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İNOVATİF (YENİLİKÇİ) İNSAN KAYNAKLARI UYGULAMALARININ YENİLİK KÜLTÜRÜNE ETKİSİ

Year 2020, Volume: 19 Issue: Temmuz 2020(Özel Ek) - Prof. Dr. Sabri ORMAN Özel Sayısı, 237 - 261, 31.07.2020

Abstract

21. Yüzyıl işletmeleri, hızlı teknoloji ve çevresel değişimlere uyum sağlamak için yenilikçi olmalıdır. İşletmelerin bu karakteri kazanması, örgüte dair yenilikçi uygulama, yaklaşım ve normların çalışanlar tarafından benimsenmesi ile ilgilidir. Bu aslında, yenilikçi değerleri vurgulayan bir kültürün günlük yaşamın bir parçası hâline getirilmesi olup; yenilikçi insan kaynakları uygulamaları, çalışanın bu sürece uyumunu hızlandırmaktadır. Bu araştırmanın amacı; yenilikçi insan kaynakları uygulamalarının yenilik kültürüne etkisini incelemektir. Bu amaçla Capital en büyük 500 listesinde yer alan on beş işletmede pratikte kullanılan yenilikçi insan kaynakları uygulamalarını tespit etmek için, yarı yapılandırılmış mülâkat ve bu uygulamaların yenilik kültürüne etkisini ölçmek için, seksen işletmede anket yapılmıştır. Verilerin analizinde; İK uygulamaları, “yürütme, farkındalık ve tatmin” boyutları altına yerleştirilerek, korelasyon ve regresyon uygulanmıştır. Araştırma sonucunda; “yürütme ve farkındalığın” yenilik kültürü üzerinde doğrudan bir etkiye sahip olmadığı;” tatminin”, yenilik kültürünü pozitif ve anlamlı olarak etkilediği tespit edilmiştir.

References

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THE EFFECT OF INNOVATIVE HUMAN RESOURCES’ PRACTICES ON INNOVATION CULTURE

Year 2020, Volume: 19 Issue: Temmuz 2020(Özel Ek) - Prof. Dr. Sabri ORMAN Özel Sayısı, 237 - 261, 31.07.2020

Abstract

21st Century businesses need to be innovative to adapt to rapid technologicaly and environmental changes. The fact that businesses acquire this character depends on the adoption of innovative practices, approaches and norms of the organization by the employees. This actually makes a culture into a part of daily life, which emphasizes innovative values and innovative human resources practices speed up employees’ compliance. This research aims to; examine the effect of innovative human resources practices on innovation culture. With this aim, semi-structured interviews were conducted to measure the innovative human resources practices in fifteen businesses in the Capital 500 list; also eighty businesses were surveyed to measure the impact of these practices on innovation culture. In the analysis of the data; HR applications were grouped under the dimensions “executive, awareness and satisfaction” and correlation and regression analysis were applied. As a result of the research; it has been determined that “executive and awareness” do not directly impact the innovation culture and “satisfaction” has a significant and positive effect on the innovation culture.

References

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  • Eren, H. & A. Kılıç (2013). Örgütlerde yenilikçilik ortamı: özellikle bir sektör olarak savunma sanayinde durum. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 27 (3), 221-244.
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  • Greenberg, J. & R.A. Baron (1995). Behaviour in organizations: Understanding and managing human side of work. London: Prentice Hall.
  • Gümüş, M. (1995). İşgücüne nitelik kazandıracak bir politika olarak ortaöğretim düzeyindeki mesleki-teknik eğitim ve uygulama sonuçları, Yayınlanmamış Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü, Çalışma Ekonomisi ve Endüstri İlişkileri Anabilim Dalı, İzmir.
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  • Hauser, M. (1998). Organisational culture and innovativeness of firms-an integrative view. International Journal of Technology Management, 16(1-3), 239-255.
  • Hewitt-Dundas, N. (2006). Resource and capability constraints to innovation in small and large plants. Small Business Economics, 26(3), 257-277.
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  • Hornsby, J. S., Kuratko, D. F., & Zahra, S. A. (2002). Middle managers' perception of the internal environment for corporate entrepreneurship: Assessing a measurement scale. Journal of business Venturing, 17(3), 253-273.
  • Hurley, R. F. (1995). Group culture and its effect on innovative productivity. Journal of Engineering and Technology Management, 12(1-2), 57-75.
  • Hurley, R. F., & Hult, G. T. M. (1998). Innovation, market orientation, and organizational learning: an integration and empirical examination. Journal of Marketing, 62(3), 42-54.
  • Ichniowskı, C., Shaw, K., & Prennushi, G. (1997). The effects of human resource management practice on productivity. American Economic Review, 87 (3), 291-313.
  • Jaruzelski, B., & Katzenbach, J. (2012). Building a culture that energizes innovation: creating an innovation culture is notoriously difficult. Here are some fresh insights and a roadmap for tackling the culture conundrum. Financial Executive, 28(2), 32-36.
  • Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264-1294.
  • Jiménez‐Jiménez, D., & Sanz‐Valle, R. (2005). Innovation and human resource management fit: an empirical study. International Journal of Manpower, 26(4), 364-381.
  • Judge, W. Q., Fryxell, G. E., & Dooley, R. S. (1997). The new task of R&D management: creating goal-directed communities for innovation. California Management Review, 39(3), 72-85.
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There are 85 citations in total.

Details

Primary Language Turkish
Subjects Studies on Education
Journal Section Research Articles
Authors

Saadet Ela Pelenk 0000-0002-8068-5518

Publication Date July 31, 2020
Submission Date July 13, 2020
Acceptance Date July 25, 2020
Published in Issue Year 2020 Volume: 19 Issue: Temmuz 2020(Özel Ek) - Prof. Dr. Sabri ORMAN Özel Sayısı

Cite

APA Pelenk, S. E. (2020). İNOVATİF (YENİLİKÇİ) İNSAN KAYNAKLARI UYGULAMALARININ YENİLİK KÜLTÜRÜNE ETKİSİ. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 19(Temmuz 2020(Özel Ek), 237-261.