KAMU SPOR ÖRGÜTLERİNDE İNSAN KAYNAKLARI YÖNETİM UYGULAMALARI VE YENİLİKÇİ DAVRANIŞ İLİŞKİSİ

Öz

Bu araştırma ile kamu spor örgütlerinde insan kaynakları yönetim uygulamaları ve yenilikçi davranış ilişkisinin incelenmesi amaçlanmıştır. Araştırmanın çalışma grubunu kamu spor örgütlerinin çeşitli kademelerinde görev yapan ve kolayda örnekleme yöntemiyle seçilerek araştırmaya katılmayı tamamen gönüllü olarak kabul eden 83 kadın, 186 erkek olmak üzere toplamda 269 kişi oluşturmaktadır. Araştırma için etik kurul izni alınmış olup, araştırma verileri “insan kaynakları yönetim uygulamalarından duyulan memnuniyet” ve “yenilikçi davranış” ölçekleri ile toplanmıştır. Araştırmada tanımlayıcı istatistiğin yanı sıra, ilişkisel model kapsamında korelasyon ve regresyon analizlerine yer verilmiştir. Araştırmanın korelâsyon analizi bulgularına göre insan kaynakları yönetim uygulamaları ölçeğinin iki alt boyutunu oluşturan kariyer sistemi ve iş görenle iletişim ile yenilikçi davranış arasında anlamlı ve pozitif yönlü bir ilgileşim tespit edilmiştir. Regresyon analizi bulgularına göre ise insan kaynakları yönetim uygulamalarının, yenilikçi davranış üzerindeki etkisini açıklamada insan kaynakları yönetim uygulamalarının alt boyutunu oluşturan kariyer sisteminin anlamlı bir şekilde pozitif yönde katkısı olduğu tespit edilmiştir. Kamu spor örgütlerinde kariyer gelişimine yönelik gerçekleştirilecek olan insan kaynakları yönetim uygulamalarıyla, iş görenlerin yenilikçi davranışlarının da geliştirilebileceği söylenebilir.

Anahtar Kelimeler

• İnsan kaynakları yönetimi uygulamaları
• yenilikçi davranış
• kamu spor örgütleri

THE RELATIONSHIP BETWEEN HUMAN RESOURCES MANAGEMENT PRACTICES AND INNOVATIVE BEHAVIOR IN PUBLIC SPORTS ORGANIZATIONS

Abstract

The aim of this study is to investigate the relationship between human resources management practices and innovative behavior in public sports organizations. While the population of the research consists of individuals working in public sports organizations at various levels in Turkey, the sample group consists of 269 people, 83 women and 186 men, who were chosen among those who worked with an easy sample and accepted to participate in the research voluntarily. The permission of the ethics committee was obtained for the research and the research data were collected with the “human resources management practices” and “innovative behavior” scales. In the research, correlation and regression analyses were applied within the scope of relational model as well as descriptive statistics. According to the correlation analysis findings of the research, a significant, positive correlation was found between the career system, communication with the employee and innovative behavior, which constitute the two sub-dimensions of the human resource management practices scale. According to the regression analysis findings, it has been found that the career system, which is the sub-dimension of human resources management practices, has a significant positive contribution in explaining the effect of human resources management practices on innovative behavior. It can be said that the innovative behavior of the employees can be developed with the human resources management practices to be carried out for career development in public sports organizations.

Keywords

• Human resources management practices
• innovative behavior
• public sports organizations

Kaynakça

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