İNOVATİF (YENİLİKÇİ) İNSAN KAYNAKLARI UYGULAMALARININ YENİLİK KÜLTÜRÜNE ETKİSİ

Öz

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.

Anahtar Kelimeler

• Yenilik Kültürü
• Yenilikçi İnsan Kaynakları Uygulamaları
• Yenilikçilik

THE EFFECT OF INNOVATIVE HUMAN RESOURCES’ PRACTICES ON INNOVATION CULTURE

Öz

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.

Anahtar Kelimeler

• Innovation Culture
• Innovative Human Resources Practices
• Innovation

Kaynakça

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