Role of Human Resource Practices in the Performance of High-Technology Firms. Academy of Management Journal, 49: 3, 544–560.
  • Çekmecelioğlu, H. G. (2006). Örgüt İklimi, Duygusal Bağlılık Ve Yaratıcılık Arasındaki İlişkilerin Değerlendirilmesi: Bir Araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 20: 2, 295- 311.
  • Delery, J. E. ve Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. The Academy of Management Journal, 39: 4, 802-835.
  • Denison, D. R. ve Spreitzer, G. M. (1991). Organizational Culture and Organizational Development: A Competing Values Approach. Research in Organizational Change and Development, 5, JAI Press, s. 1-21.
  • Diamantopoulos, A. ve Winklhofer, H. M. (2001). Index Construction with Formative Indicators: An Alternative to Scale Development. Journal of Marketing Research, 38: 2, 269-277.
  • Dorenbosch, L., Van Engen, M. L. ve Verhagen, M. (2005). On-the-job Innovation: The Impact of Job Design and Human Resource Management through Production Ownership. Creativity and Innovation Management, 14: 2, 129-141.
  • Duygulu, E. ve Ozeren, E. (2009). The Effects of Leadership Styles and Organizational Culture on Firm’s Innovativeness. African Journal of Business Management, 3: 9, 475-485.
  • Egan, T. M. (2005). Factors Influencing Individual Creativity in the Workplace: An Examination of Quantitative Empirical Research. Advances in Developing Human Resources, 7: 2, 160- 181.
  • Erdil, O., Alpkan, L. H. ve Biber, L. (2004). İnsan Kaynakları Uygulamalarıyla Örgütsel Performans Arasındaki İlişkileri Araştırmaya Yönelik Bir İnceleme. D.E.Ü. İ.İ.B.F.Dergisi, 19:2, 101-122
  • Eroğlu, A. (2008). Faktör analizi, SPSS Uygulamalı çok değişkenli istatistik teknikleri. Editör: Şeref Kalaycı, 3. Baskı, Ankara, Asil Yayın Dağıtım, s. 321-331.
  • Fernandez, S. ve Pitz, D. W. (2011) Understanding Employee Motivation to Innovate: Evidence from Front Line Employees in United States Federal Agencies. The Australian Journal of Public Administration, 70: 2, 202–222.
  • Gundry, L. K., Kickul, J. R. ve Prather, C. W. (1994). Building the Creative Organization. Organizational Dynamics, 22, 22-37.
  • Hartog, D. N. ve Verburg, R. M. (2004). High Performance Work Systems, Organisational Culture and Firm Effectiveness. Human Resource Management Journal, 14: 1, 55-78.
  • Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38: 3, 635-872.
  • Jackson, S. E., Schuler, R. S. ve Rivero, J. C. (1989). Organizational Characteristics as Predictors of Personnel Practices. Personnel Psychology, 42: 4, 727-786.
  • Jackson, S. E. ve Schuler, R. S. (1995). Understanding Human Resource Management in the Context of Organizations and Their Environments. Annual Review of Psychology. 46, 237-264.
  • Janssen, O. (2000). Job Demands, Perceptions of Effort - Reward Fairness and Innovative Work Behaviour. Joumal of Occupational and Organisational Psychology, 73, 287-302.
  • Janssen, O. (2004). How Fairness Perceptions Make Innovative Behavior More or Less Stressful. Journal of Organizational Behavior, 25, 201–215.
  • Janssen, O. (2005). The Joint Impact of Perceived Influence and Supervisor Supportiveness on Employee Innovative Behaviour. Journal of Occupational and Organizational Psychology, 78, 573-579.
  • Jarvis, C. B., MacKenzie, S. B. ve Podsakoff, P. M. (2003). A Critical Review of Construct Indicators and Measurement Model Misspecification in Marketing and Consumer Research. Journal of Consumer Research, 30, 199-218.
  • Kayalar, M. ve Özmutaf, N. M. (2007). Gelişme Yönelimli Kurum Kültürü ile Yöneticinin Yönetsel Tutumları Arasındaki İlişkisellik: 100 Büyük Sanayi Kuruluşunda Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 12: 3, 163-176.
  • Krause, D. E. (2004). Influence-Based Leadership as a Determinant of the Inclination to Innovate and of Innovation-Related Behaviours. An Empirical Investigation. The Leadership Quarterly, 15, 79–102.
  • Kwon, K., Bae, J. ve Lawler, J. J. (2010). High Commitment HR Practices and Top Performers Impacts on Organizational Commitment. Management International Review, 50: 1, 57-80.
  • Lau, C. M., ve Ngo, H. Y. (1996). One Country Many Cultures: Organizational Culture of Firms of Different Country Origins. International Business Review, 5, 469– 486.
  • Lau, C. M. ve Ngo, H. Y. (2004). The HR System, Organizational Culture, and Product Innovation. International Business Review, 13, 685–703.
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Details

Other ID JA23BT94HK
Journal Section Articles
Authors

Yard.doç.dr.canan Ceylan This is me

Publication Date March 1, 2013
Published in Issue Year 2013 Volume: 15 Issue: 1

Cite

APA Ceylan, Y. (2013). Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi. ISGUC The Journal of Industrial Relations and Human Resources, 15(1), 40-58.
AMA Ceylan Y. Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi. isguc. March 2013;15(1):40-58.
Chicago Ceylan, Yard.doç.dr.canan. “Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü Ve Yenilikçi İş Davranışına Etkisi”. ISGUC The Journal of Industrial Relations and Human Resources 15, no. 1 (March 2013): 40-58.
EndNote Ceylan Y (March 1, 2013) Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi. ISGUC The Journal of Industrial Relations and Human Resources 15 1 40–58.
IEEE Y. Ceylan, “Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi”, isguc, vol. 15, no. 1, pp. 40–58, 2013.
ISNAD Ceylan, Yard.doç.dr.canan. “Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü Ve Yenilikçi İş Davranışına Etkisi”. ISGUC The Journal of Industrial Relations and Human Resources 15/1 (March 2013), 40-58.
JAMA Ceylan Y. Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi. isguc. 2013;15:40–58.
MLA Ceylan, Yard.doç.dr.canan. “Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü Ve Yenilikçi İş Davranışına Etkisi”. ISGUC The Journal of Industrial Relations and Human Resources, vol. 15, no. 1, 2013, pp. 40-58.
Vancouver Ceylan Y. Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi. isguc. 2013;15(1):40-58.