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Yıl 2013, Cilt: 15 Sayı: 1, 40 - 58, 01.03.2013

Yard.doç.dr.canan Ceylan

Öz

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.

Anahtar Kelimeler

Commitment-Based Human Resource System Developmental Culture Innovative Work Behavior Human Capital Management

Kaynakça

  • Akkoç, İ., Turunç, Ö. ve Çalışkan, A. (2011). Gelişim Kültürü ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13: 4, s. 83-114.
  • 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.
  • Amabile, T. M., Conti, R., Coon, H., Lazenby, J. ve Herron, M. (1996). Assessing the Work Environment for Creativity. Academy of Management Journal, 39: 5, 1154-1184.
  • 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.
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  • 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.
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Algılanan Bağlılık Tabanlı İnsan Kaynakları Sisteminin Algılanan Gelişim Kültürü ve Yenilikçi İş Davranışına Etkisi

Yıl 2013, Cilt: 15 Sayı: 1, 40 - 58, 01.03.2013

Yard.doç.dr.canan Ceylan

Öz

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.

Anahtar Kelimeler

Bağlılık Tabanlı İnsan Kaynakları Sistemi Gelişim Kültürü Yenilikçi İş Davranışı İnsan Sermayesi Yönetim

Kaynakça

  • Akkoç, İ., Turunç, Ö. ve Çalışkan, A. (2011). Gelişim Kültürü ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü. "İş, Güç" Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13: 4, s. 83-114.
  • 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.
  • Amabile, T. M., Conti, R., Coon, H., Lazenby, J. ve Herron, M. (1996). Assessing the Work Environment for Creativity. Academy of Management Journal, 39: 5, 1154-1184.
  • 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.
  • Laursen, K. ve Foss, N. J. (2003). New Human Resource Management Practices, Complementarities and the Impact on Innovation Performance. Cambridge Journal of Economics, 27, 243-263.
  • Lee, C. H. ve Bruvold, N. T. (2003). Creating Value for Employees: Investment in Employee Development. International Journal of Human Resource Management, 14: 6, 981–1000.
  • Lepak, D. P. ve Snell, S. A. (1999). The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development. The Academy of Management Review, 24: 1, 31-48.
  • Lepak, D. P. ve Snell, S. A. (2002). Examining the Human Resource Architecture: The Relationships among Human Capital, Employment, and Human Resource Configurations, Journal of Management, 28: 4, 517-543.
  • Lepak, D. P., Liao, H., Chung, Y. ve Harden, E. E. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management, 25, 217–271.
  • Lopez-Cabrales, A., Pérez-Luño, A. ve ValleCabrera, R. (2009). Knowledge as a Mediator between HRM Practices and Innovative Activity. Human Resource Management, 48: 4, 485– 503.
  • Martins, E. C. ve Terblanche, F. (2003). Building Organisational Culture That Stimulates Creativity and Innovation. European Journal of Innovation Management, 6: 1, 64-74.
  • McDuffie, J. P. (1995). HR Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry. Industrial & Labor Relations Review, 48, 197–221.
  • Miron, E., Erez, M. ve Naveh, E. (2004). Do Personal Characteristics and Cultural Values that Promote Innovation, Quality, and Efficiency Compete or Complement Each Other? Journal of Organizational Behavior, 25, 175–199.
  • NG, T. W. H. ve Feldman, D. C. (2012). Age and Innovation-Related Behavior: The Joint Moderating Effects of Supervisor Undermining and Proactive Personality. Journal of Organizational Behavior, DOI: 10.1002/job.1802.
  • Nishii, L. H., Lepak, D. P. ve Schneider, B. (2008). Employee Attributions of the “Why” of HR Practices: Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction. Personnel Psychology, 61, 503–545.
  • Nunnally, J. C. (1978). Psychometric theory (2nd ed.). New York: McGraw-Hill. Öktem, M. K., Leblebici, D. N., Arslan, M., Kılıç, M. ve Aydın, M. D. (2003). Girişimci Örgütsel Kültür ve Çalışanların İç Girişimcilik Düzeyi: Uygulamalı Bir Çalışma. H. Ü. İktisadi ve İdari Bilimler Fakültesi Dergisi, 21:1, 169-188.
  • Palthe, J. ve Kossek, E. E. (2003). Subcultures and Employment Modes: Translating HR Strategy into Practice. Journal of Organizational Change Management, 16: 3, 287-308.
  • Podsakoff, P. ve Organ, D. (1986). Self-Reports in Organizational Research: Problems and Prospects. Journal of Management, 12, 531–544.
  • Quinn, R. E. (1988). Beyond Rational Management. San Francisco: JosseyBass. Quinn, R. E., ve Spreitzer, G. M. (2001). The Psychometrics of the Competing Values Culture Instrument and an Analysis of the Impact of Corporate Culture on Quality of Life. Research in Organizational Change and Development, eds. R. W. Woodman and W. A. Pasmore, Greenwich, CT: JAI Press, s. 115–142.
  • Ramamoorthy, N., Flood, P. C., Slattery, T. ve Sardessai, R. (2005). Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model. Creativity and Innovation Management, 14: 2, 142-150.
  • Robert, C. ve Wasti, S. A. (2002). Organizational Individualism and Collectivism: Theoretical Development and an Empirical Test of a Measure. Journal of Management, 28: 4, 544-566.
  • Sanders, K., Dorenbosch, L. ve De Reuver, R. (2008). The Impact of Individual and Shared Employee Perceptions of HRM on Affective Commitment: Considering Climate Strength. Personnel Review, 37: 4, 412 – 425.
  • Schepers, P. ve Van Den Berg, P. T. (2007). Social Factors of Work Environment Creativity. Journal of Business and Psychology, 21: 3, 407-428.
  • Schneider, S. C. (1988). National vs. Corporate Culture: Implications for Human Resource Management. Human Resource Management, 27: 2, 231–246.
  • Schuler, R. S. ve Jackson, S. E. (1987). Linking Competitive Strategies with Human Resource Management Practices. The Academy of Management Executive, 1: 3, 207-219.
  • Schwartz, H. ve Davis, S. M. (1981). Matching Corporate Culture and Business Strategy. Organizational Dynamics, 10, 30-48.
  • Scott, S. G. ve Bruce, R. A. (1994). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. The Academy of Management Journal, 37: 3, 580-607.
  • Shalley, C. E. ve Gilson, L. L. (2004). What Leaders Need to Know: A Review of Social and Contextual Factors that can Foster or Hinder Creativity. The Leadership Quarterly, 15, 33–53.
  • Shipton, H., Fay, D., West, M., Patterson, M. ve Birdi, K. (2005). Managing People to Promote Innovation. Creativity and Innovation Management, 14: 2, 118- 128.
  • Tichy, N. M. (1982). Managing Change Strategically: The Technical Political and Cultural Keys. Organizational Dynamics, 11, 59-80.
  • Tsui, A. S., Pearce, J. L., Porter, L. W. ve Hite, J. P. (1995). Choice of EmployeeOrganization Relationship: Influence of External and Internal Organizational Factors. G.R. Ferris (Ed.), Research in Personnel and Human Resource Management, 13, Greenwich, CT: JAI Press, s. 117-151.
  • Tsui, A.S, Pearce, J. L., Porter, L. W. ve Tripoli, A. M. (1997). Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off? Academy of Management Journal, 40: 5, 1089-1121.
  • Uen, J. F., Chien, M. S. ve Yen, Y. F. (2009). The Mediating Effects of Psychological Contracts on the Relationship Between Human Resource Systems and Role Behaviors: A Multilevel Analysis. Journal of Business Psychology, 24, 215- 223.
  • Wallach, E. J. (1983). Individuals and Organizations: The Cultural Match. Training and Development Journal, 29- 36.
  • Wei, L. Q., Liu, J. ve Herndon, N. C. (2011). SHRM and Product Innovation: Testing the Moderating Effects of Organizational Culture and Structure in Chinese Firms. The International Journal of Human Resource Management, 22: 1, 19-33.
  • Wei, L. Q., Liu, J., Zhang, Y. ve Chiu, R. K. (2008). The Role of Corporate Culture in the Process of Strategic Human Resource Management: Evidence from Chinese Enterprises. Human Resource Management, 47: 4, 777–794.
  • West, M. A., Hirst, G., Richter, A. ve Shipton, H. (2004). Twelve Steps to Heaven: Successfully Managing Change through Developing Innovative Teams. European Journal of Work and Organizational Psychology, 13: 2, 269 – 299.
  • Wilkins, A. L. (1984). The Creation of Company Cultures: The Role of Stories and Human Resource Systems. Human Resource Management, 23: 1, 41–60.
  • Woodman, R. W., Sawyer, J. E. ve Griffin, R. W. (1993). Toward a Theory of Organizational Creativity. Academy of Management Review, 18: 2, 293-321.
  • Wright, P. M., McMahan G. C. ve McWilliams, A. (1994). Human Resources and Sustained Competitive Advantage: A Resource-Based Perspective. International Journal of Human Resource Management, 5:2 301-326.
Toplam 79 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA23BT94HK
Bölüm Makaleler
Yazarlar

Yard.doç.dr.canan Ceylan Bu kişi benim

Yayımlanma Tarihi 1 Mart 2013
Yayımlandığı Sayı Yıl 2013 Cilt: 15 Sayı: 1

Kaynak Göster

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. Mart 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, sy. 1 (Mart 2013): 40-58.
EndNote Ceylan Y (01 Mart 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, c. 15, sy. 1, ss. 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 (Mart 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, c. 15, sy. 1, 2013, ss. 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.