BibTex RIS Kaynak Göster
Yıl 2008, Cilt: 10 Sayı: 1, 96 - 135, 01.03.2008

Öz

Küreselleşme, uluslararası rekabet ve güçlü teknolojik değişimler organizasyonların yapılarında ve fonksiyonlarında bazı önemli yenileme çalışmalarını gerekli kılmıştır. Bu değişimlerle birlikte şirketler, stratejiler doğrultusunda kararlar almaya ve planlar geliştirmeye başlamışlardır. Stratejik İnsan Kaynakları Yönetimi(SİKY) şirketin stratejik yönünün ve ihtiyaçlarının belirlenmesine yardımcı olmayı amaçlamakla birlikte işletmenin rekabet avantajı yakalamasında önemli bir usurdur. Rekabet avantajı için iş stratejileri ve İnsan Kaynakları yönetimi süreçleri birlikte düşünülmelidir. SKİY, şirketin hayatta kalma, gelişim, uyum sağlayabilme ve karlılık gibi çeşitli stratejik ihtiyaçlarını gerçekleştirmekte ve şirket politikası, kültürü, değerleri, uygulamaları ve felsefeleri gibi çeşitli bileşenleri içermektedir. Bu bileşenler firmaya, çevresel değişimlere uyum sağlamak, iş gücünü geliştirmek, işletme kültürünü değiştirmek, çalışanları değişimlere uyumlarını sağlamak ve iş stratejilerini desteklemek konularında yardımcı olmaktadır. Bu çalışma, stratejik insan kaynakları yönetiminde yeralan temel felsefeleri ve bunların iş tatmini, işletmeye bağlılık ve rekabet avantajı üzerindeki etkilerini incelemeyi amaçlamaktadır.

Kaynakça

  • Biggins, David R. (April 1991), The Quality of Working Life, Social Alternatives, Vol.10, Issue.1, p.61.
  • Cherns, Albert (September 1975), Perspectives on the Quality of Working Life, Journal of Occupational Psychology, Vol. 48, Issue 3, p.22.
  • Douglas, B. Currivan (June 1999), The Causal Order of Job Satisfaction and Organizational Commitment in Models of Employee Turnover, Human Resource Management Review.
  • Freed, Jann E. (Jan 2001), Why Become a Learning Organization?, About Campus, Vol. 5, Issue 6, p.17.
  • Garcarz, Wendy and Ruth Chambers (December 2003), Creating and sustaining a learning organization in NHS, Quality in Primary Care, Vol. 11, Issue 4, p.73.
  • Giesecke, Joan and Beth McNeil (Summer 2004), Transitioning to the Learning Organization, Library Trends, Vol.53, Issue 1, p.65.
  • Hill, Rosemary (1996), A Measure of the Learning Organization, Industrial and Training Journal, Vol.28, Issue 1, p.61.
  • Huang, Tung-Chun, John Lawler and Ching-Yi Lei (2007), The Effects of Quality of Work Life on Commitment An Turnover Intention, Social Behavior & Personality: An International Journal, Vol. 35, Issue 6, p.735.
  • Hunter, Larry W. (1995), “How Will Competition Change Human Resources Management in Retail Banking? A Strategic Perspective”, http://fic.wharton.upenn.edu/fic/papers/95/9504.pdf (Retrieved from internet 02.04.2005)
  • Huselid, Mark A., Susan E. Jackson and Rundell S.Schuler (February 1997), Technical and Strategic Human Resources Management Effectiveness as Determinants of Firm Performance, Academy of Management Journal, Vol.40, Issue 1, p.38.
  • Jauch, Lawrence R. and William F.Glueck (1988), Business Policy and Strategic Management, New York: McGraw-Hill, pp.38-71.
  • Jay, John (2001), Creating a Learning Organization in the Twenty-First Century, Futurics, Vol.25, Issue 1/2, p.79.
  • Kirk, James J. (Mar1994), Putting Outplacement in its Place, Journal of Employment Counseling, Vol. 31, Issue 1.
  • Knowdell, Richard L., Elizabeth Branstead and Milan Moravec (1994), From Downsizing to Recovery, California: CPP Books, p.76.
  • Lippitt, Gordon L. (1978), Quality Work Life; Organizational Renewal in Action, Training & Development Journal, Vol. 32, Issue 7, p.6.
  • Martel, Jean-Pierre and Gilles Dupuis (2006), Quality of Work Life: Theoretical and Methodological Problems, and Presentation of a New Model and Measuring Instrument. Social Indicators Research, Vol. 77, Issue 2.
  • Metcalfe, Beverly and Gavin Dick (2001), Exploring organisation commitment in the police: Implications for human resource strategy, Policing: An International Journal of Police Strategies & Management, Vol. 24, Issue: 3, pp.399-420.
  • Mets, Tönis and Made Torokoff (2007), Patterns of Learning Organisation in Estonian Companies, TRAMES: A Journal of the Humanities & Social Sciences, Vol. 11, Issue 2, p.141.
  • Meyer, John L. and Carolyn C. Shadle. (1994), The Changing Outplacement Process, Westport: Quorum Books, p.110-115.
  • Miller, Alex (1998), Strategic Management, New York: McGraw-Hill, pp.113-118.
  • Pickman, Alan J. (1994), The Complete Guide To Outplacement Counselling, New Jersey: Lawrence Erlbaum Associates Publishers, pp.49-72.
  • Public Relations and Society of America, Strategic Social Responsibility http://www.prsa.org/_Networking/ssr/index.asp?int=ec1.(Retrieved from internet 03.04.2005)
  • Rosow, Jerome M. (April 1977), Quality of Working Life and Productivity, Work in American Institute Conference, Chicago, Illinois, p.72.
  • Smith, P.C.(Peggy) and Janet W. Walker (2000), Layoff Policies as a Competitive Edge, Competitiveness Review, Vol. 10 Issue 2, p.135.
  • Stinson, Lynn, David Pearson and Beverley Lucas (June 2006), Developing a learning culture: twelve tips for individuals, teams and organizations, Medical Teacher, Vol. 28 Issue 4.
  • Sweet, Donald (1991), Decruitment and Outplacement, California:AddisonWesley Publishing Company.
  • Tokesky, George C. and Joanne F.Kornides (1994), Strategic Human Resources is Vital, Personnel Journal, Vol.73, Issue 12, p.62.
  • Tompkins, Jonathan (Spring 2002), Strategic Human Resources Management in Government : Unresolved Issues, Public Personnel Management, Vol.31, Issue 1, p.45.
  • Werther, William and Keith Davis (1988), Human Resources and Personnel Management, New York: McGraw-Hill, pp.89-110.
  • West, Penny (1994), The Concept of the Learning Organization, Journal of Industrial Training, Vol.18, Issue 1, pp.89-103.
  • Westaby, James D. (March 2004), The impact of outplacement programs on reemployment criteria: a longitudinal study of displaced managers and executives, Journal of Employment Counseling, Vol. 41, Issue 1.
  • Wikipedia, Strategic Management, http://en.wikipedia.org/wiki/Strategic_management (Retrieved from internet 03.04.2005)
  • Wilkinson, Joyce E., Rosemary K.Rushmer and Huw T.O.Davies (March 2004), Clinical governance and the Learning Organization, Journal of Nursing Management, Vol.12, Issue 2, p.154.

MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE

Yıl 2008, Cilt: 10 Sayı: 1, 96 - 135, 01.03.2008

Öz

Globalization, international competition and strong technological changes entailed some important revisions on the organizations structures and their functions. By these changes, the companies began to take their decisions, develop their plans according to the strategies. Strategic Human Resources Management (SHRM) intends to assist in formulation of the firms strategic direction and needs. Also its a critical part of any organizations drive toward a competitive advantage. Business strategies and Human Resources Management processes should be thought together for the competitive advantage. SHRM accomplishes the firms strategic needs such as survival, growth, adaptability and profitability. SHRM has many components including policies, culture, values, practices and philosophies. These components help to firm for adapting to environmental changes, developing human capital, changing organizational culture, adopting the employees for change and supporting business strategies. This study aims to explore the major philosophies within the context of strategic human resources management and their effects on the company management outcomes such as job satisfaction, affective commitment to organization and competitive advantage.

Kaynakça

  • Biggins, David R. (April 1991), The Quality of Working Life, Social Alternatives, Vol.10, Issue.1, p.61.
  • Cherns, Albert (September 1975), Perspectives on the Quality of Working Life, Journal of Occupational Psychology, Vol. 48, Issue 3, p.22.
  • Douglas, B. Currivan (June 1999), The Causal Order of Job Satisfaction and Organizational Commitment in Models of Employee Turnover, Human Resource Management Review.
  • Freed, Jann E. (Jan 2001), Why Become a Learning Organization?, About Campus, Vol. 5, Issue 6, p.17.
  • Garcarz, Wendy and Ruth Chambers (December 2003), Creating and sustaining a learning organization in NHS, Quality in Primary Care, Vol. 11, Issue 4, p.73.
  • Giesecke, Joan and Beth McNeil (Summer 2004), Transitioning to the Learning Organization, Library Trends, Vol.53, Issue 1, p.65.
  • Hill, Rosemary (1996), A Measure of the Learning Organization, Industrial and Training Journal, Vol.28, Issue 1, p.61.
  • Huang, Tung-Chun, John Lawler and Ching-Yi Lei (2007), The Effects of Quality of Work Life on Commitment An Turnover Intention, Social Behavior & Personality: An International Journal, Vol. 35, Issue 6, p.735.
  • Hunter, Larry W. (1995), “How Will Competition Change Human Resources Management in Retail Banking? A Strategic Perspective”, http://fic.wharton.upenn.edu/fic/papers/95/9504.pdf (Retrieved from internet 02.04.2005)
  • Huselid, Mark A., Susan E. Jackson and Rundell S.Schuler (February 1997), Technical and Strategic Human Resources Management Effectiveness as Determinants of Firm Performance, Academy of Management Journal, Vol.40, Issue 1, p.38.
  • Jauch, Lawrence R. and William F.Glueck (1988), Business Policy and Strategic Management, New York: McGraw-Hill, pp.38-71.
  • Jay, John (2001), Creating a Learning Organization in the Twenty-First Century, Futurics, Vol.25, Issue 1/2, p.79.
  • Kirk, James J. (Mar1994), Putting Outplacement in its Place, Journal of Employment Counseling, Vol. 31, Issue 1.
  • Knowdell, Richard L., Elizabeth Branstead and Milan Moravec (1994), From Downsizing to Recovery, California: CPP Books, p.76.
  • Lippitt, Gordon L. (1978), Quality Work Life; Organizational Renewal in Action, Training & Development Journal, Vol. 32, Issue 7, p.6.
  • Martel, Jean-Pierre and Gilles Dupuis (2006), Quality of Work Life: Theoretical and Methodological Problems, and Presentation of a New Model and Measuring Instrument. Social Indicators Research, Vol. 77, Issue 2.
  • Metcalfe, Beverly and Gavin Dick (2001), Exploring organisation commitment in the police: Implications for human resource strategy, Policing: An International Journal of Police Strategies & Management, Vol. 24, Issue: 3, pp.399-420.
  • Mets, Tönis and Made Torokoff (2007), Patterns of Learning Organisation in Estonian Companies, TRAMES: A Journal of the Humanities & Social Sciences, Vol. 11, Issue 2, p.141.
  • Meyer, John L. and Carolyn C. Shadle. (1994), The Changing Outplacement Process, Westport: Quorum Books, p.110-115.
  • Miller, Alex (1998), Strategic Management, New York: McGraw-Hill, pp.113-118.
  • Pickman, Alan J. (1994), The Complete Guide To Outplacement Counselling, New Jersey: Lawrence Erlbaum Associates Publishers, pp.49-72.
  • Public Relations and Society of America, Strategic Social Responsibility http://www.prsa.org/_Networking/ssr/index.asp?int=ec1.(Retrieved from internet 03.04.2005)
  • Rosow, Jerome M. (April 1977), Quality of Working Life and Productivity, Work in American Institute Conference, Chicago, Illinois, p.72.
  • Smith, P.C.(Peggy) and Janet W. Walker (2000), Layoff Policies as a Competitive Edge, Competitiveness Review, Vol. 10 Issue 2, p.135.
  • Stinson, Lynn, David Pearson and Beverley Lucas (June 2006), Developing a learning culture: twelve tips for individuals, teams and organizations, Medical Teacher, Vol. 28 Issue 4.
  • Sweet, Donald (1991), Decruitment and Outplacement, California:AddisonWesley Publishing Company.
  • Tokesky, George C. and Joanne F.Kornides (1994), Strategic Human Resources is Vital, Personnel Journal, Vol.73, Issue 12, p.62.
  • Tompkins, Jonathan (Spring 2002), Strategic Human Resources Management in Government : Unresolved Issues, Public Personnel Management, Vol.31, Issue 1, p.45.
  • Werther, William and Keith Davis (1988), Human Resources and Personnel Management, New York: McGraw-Hill, pp.89-110.
  • West, Penny (1994), The Concept of the Learning Organization, Journal of Industrial Training, Vol.18, Issue 1, pp.89-103.
  • Westaby, James D. (March 2004), The impact of outplacement programs on reemployment criteria: a longitudinal study of displaced managers and executives, Journal of Employment Counseling, Vol. 41, Issue 1.
  • Wikipedia, Strategic Management, http://en.wikipedia.org/wiki/Strategic_management (Retrieved from internet 03.04.2005)
  • Wilkinson, Joyce E., Rosemary K.Rushmer and Huw T.O.Davies (March 2004), Clinical governance and the Learning Organization, Journal of Nursing Management, Vol.12, Issue 2, p.154.
Toplam 33 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA24FA68VG
Bölüm Makaleler
Yazarlar

Beliz Dereli Bu kişi benim

Yayımlanma Tarihi 1 Mart 2008
Yayımlandığı Sayı Yıl 2008 Cilt: 10 Sayı: 1

Kaynak Göster

APA Dereli, B. (2008). MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE. ISGUC The Journal of Industrial Relations and Human Resources, 10(1), 96-135.
AMA Dereli B. MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE. isguc. Mart 2008;10(1):96-135.
Chicago Dereli, Beliz. “MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE”. ISGUC The Journal of Industrial Relations and Human Resources 10, sy. 1 (Mart 2008): 96-135.
EndNote Dereli B (01 Mart 2008) MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE. ISGUC The Journal of Industrial Relations and Human Resources 10 1 96–135.
IEEE B. Dereli, “MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE”, isguc, c. 10, sy. 1, ss. 96–135, 2008.
ISNAD Dereli, Beliz. “MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE”. ISGUC The Journal of Industrial Relations and Human Resources 10/1 (Mart 2008), 96-135.
JAMA Dereli B. MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE. isguc. 2008;10:96–135.
MLA Dereli, Beliz. “MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE”. ISGUC The Journal of Industrial Relations and Human Resources, c. 10, sy. 1, 2008, ss. 96-135.
Vancouver Dereli B. MAJOR PHILOSOPHIES OF STRATEGIC HUMAN RESOURCES MANAGEMENT AND THEIR EFFECTS ON THE JOB SATISFACTION, AFFECTIVE COMMITMENT TO ORGANIZATION AND COMPETITIVE ADVANTAGE. isguc. 2008;10(1):96-135.