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WHAT IS THE MEANING OF “AGILE” FOR HUMAN RESOURCE MANAGEMENT? A SYSTEMATIC REVIEW ON HRM AND AGILITY

Yıl 2023, Cilt: 25 Sayı: 2 , 708 - 739 , 15.06.2023

Merve Gerçek

https://doi.org/10.16953/deusosbil.1260274
https://izlik.org/JA85GC43DA

Öz

The purpose of this study is to examine both conceptual and empirical studies on the relationship between human resource management (HRM) and agility, with the aim of exploring the meaning of "agile" in the context of HRM. To achieve this objective, a systematic review method was employed, which involved the analysis of 27 original research and review articles from journals indexed in SSCI, SCI, SCI-Expanded, ESCI, and SCOPUS. These articles specifically focused on agility in management and organization, encompassing HRM policies, procedures, processes, architecture, and practices. The study findings were evaluated based on various criteria, such as publication year, research objectives, country, research methodology, data collection tools, agility approaches, HRM approaches utilized, and HRM practices investigated. Additionally, the study presented theoretical frameworks and summarized the key findings. According to the systematic review results, HRM has a positive impact on organizational agility, and HRM practices contribute to enhancing organizational performance through agility. The results of this study are expected to provide managers and HR specialists in various sectors with insights on how agile methods can become more effective in organizations or how they can make HRM agile.

Anahtar Kelimeler

Agility Agile Management Organizational Agility Human Resource Management Agile HRM

Proje Numarası

Proje desteği alınmamıştır.

Kaynakça

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  • Alavi, S. & Aghakhani, H. (2022). Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices. International Journal of Productivity and Performance Management, 72 (3), 599-624. https://doi.org/10.1108/IJPPM-05-2020-0232.
  • Alavi, S., Abd. Wahab, D., Muhamad, N., & Arbab Shirani, B. (2014). Organic structure and organisational learning as the main antecedents of workforce agility. International Journal of Production Research, 52(21), 6273-6295. https://doi.org/10.1080/00207543.2014.919420.
  • Alipour, N., Nazari-Shirkouhi, S., Sangari, M. S. & Vandchali, H. R. (2022). Lean, agile, resilient, and green human resource management: the impact on organizational innovation and organizational performance. Environmental Science and Pollution Research, 29(55), 82812-82826. https://doi.org/10.1007/s11356-022-21576-1
  • Al-kasasbeh, A. M., Halim, M. A. S. A. & Omar, K. (2016). E-HRM, workforce agility and organizational performance: A review paper toward theoretical framework. International Journal of Applied Business and Economic Research, 14(15), 10671-10685.
  • Al-Qaralleh, E. R., & Atan, T. (2022). Impact of knowledge-based HRM, business analytics and agility on innovative performance: linear and FsQCA findings from the hotel industry. Kybernetes, 51(1), 423-441. https://doi.org/10.1108/K-10-2020-0684
  • Ambituuni, A., Azizsafaei, F., & Keegan, A. (2021). HRM operational models and practices to enable strategic agility in PBOs: Managing paradoxical tensions. Journal of Business Research, 133, 170-182. https://doi.org/10.1016/j.jbusres.2021.04.048
  • Ananthram, S., & Nankervis, A. (2013). Strategic agility and the role of HR as a strategic business partner: an I ndian perspective. Asia Pacific Journal of Human Resources, 51(4), 454-470. https://doi.org/10.1111/1744-7941.12004
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  • Barney, J., Wright, M., & Ketchen Jr, D. J. (2001). The resource-based view of the firm: Ten years after 1991. Journal of Management, 27(6), 625-641. https://doi.org/10.1177/014920630102700601
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İNSAN KAYNAKLARI YÖNETİMİ (İKY) İÇİN “ÇEVİK” NE ANLAMA GELİYOR? İKY VE ÇEVİKLİK KAVRAMINA İLİŞKİN BİR SİSTEMATİK DERLEME ÇALIŞMASI

Yıl 2023, Cilt: 25 Sayı: 2 , 708 - 739 , 15.06.2023

Merve Gerçek

https://doi.org/10.16953/deusosbil.1260274
https://izlik.org/JA85GC43DA

Öz

Bu çalışmada, İnsan Kaynakları Yönetimi (İKY) ve çeviklik arasındaki ilişkileri konu alan kavramsal ve görgül çalışmaların derinlemesine incelenmesi ve İKY’nin çeviklik bağlamında nasıl incelendiğinin detaylı bir şekilde değerlendirilmesi amaçlanmıştır. Bu amaçla, çeviklik kavramını yönetim ve örgüt bağlamında ele alan, İKY politikaları/prosedürleri/süreçleri/mimarisi/uygulamalarını birlikte içeren, İngilizce ve Türkçe yazılmış, özgün araştırma veya derleme türünde, SSCI, SCI, SCI-Expanded, ESCI ve SCOPUS’ta taranan dergilerde yayınlanan makale türündeki 27 eser sistematik derleme yöntemiyle incelenmiştir. Elde edilen bulgular, eserin yayınlandığı yıl, çalışmanın konusu, örneklemin ait olduğu veya örneklemin belirtilmediği durumlarda ilk yazarın bağlı olduğu ülke, örneklem türü, çalışmanın yöntemi ve veri toplama aracı, kullanılan çeviklik ve İKY yaklaşımları, incelenen İKY uygulamaları, çeviklik ve İKY arasındaki bağlantıyı kurabilmek için kullanılan kuramsal altyapı ve bulguların özeti açısından detaylı biçimde incelenmiştir. Sistematik derleme sonucunda elde edilen bulgulara göre yapılan araştırmalarda İKY’nin çevikliği olumlu yönde etkilediği ve İKY’nin çeviklik aracılığıyla örgütsel performansı arttırdığına ilişkin sonuçların bulunduğu belirlenmiştir. Bu çalışmanın, örgütlerde çevik yöntemlerin nasıl daha etkili hale gelebileceği veya İKY’nin nasıl çevik hale gelebileceği konularında farklı alanlardaki yöneticilere ve İK uzmanlarına ipuçları sağlayabileceği düşünülmektedir.

Anahtar Kelimeler

Çeviklik Çevik Yönetim Örgütsel Çeviklik İnsan Kaynakları Yönetimi Çevik İKY

Destekleyen Kurum

Destekleyen kurum yoktur.

Proje Numarası

Proje desteği alınmamıştır.

Kaynakça

  • Agile Alliance (2001). Agile Manifesto, https://www.agilealliance.org/agile101/the agile-manifesto/, (Erişim Tarihi: 07.01.2023).
  • Ajgaonkar, S., Neelam, N. G., & Wiemann, J. (2022). Drivers of workforce agility: a dynamic capability perspective. International Journal of Organizational Analysis, 30 (4), 951-982. https://doi.org/10.1108/IJOA-11-2020-2507.
  • Alavi, S. & Aghakhani, H. (2022). Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices. International Journal of Productivity and Performance Management, 72 (3), 599-624. https://doi.org/10.1108/IJPPM-05-2020-0232.
  • Alavi, S., Abd. Wahab, D., Muhamad, N., & Arbab Shirani, B. (2014). Organic structure and organisational learning as the main antecedents of workforce agility. International Journal of Production Research, 52(21), 6273-6295. https://doi.org/10.1080/00207543.2014.919420.
  • Alipour, N., Nazari-Shirkouhi, S., Sangari, M. S. & Vandchali, H. R. (2022). Lean, agile, resilient, and green human resource management: the impact on organizational innovation and organizational performance. Environmental Science and Pollution Research, 29(55), 82812-82826. https://doi.org/10.1007/s11356-022-21576-1
  • Al-kasasbeh, A. M., Halim, M. A. S. A. & Omar, K. (2016). E-HRM, workforce agility and organizational performance: A review paper toward theoretical framework. International Journal of Applied Business and Economic Research, 14(15), 10671-10685.
  • Al-Qaralleh, E. R., & Atan, T. (2022). Impact of knowledge-based HRM, business analytics and agility on innovative performance: linear and FsQCA findings from the hotel industry. Kybernetes, 51(1), 423-441. https://doi.org/10.1108/K-10-2020-0684
  • Ambituuni, A., Azizsafaei, F., & Keegan, A. (2021). HRM operational models and practices to enable strategic agility in PBOs: Managing paradoxical tensions. Journal of Business Research, 133, 170-182. https://doi.org/10.1016/j.jbusres.2021.04.048
  • Ananthram, S., & Nankervis, A. (2013). Strategic agility and the role of HR as a strategic business partner: an I ndian perspective. Asia Pacific Journal of Human Resources, 51(4), 454-470. https://doi.org/10.1111/1744-7941.12004
  • Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A.L. (2000). Manufacturing advantage: Why highperformance work systems pay off. London: ILR Press.
  • Aust, I., Brandl, J. & Keegan, A. (2015). State-of-the-art and future directions for HRM from a paradox perspective. Introduction to the special issue. Zeitschrift fur Personalforschung, 29(3-4), 194-213. https://doi.rg/ 10.1688/ZfP-2015-03-Aust
  • Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. Wellbeing: A complete reference guide, 1-28.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
  • Barney, J., Wright, M., & Ketchen Jr, D. J. (2001). The resource-based view of the firm: Ten years after 1991. Journal of Management, 27(6), 625-641. https://doi.org/10.1177/014920630102700601
  • Battour, M., Barahma, M. & Al-Awlaqi, M. (2021). The Relationship between HRM Strategies and Sustainable Competitive Advantage: Testing the Mediating Role of Strategic Agility. Sustainability, 13 (9), 5315. https://doi.org/10.3390/su13095315
  • Becker, G. S. (1962). Investment in human capital: A theoretical analysis. Journal of Political Economy, 70(5, Part 2), 9-49. http://www.nber.org/books/univ62-3
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  • Danese, P., Manfè, V., & Romano, P. (2018). A systematic literature review on recent lean research: state‐of‐the‐art and future directions. International Journal of Management Reviews, 20(2), 579-605. https://doi.org/10.1111/ijmr.12156
  • Denning, S. (2016). How to make the whole organization “Agile”. Strategy & Leadership. 44(4), 10-17. https://doi.org/10.1108/SL-06-2016-0043
  • Denning, S. (2018). Succeeding in an increasingly Agile world. Strategy & Leadership, 46(3), 3-9. https://doi.org/10.1108/SL-03-2018-0021
  • Denning, S. (2020). Agile devri, Okuyan Us.
  • Dhir, S., Kumar, D., & Singh, V. B. (2019). Success and failure factors that impact on project implementation using agile software development methodology. In Software Engineering: Proceedings of CSI 2015 (pp. 647-654). Springer Singapore.
  • Doz, Y. (2020). Fostering strategic agility: How individual executives and human resource practices contribute. Human Resource Management Review, 30(1), 100693. https://doi.org/10.1016/j.hrmr.2019.100693
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  • Ganguly, A., Nilchiani, R., & Farr, J. V. (2009). Evaluating agility in corporate enterprises. International Journal of Production Economics, 118(2), 410-423. https://doi.org/10.1016/j.ijpe.2008.12.009
  • Garcia-Alcaraz, J. L., Maldonado-Macias, A. A., Alor-Hernandez, G., & Sanchez-Ramirez, C. (2017). The impact of information and communication technologies (ICT) on agility, operating, and economical performance of supply chain. Advances in Production Engineering & Management, 12(1), 29. https://doi.org/10.14743/apem2017.1.237
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  • Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management, 59(1), 43-61. https://doi.org/10.1002/hrm.21972
  • Heidt, L., Gauger, F., & Pfnür, A. (2022). Work from Home Success: Agile work characteristics and the Mediating Effect of supportive HRM. Review of Managerial Science, 1-26. https://doi.org/10.1007/s11846-022-00545-5
  • Heilmann, P., Forsten-Astikainen, R., & Kultalahti, S. (2020). Agile HRM practices of SMEs. Journal of Small Business Management, 58(6), 1291-1306. https://doi.org/10.1111/jsbm.12483
  • Junker, T., Bakker, A., & Theunissen, D. D. (2022a). Organizational Agility: Routine Dynamics, Work Design and Proactive Behavior. In Academy of Management Proceedings (Vol. 2022, No. 1, p. 18118). Briarcliff Manor, NY 10510: Academy of Management. https://doi.org/10.5465/AMBPP.2022.18118abstract
  • Junker, T. L., Bakker, A. B., Gorgievski, M. J., & Derks, D. (2022b). Agile work practices and employee proactivity: A multilevel study. Human Relations, 75(12), 2189-2217. https://doi.org/10.1177/00187267211030101
  • Karaçam, Z. (2013). Sistematik derleme metodolojisi: Sistematik derleme hazırlamak için bir rehber. Dokuz Eylül Üniversitesi Hemşirelik Fakültesi Elektronik Dergisi, 6(1), 26-33.
  • Keegan, A., Brandl, J., & Aust, I. (2019). Handling tensions in human resource management: Insights from paradox theory. German Journal of Human Resource Management, 33(2), 79-95. https://doi.org/10.1177/2397002218810312
  • Kettunen P, Laanti M, Fagerholm F, Mikkonen T (2019) Agile in the Era of Digitalization: A Finnish Survey Study. In: Franch X, Männistö T, Martínez-Fernández S (eds) Product-Focused Software Process Improvement. PROFES 2019. Lecture Notes in Computer Science, vol 11915. Springer, Cham. https://doi.org/10.1007/978-3-030-35333-9_28
  • Khan, S. H., Majid, A., & Yasir, M. (2021). Strategic renewal of SMEs: the impact of social capital, strategic agility and absorptive capacity. Management Decision, 59(8), 1877-1894. https://doi.org/10.1108/MD-12-2019-1722
  • Kim, K. C., ElTarabishy, A., & Bae, Z. T. (2018). Humane entrepreneurship: How focusing on people can drive a new era of wealth and quality job creation in a sustainable world. Journal of Small Business Management, 56, 10-29. https://doi.org/10.1111/jsbm.12431
  • Lewis, M. W., Andriopoulos, C., & Smith, W. K. (2014). Paradoxical leadership to enable strategic agility. California Management Review, 56(3), 58-77.
  • Marchington, M. (2015). Human resource management (HRM): Too busy looking up to see where it is going longer term?. Human Resource Management Review, 25(2), 176-187. https://doi.org/10.1016/j.hrmr.2015.01.007
  • Martinez Sánchez, Á., Pérez-Pérez, M., & Vicente-Oliva, S. (2019). Agile production, innovation and technological cooperation: Overlapping priorities of manufacturing firms. Baltic Journal of Management. 14(4), 597-615. https://doi.org/10.1108/BJM-12-2018-0410
  • Martinez-Sanchez, A., & Vicente-Oliva, S. (2022). Supporting agile innovation and knowledge by managing human resource flexibility. International Journal of Innovation Science, (ahead-of-print). https://doi.org/10.1108/IJIS-11-2021-0200
  • McMackin, J., & Heffernan, M. (2021). Agile for HR: fine in practice, but will it work in theory?. Human Resource Management Review, 31(4), 100791. https://doi.org/10.1016/j.hrmr.2020.100791
  • Menon, S., & Suresh, M. (2020). Synergizing education, research, campus operations, and community engagements towards sustainability in higher education: A literature review. International Journal of Sustainability in Higher Education, 21(5), 1015-1051. https://doi.org/10.1108/IJSHE-03-2020-0089
  • Mollet, L. S., & Kaudela-Baum, S. (2022). Critical HR capabilities in agile organisations a cross-case analysis in swiss SMEs. Review of Managerial Science, 1-21. https://doi.org/10.1007/s11846-022-00570-4
  • Muduli, A. (2016). Exploring the facilitators and mediators of workforce agility: an empirical study. Management Research Review, 39(12), 1567-1586. https://doi.org/10.1108/MRR-10-2015-0236
  • Munteanu, A. I., Bibu, N., Nastase, M., Cristache, N., & Matis, C. (2020). Analysis of practices to increase the workforce agility and to develop a sustainable and competitive business. Sustainability, 12(9), 3545. https://doi.org/10.3390/su12093545
  • Narasimhan, R., Swink, M., & Kim, S. W. (2006). Disentangling leanness and agility: an empirical investigation. Journal of Operations Management, 24(5), 440-457. https://doi.org/10.1016/j.jom.2005.11.011
  • Nejatian, M., Zarei, M. H., Nejati, M., & Zanjirchi, S. M. (2018). A hybrid approach to achieve organizational agility: An empirical study of a food company. Benchmarking: An International Journal, 25(1), 201-234. https://doi.org/10.1108/BIJ-09-2016-0147
  • Nijssen, M., & Paauwe, J. (2012). HRM in turbulent times: how to achieve organizational agility?. The International Journal of Human Resource Management, 23(16), 3315-3335.
  • Page, M. J., McKenzie, J. E., Bossuyt, P. M., Boutron, I., Hoffmann, T. C., Mulrow, C. D., ... & Moher, D. (2021). Updating guidance for reporting systematic reviews: development of the PRISMA 2020 statement. Journal of Clinical Epidemiology, 134, 103-112. https://doi.org/10.1016/j.jclinepi.2021.02.003
  • Qin, R., & Nembhard, D. A. (2010). Workforce agility for stochastically diffused conditions—A real options perspective. International Journal of Production Economics, 125(2), 324-334. https://doi.org/10.1016/j.ijpe.2010.01.006
  • Rebentisch, E., Schuh, G., Dölle, C., Mattern, C., & Abel, H. (2018). Defining agile culture using topic modelling. In DS 92: Proceedings of the DESIGN 2018 15th International Design Conference (pp. 2111-2120). https://www.designsociety.org/publication/40608/DEFINING+AGILE+CULTURE+USING+TOPIC+MODELLING
  • Robertson, B. J. (2015). Holacracy: The new management system for a rapidly changing world. Henry Holt and Company.
  • Roper, I., Prouska, R., & Chatrakul Na Ayudhya, U. (2022). The rhetorics of ‘agile’and the practices of ‘agile working’: Consequences for the worker experience and uncertain implications for HR practice. The International Journal of Human Resource Management, 1-28. https://doi.org/10.1080/09585192.2022.2099751
  • Saha, N., Gregar, A., & Sáha, P. (2017). Organizational agility and HRM strategy: Do they really enhance firms’ competitiveness?. International Journal of Organizational Leadership, 6, 323-334. https://ssrn.com/abstract=3335720
  • Salmen, K., & Festing, M. (2022). Paving the way for progress in employee agility research: a systematic literature review and framework. The International Journal of Human Resource Management, 33(22), 4386-4439. https://doi.org/10.1080/09585192.2021.1943491
  • Sarkar, A. (2016). We live in a VUCA World: the importance of responsible leadership. Development and Learning in Organizations: An International Journal, 30(3), 9-12. https://doi.org/10.1108/DLO-07-2015-0062
  • Shafer, R. A., Dyer, L., Kilty, J., Amos, J., & Ericksen, J. (2001). Crafting a human resource strategy to foster organizational agility: A case study. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 40(3), 197-211. https://doi.org/10.1002/hrm.1011
  • Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44(3), 466-473. https://doi.org/10.1016/j.ergon.2014.01.002
  • Singh, A., Singh, K., & Sharma, N. (2013). Knowledge Management: the agile way. In Proceedings of the Information and Knowledge Management. 3(3), 143-152. https://core.ac.uk/reader/234671370
  • Subramanian, N., & Suresh, M. (2022). Assessment framework for agile HRM practices. Global Journal of Flexible Systems Management, 23(1), 135-149. https://doi.org/10.1007/s40171-021-00294-6
  • Teece, D. J., Pisano, G., & Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18(7), 509-533. https://doi.org/10.1002/(SICI)1097-0266(199708)18:7%3C509::AID-SMJ882%3E3.0.CO;2-Z
  • Tolchinsky,P. D. (2015). Accelerating Change: New Ways of Thinking about Engaging the Whole System. Organization Development Journal, 33(4).
  • Tripathi, A., & Dhir, S. (2022). HRD interventions, learning agility and organizational innovation: A PLS-SEM modelling approach. International Journal of Organizational Analysis. (ahead-of-print) https://doi.org/10.1108/IJOA-12-2021-3064
  • Türk Dil Kurumu (2022), Türkçe Sözlük, https://sozluk.gov.tr/, (Erişim Tarihi 11.11.2022).
  • Ulrich, D. & Grochowski, J. (2018). Building a world class HR department, Strategic HR Review, 17(4), 181-185. https://doi.org/10.1108/SHR-05-2018-0046
  • Walter, A. T. (2021). Organizational agility: ill-defined and somewhat confusing? A systematic literature review and conceptualization. Management Review Quarterly, 71, 343-391. https://doi.org/10.1007/s11301-020-00186-6
  • Wendler, R. (2013). The structure and components of agility–a multi-perspective view. Informatyka Ekonomiczna, (28), 148-169.
  • Werder, K., & Maedche, A. (2018). Explaining the emergence of team agility: a complex adaptive systems perspective. Information Technology & People, 31(3), 819-844. https://doi.org/10.1108/ITP-04-2017-0125
  • Williamson, O. E. (1971). The vertical integration of production: market failure considerations. The American Economic Review, 61(2), 112-123. https://www.jstor.org/stable/1816983
  • Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International Journal of Human Resource Management, 5(2), 301-326. https://doi.org/10.1080/09585199400000020
  • Zavyalova, E., Sokolov, D., & Lisovskaya, A. (2020). Agile vs traditional project management approaches: Comparing human resource management architectures. International Journal of Organizational Analysis. 28 (5), 1095-1112. https://doi.org/10.1108/IJOA-08-2019-1857
Toplam 79 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Derleme
Yazarlar

Merve Gerçek 0000-0002-7076-8192

Proje Numarası Proje desteği alınmamıştır.
Gönderilme Tarihi 4 Mart 2023
Yayımlanma Tarihi 15 Haziran 2023
DOI https://doi.org/10.16953/deusosbil.1260274
IZ https://izlik.org/JA85GC43DA
Yayımlandığı Sayı Yıl 2023 Cilt: 25 Sayı: 2

Kaynak Göster

APA Gerçek, M. (2023). İNSAN KAYNAKLARI YÖNETİMİ (İKY) İÇİN “ÇEVİK” NE ANLAMA GELİYOR? İKY VE ÇEVİKLİK KAVRAMINA İLİŞKİN BİR SİSTEMATİK DERLEME ÇALIŞMASI. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 25(2), 708-739. https://doi.org/10.16953/deusosbil.1260274

Cited By

Redefining Organizational Culture for the Digital Age: A Model Proposal for Digital Organizational Culture
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https://doi.org/10.51803/yssr.1455398
İnsan Odaklı Çevik Performans Yönetimi
Uluslararası Yönetim Akademisi Dergisi
https://doi.org/10.33712/mana.1576425

Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Aile Yılı Özel Sayısı Çağrısı
Sayı Editörü
Prof. Dr. NEBİYE KONUK KANDEMİR

Sevgili Araştırmacılar ve Değerli Yazarlar,
Aile, toplumun temel yapı taşıdır ve bireylerin gelişimi ile sosyal yaşamın şekillenmesinde kritik bir rol oynamaktadır. Aile yapıları ve dinamikleri, tarihsel, kültürel ve toplumsal faktörlerle şekillenirken, bu faktörlerin aile içerisinde yaşanan sorunları, ilişkileri ve güç dengelerini nasıl etkilediği büyük bir önem taşımaktadır. 2025 yılı "Aile Yılı" olarak ilan edilmesi, aile olgusunun daha geniş bir perspektiften ele alınmasını ve bu konudaki farkındalığın artırılmasını hedeflemektedir.
Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, "Cilt: 28 Sayı: Özel Sayı" olarak 2026 yılında yayımlanacak olan Aile Yılı Özel Sayısı'na yönelik makale çağrısında bulunmaktadır. Bu özel sayı, aile yapılarını, rollerini ve dinamiklerini inceleyen çalışmalara ev sahipliği yapmayı hedeflemektedir.
Aile ile ilgili çalışmalara olan ihtiyaç, yalnızca bireysel düzeyde değil, toplumsal düzeyde de açıktır. Son yıllarda, aile içi ilişkilerin sağlıklı bir şekilde sürdürülmesi, toplumsal cinsiyet eşitliği, kadın hakları, çocuk sağlığı ve eğitim gibi konular ön plana çıkmış, bu konularda yapılacak bilimsel araştırmaların önemi artmıştır. Aile Yılı Özel Sayısı'nın hazırlanması, bu kritik meselelerin sistematik bir biçimde incelenmesine ve topluma duyurulmasına olanak sağlayacaktır.
Bu özel sayı, aile dinamiklerini, ilişkilerini ve sorunlarını derinlemesine inceleyen, özgün ve yenilikçi çalışmaları bir araya getirerek, alanında önemli bir kaynak oluşturmayı hedeflemektedir. Ayrıca, uzmanların görüşleri ve çeşitli disiplinlerden gelen katkılar sayesinde, aile kavramına dair güncel bakış açıları sunulacak, toplumsal fayda sağlanacaktır.
Aşağıda, özel sayıda kabul edilebilecek (ama bunlarla sınırlı olmayan) güncellenmiş konular listesi yer almaktadır:

• Aile Yapıları ve Değişimi
• Geleneksel ve Modern Aile Rolleri
• Aile İçi İletişim ve İlişkiler
• Ailedeki Psiko-Sosyal Dinamikler
• Aile İlişkilerinde Kültürel Farklılıklar
• Evlilik ve Boşanma Dinamikleri
• Aile ve Çocuk Gelişimi
• Ebeveynlik Stilleri ve Çocuk Üzerindeki Etkileri
• Aile Ekonomisi ve Sosyal Politika
• Aileyi Etkileyen Toplumsal Değişimler
• Aile ve Eğitim İlişkisi
• Ailede Şiddet ve Koruma Mekanizmaları
• Aile İçi Sağlık ve Refah
• Kadınların Aile İçindeki Rolü ve Değişen Dinamikleri
• Kadın Hakları ve Aile İlişkileri
• Kadının Aile Üyeleriyle İlişkileri ve Güç Dinamikleri
• Ailede Cinsiyet Eşitliği
İki bağımsız anonim hakem tarafından değerlendirmeden geçecek makaleler, kabul edilmesi halinde, Aralık 2026'da yayımlanacak özel sayımızda yer alacaktır. Gelecek sayıların dolmuş olması ve süreçte makale yoğunluğunun bulunması nedeniyle dergimiz, özel sayı dışında makale kabulüne kapalıdır. Özel sayı dışında dergimize gönderilen makaleler iade edilecektir.
Saygılarımızla