cemil ulukan
Anadolu University, Business, Faculty Member
- An academics focusing on Strategic management, family businesses, and administration of educational institutions.edit
Bu çalışmanın odağında, işletmelerdeki örgüt kültürü ile kalite kültürü ilişkisi ve işletmelerin kalite kültürü düzeyleri arasındaki sektörel farklılıkların ortaya konulması vardır. Çalışmaya temel oluşturan araştırma, 354 kişinin... more
Bu çalışmanın odağında, işletmelerdeki örgüt kültürü ile kalite kültürü ilişkisi ve işletmelerin kalite kültürü düzeyleri arasındaki sektörel farklılıkların ortaya konulması vardır. Çalışmaya temel oluşturan araştırma, 354 kişinin katılımıyla Eskişehir Sanayi Odası (ESO)’ya bağlı 10 ana sektörden 58 işletme üzerinde gerçekleştirilmiştir. Araştırmadaki bağımsız değişken olan örgüt kültürünü ölçmek üzere Denison ve Mishra tarafından geliştirilen Örgüt Kültürü Ölçeği, bağımlı değişken olan kalite kültürünü ölçmek üzere Wilson’un geliştirdiği Kalite Olgunluk Modeline bağlı Kalite Kültürü Ölçeği kullanılmıştır. Araştırma, örgüt kültürü ve örgüt kültürünün alt boyutları ile kalite kültürü arasında pozitif yönlü ve güçlü bir ilişkinin varlığını ortaya çıkarmıştır. Ayrıca, örgüt kültürünün alt boyut ortalamaları açısından işletmeler arasında istatistiksel açıdan fark olmadığı; diğer yandan kalite kültürü gelişmişlik seviyelerinin tekstil, dokuma ve hazır giyim, metal, makine ve elektrikli c...
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Marketing environments have been transforming because of the revolutionary changes witnessed chiefly in technology. Specifically, Internet-driven technologies affect marketing conditions as well as consumer profiles. Hence, a good... more
Marketing environments have been transforming because of the revolutionary changes witnessed chiefly in technology. Specifically, Internet-driven technologies affect marketing conditions as well as consumer profiles. Hence, a good understanding of Internet-based shopping patterns and differentiated, tech-savvy consumer generations is a necessity for business organizations for sustainable success, especially in marketing. This study aims to explore whether the attitudes of generations Y and Z towards online shopping differ according to the sub-dimensions of e-TAM. Participants of this study include 1031 undergraduate students. 531 students are titled Gen Z and others Gen Y, according to their date of birth. An independent sample t-test and regression analysis are performed to compare the attitudes of generations. The findings indicate that generations Y and Z have similar attitudes towards online shopping but their reasons for using online shopping differ. Also, there is a significan...
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Nowadays, the Turkic people inhabit a broad area stretching across Eurasia, from the former Yugoslavia in the West to Northwestern China in the East. Kazakhstan is one of the six sovereign republics that came into the world stage after... more
Nowadays, the Turkic people inhabit a broad area stretching across Eurasia, from the former Yugoslavia in the West to Northwestern China in the East. Kazakhstan is one of the six sovereign republics that came into the world stage after the collapse of Soviet Union. Turkey, with her systematic progress towards a modern democratic nationhood, in many aspects, has become a mentor and model for these Turkic origin States with having several commonalities. Each Turkic State, however, has not only diverse cultural and social attributes, but also its own educational characteristic. These diversities have to be taken into account at every level in bilateral and multilateral relationships. The rise of network-based educational applications in the multicultural platforms represents enormous opportunities for educational distance online collaborations among these countries. The main purpose of this paper is to give information in detail about an international distance education collaboration m...
Increasing interactivity among people and nations, made possible by rapid developments in ICTs, have led global learning networks to become indispensable parts of our lives. These multicultural common platforms can create very effective... more
Increasing interactivity among people and nations, made possible by rapid developments in ICTs, have led global learning networks to become indispensable parts of our lives. These multicultural common platforms can create very effective and democratic learning environments in diverse societies having different cultural values, beliefs and perceptions. Some people can access to educational opportunities through global learning networks, which they could not otherwise in their home countries. On the other hand, these networks may be instruments of disseminating the values and discourses of a dominant culture. Moreover, teaching approaches insensitive to diverse cultures may harm local values, causing cultural degeneration. This paper discusses that the differences among individuals and societies in indigenous cultural values, learning process, communication behaviors and the use of technology should be taken into consideration in global learning networks. Along with the individual res...
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In educational institutions, as in other organizations in contemporary society, traditional purposes and modes of operation are being challenged and changed. In the process of such change, the people who define and constitute institutions... more
In educational institutions, as in other organizations in contemporary society, traditional purposes and modes of operation are being challenged and changed. In the process of such change, the people who define and constitute institutions are caught up in a transition
Increasing interactivity among people and nations, made possible by rapid developments in ICTs, has led global learning networks to become indispensable parts of our lives. These multicultural common plat-forms create very effective and... more
Increasing interactivity among people and nations, made possible by rapid developments in ICTs, has led global learning networks to become indispensable parts of our lives. These multicultural common plat-forms create very effective and democratic learning environments in diverse societies having different cultural values, beliefs and perceptions. On the other hand, some people consider them as instru-ments of disseminating the values and discourses of a dominant culture; moreover, teaching approaches insensitive to diverse cultures may harm local values, causing misunderstandings and cultural degeneration. This paper discusses, based on the research by the first author during his one-year stay in Japan and joint research activities conducted by the co-author and his overseas colleagues in the past years, that the societal and cultural differences among individuals and societies in terms of cultural values, learning processes, communication behaviors and the use of technology should...
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Technology and globalization are forcing higher education institutions to transform themselves. This paper aims to contribute to a better understanding the leadership and managerial implications of recent developments for higher... more
Technology and globalization are forcing higher education institutions to transform themselves. This paper aims to contribute to a better understanding the leadership and managerial implications of recent developments for higher education. Reviewing unique characteristics and the fundamental changes shaping higher education, the paper examines the need for organizational transformation and the major managerial implications.
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Increasing interactivity among people and nations, made possible by rapid developments in ICTs, has led global learning networks to become indispensable parts of our lives. These multicultural common platforms create very effective and... more
Increasing interactivity among people and nations, made possible by rapid developments in ICTs, has led global learning networks to become indispensable parts of our lives. These multicultural common platforms create very effective and democratic learning environments in diverse societies having different cultural values, beliefs and perceptions. On the other hand, some people consider them as instruments of disseminating the values and discourses of a dominant culture; moreover, teaching approaches insensitive to diverse cultures may harm local values, causing misunderstandings and cultural degeneration. This paper discusses, based on the research by the first author during his oneyear stay in Japan and joint research activities conducted by the coauthor and his overseas colleagues in the past years, that the societal and cultural differences among individuals and societies in terms of cultural values, learning processes, communication behaviors and the use of technology should be ...
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Assurance of efficiency and productivity of multinational teams necessitates policies, rules, and procedures covering underlying characteristics of team members’ home country cultures, potential cross-cultural conflicts and their... more
Assurance of efficiency and productivity of multinational teams necessitates policies, rules, and procedures covering underlying characteristics of team members’ home country cultures, potential cross-cultural conflicts and their solutions, cultural awareness in the organization, and harmonization mechanisms for different cultures with the organizational culture, etc. In spite of ever-increasing importance, studies addressing multinational teams and cultural differences simultaneously are insufficient in quantity. This study aims to contribute to the literature on management of multinational project teams and to make suggestions for people who are in charge of managing multinational and multicultural teams to develop policies, rules, and procedures. Among the underlying findings are; the Marmaray Project team has demonstrated characteristics that can be explained by “Guided Missile” model, a need for training programs related to cultural differences, need for social activities for t...
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The competition among businesses to hire the skilled people, along with changing profile of the workers, force today’s businesses to be attractive for existing and prospective human resources. The individual factors affecting... more
The competition among businesses to hire the skilled people, along with changing profile of the workers, force today’s businesses to be attractive for existing and prospective human resources. The individual factors affecting organizational factors have been studied for years, recent studies exhibit that these factors can be grouped as “instrumental attributes” and “symbolic attributes. Despite it is commonly accepted that organizational attractiveness is important for hotel businesses in both the related literature and practice, it remains a problem in terms of what factors constitute organizational attractiveness for these businesses. In this regard, the study examines the factors affecting organizational attractiveness of hotel businesses in terms of the instrumental and symbolic attributes framework. The field study has been conducted on two separate sets of participants experienced and inexperienced employee candidates,of five-star hotels located in city centers. The Structural...
Small and medium sized enterprises (SMEs) and family businesses are encouraged to be institutionalized to overcome the problems associated with uncertainty and growth. It seems that the term is attached variety of different meanings in... more
Small and medium sized enterprises (SMEs) and family businesses are encouraged to be institutionalized to overcome the problems associated with uncertainty and growth. It seems that the term is attached variety of different meanings in Turkish context, very far from the original institutional theory. Even fundamental organizational principles and generally accepted business practices are suggested as methods towards institutional transformation. The study aims to better understand the perspectives of entrepreneurs and professional managers towards institutionalization. Thus, understanding their expectations from the concept of institutionalization will help better grasp the problems of SMEs and family businesses and come up with appropriate solutions.
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Assurance of efficiency and productivity of multinational teams necessitates policies, rules, and procedures covering underlying characteristics of team members’ home country cultures, potential cross-cultural conflicts and their... more
Assurance of efficiency and productivity of multinational teams necessitates policies, rules, and procedures covering underlying characteristics of team members’ home country cultures, potential cross-cultural conflicts and their solutions, cultural awareness in the organization, and harmonization mechanisms for different cultures with the organizational culture, etc. In spite of ever-increasing importance, studies addressing multinational teams and cultural differences simultaneously are insufficient in quantity. This study aims to contribute to the literature on management of multinational project teams and to make suggestions for people who are in charge of managing multinational and multicultural teams to develop policies, rules, and procedures. Among the underlying findings are; the Marmaray Project team has demonstrated characteristics that can be explained by “Guided Missile” model, a need for training programs related to cultural differences, need for social activities for t...
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Due to the confluence of technological advancements and globalization, ODE institutions, and particularly the now traditional ‘open universities’ operating in developing countries, also are exposed to challenges on many fronts.... more
Due to the confluence of technological advancements and globalization, ODE institutions, and particularly the now traditional ‘open universities’ operating in developing countries, also are exposed to challenges on many fronts. Traditionally, they have operated with print plus correspondence provision and sometimes audiovisual supplementary resources. Their clientele has tended to be the non-matriculated school leaver or the ‘second chance’ learner. The quality and status of their courses has sometimes been called into question and their provision has usually been regional or national rather than international. The emergence of new Internet based learning environments, the increased interest of the traditional face-to-face higher education institutions in ODE, the emergence of private providers and inter-institutional and inter-sector consortia that rely on network-based distance education present challenges to the single-mode ODE institutions, and engender serious concerns regardin...
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Inter-firm competition in the field of aviation, which accelerates through liberalisation and globalisation trends, has been investigated by numerous studies in the post-deregulation era; however, it has not been adequately addressed in... more
Inter-firm competition in the field of aviation, which accelerates through liberalisation and globalisation trends, has been investigated by numerous studies in the post-deregulation era; however, it has not been adequately addressed in Turkish aviation market. The aim of this study is to unveil the business strategies and strategic typologies of Turkish passenger carriers, as well as the degree of involvement of firms in the strategic planning process, the current outlook, and the competitive structure of the Turkish passenger air transport industry. The research is designed in a way to collect data through interviews with senior executives of the airlines. In terms of findings, the study concludes that five scheduled airlines and three charter airlines have attempted to implement more than one generic strategy at the same time as an “integrated cost and differentiation strategy,” with the primary strategy being cost leadership. Moreover, the passenger carriers in question displaye...
Inter-firm competition in the field of aviation, which accelerates through liberalisation and globalisation trends, has been investigated by numerous studies in the post-deregulation era; however, it has not been adequately addressed in... more
Inter-firm competition in the field of aviation, which accelerates through liberalisation and globalisation trends, has been investigated by numerous studies in the post-deregulation era; however, it has not been adequately addressed in Turkish aviation market. The aim of this study is to unveil the business strategies and strategic typologies of Turkish passenger carriers, as well as the degree of involvement of firms in the strategic planning process, the current outlook, and the competitive structure of the Turkish passenger air transport industry. The research is designed in a way to collect data through interviews with senior executives of the airlines. In terms of findings, the study concludes that five scheduled airlines and three charter airlines have attempted to implement more than one generic strategy at the same time as an “integrated cost and differentiation strategy,” with the primary strategy being cost leadership. Moreover, the passenger carriers in question displaye...
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75 Turkish Online Journal of Distance Education-TOJDE October 2005 ISSN 1302-6488 Volume: 6 Number: 4 Article: 8 Transformation of University Organizations: Leadership and Managerial Implications Cemil ULUKAN, Ph. D Anadolu University... more
75 Turkish Online Journal of Distance Education-TOJDE October 2005 ISSN 1302-6488 Volume: 6 Number: 4 Article: 8 Transformation of University Organizations: Leadership and Managerial Implications Cemil ULUKAN, Ph. D Anadolu University Open Education Faculty Eskisehir-...
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The competition among businesses to hire the skilled people, along with changing profile of the workers, force today’s businesses to be attractive for existing and prospective human resources. The individual factors affecting... more
The competition among businesses to hire the skilled
people, along with changing profile of the workers,
force today’s businesses to be attractive for existing
and prospective human resources. The individual
factors affecting organizational factors have been
studied for years, recent studies exhibit that these
factors can be grouped as “instrumental attributes”
and “symbolic attributes. Despite it is commonly
accepted that organizational attractiveness is important
for hotel businesses in both the related literature
and practice, it remains a problem in terms of what
factors constitute organizational attractiveness for
these businesses. In this regard, the study examines the
factors affecting organizational attractiveness of hotel
businesses in terms of the instrumental and symbolic
attributes framework. The field study has been conducted
on two separate sets of participants experienced
and inexperienced employee candidates,of five-star
hotels located in city centers. The Structural Equation
Model was used to explore the relationships between
the instrumental and symbolic attributes of hotel
businesses and the organizational attractiveness. The
findings suggest that there is a difference in the
perceptions of experienced and inexperienced prospective employees regarding instrumental and symbolic attributes and organizational attractiveness. Also, it is concluded that instrumental attributes affect organizational attractiveness directly while symbolic attributes have influence on organizational attractiveness through instrumental attributes.
people, along with changing profile of the workers,
force today’s businesses to be attractive for existing
and prospective human resources. The individual
factors affecting organizational factors have been
studied for years, recent studies exhibit that these
factors can be grouped as “instrumental attributes”
and “symbolic attributes. Despite it is commonly
accepted that organizational attractiveness is important
for hotel businesses in both the related literature
and practice, it remains a problem in terms of what
factors constitute organizational attractiveness for
these businesses. In this regard, the study examines the
factors affecting organizational attractiveness of hotel
businesses in terms of the instrumental and symbolic
attributes framework. The field study has been conducted
on two separate sets of participants experienced
and inexperienced employee candidates,of five-star
hotels located in city centers. The Structural Equation
Model was used to explore the relationships between
the instrumental and symbolic attributes of hotel
businesses and the organizational attractiveness. The
findings suggest that there is a difference in the
perceptions of experienced and inexperienced prospective employees regarding instrumental and symbolic attributes and organizational attractiveness. Also, it is concluded that instrumental attributes affect organizational attractiveness directly while symbolic attributes have influence on organizational attractiveness through instrumental attributes.
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Yönetim kademesindeki kadın sayısında son yıllarda gözlenen artışa rağmen, kadın yönetici sayısı ile erkek yönetici sayısı karşılaştırıldığında aralarında oldukça büyük bir fark olduğu göze çarpmaktadır. Ülkemizde birçoğu aile işletmesi... more
Yönetim kademesindeki kadın sayısında son yıllarda gözlenen artışa rağmen, kadın yönetici sayısı ile erkek yönetici sayısı karşılaştırıldığında aralarında oldukça büyük bir fark olduğu göze çarpmaktadır. Ülkemizde birçoğu aile işletmesi özelliği gösteren işletmelerde de ailedeki kadınların, erkeklere oranla işletme içerisinde daha az biçimsel role sahip olduğu ve nadiren işletmenin tepe yönetimde görev aldığı anlaşılmaktadır.
Bu çalışmada, aile işletmelerindeki yöneticilerin cinsiyet rolleri (kadınsı, erkeksi, androjen ve belirsiz) ile kadın yöneticilere karşı tutumları arasındaki ilişki incelenmiştir. Ek olarak, yöneticilerin bazı demografik değişkenlere (yaş, eğitim, medeni durum gibi) göre kadın yöneticilere karşı tutumlarının nasıl farklılaştığı araştırılmıştır. Veriler, Uşak'taki 118 aile işletmesi yöneticisinden (30 kadın, 88 erkek) toplanmıştır. Elde edilen bulgulara göre; kadınlar, erkeklere göre; kadınsı, androjen ve belirsiz cinsiyet rolüne sahip olanlar ise erkeksi cinsiyet rolüne sahip olanlara göre kadın yöneticilere karşı daha olumlu tutumlara sahiptir. Katılımcılar eğitim durumu, medeni durum ve profesyonel yönetici veya aile üyesi olmalarına göre gruplandırıldığında kadın yöneticilere karşı tutumlarında herhangi bir farklılık gözlenmemiştir. Yaş ve kadın yöneticilere karşı tutumlar arasında ise negatif bir ilişki bulunmuştur. Bulgular, ilgili literatür ışığında tartışılmıştır.
Anahtar Sözcükler: : Aile İşletmeleri, Kalıpyargılar, Cinsiyet Rolleri, Kadın Yöneticiler, Kadın Yöneticilere Karşı Tutumlar.
Bu çalışmada, aile işletmelerindeki yöneticilerin cinsiyet rolleri (kadınsı, erkeksi, androjen ve belirsiz) ile kadın yöneticilere karşı tutumları arasındaki ilişki incelenmiştir. Ek olarak, yöneticilerin bazı demografik değişkenlere (yaş, eğitim, medeni durum gibi) göre kadın yöneticilere karşı tutumlarının nasıl farklılaştığı araştırılmıştır. Veriler, Uşak'taki 118 aile işletmesi yöneticisinden (30 kadın, 88 erkek) toplanmıştır. Elde edilen bulgulara göre; kadınlar, erkeklere göre; kadınsı, androjen ve belirsiz cinsiyet rolüne sahip olanlar ise erkeksi cinsiyet rolüne sahip olanlara göre kadın yöneticilere karşı daha olumlu tutumlara sahiptir. Katılımcılar eğitim durumu, medeni durum ve profesyonel yönetici veya aile üyesi olmalarına göre gruplandırıldığında kadın yöneticilere karşı tutumlarında herhangi bir farklılık gözlenmemiştir. Yaş ve kadın yöneticilere karşı tutumlar arasında ise negatif bir ilişki bulunmuştur. Bulgular, ilgili literatür ışığında tartışılmıştır.
Anahtar Sözcükler: : Aile İşletmeleri, Kalıpyargılar, Cinsiyet Rolleri, Kadın Yöneticiler, Kadın Yöneticilere Karşı Tutumlar.
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Small and medium sized enterprises (SMEs) and family businesses are encouraged to be institutionalized to overcome the problems associated with uncertainty and growth. It seems that the term is attached variety of different meanings in... more
Small and medium sized enterprises (SMEs) and family businesses are encouraged to be institutionalized to overcome the problems associated with uncertainty and growth. It seems that the term is attached variety of different meanings in Turkish context, very far from the original institutional ...
Research Interests:
In educational institutions, as in other organizations in contemporary society, traditional purposes and modes of operation are being challenged and changed. In the process of such change, the people who define and constitute institutions... more
In educational institutions, as in other organizations in contemporary society, traditional purposes and modes of operation are being challenged and changed. In the process of such change, the people who define and constitute institutions are caught up in a transition between eras, a ...
It is widely known that a person's moral beliefs and attitudes are reflected on his or her closest environment. Nowadays, individuals' behaviors and responsibilities are of greater value in terms of human interactions more than ever... more
It is widely known that a person's moral beliefs and attitudes are reflected on his or her closest environment. Nowadays, individuals' behaviors and responsibilities are of greater value in terms of human interactions more than ever before, considering the positive and negative changes that globalization brought about. Problem Nowadays, businesses are assumed to have responsibilities beyond making profit and so alike statements can be found in many companies' mission and vision statements. The recognition of ethical standards in the workplace and the promotion of activities aiming at contribution to the environment and societies are no longer collateral issues. Notwithstanding business ethics and corporate social responsibility have been universally accepted, today we are still witnessing ongoing ethical problems. One of its most crucial reasons is different understanding of these concepts varying substantially among countries and cultures. Furthermore, views on ethics and social responsibility are more widespread in Western countries, and the views of the people living in non-English speaking countries on these issues seem to remain undiscovered. Objective The main objective of this study is to assess the similar features in the points of view of Polish and Turkish managers regarding ethics and corporate social responsibility. As Poland and Turkey share similar cultural features, one would expect that there should be common views on ethics and corporate social responsibility within Polish and Turkish managers. Methods and Data PRESOR, a scale developed by Vitell and Paolillo (2004) and Ethics Position Questionnaire by Forsyth (1980)to measure the perceptions on social responsibility and ethics were used to obtain data from 104 Polish and Turkish managers working in 80 companies. Results Research findings showed that, according to the responses given by Polish and Turkish managers, have similar perceptions on business ethics and corporate social responsibility, further suggesting both countries have similar cultural characteristics. One of the interesting findings of the study is related to the relative role of the religion. Even though different religions (Christianity in Poland and İslam in Turkey) prevail, both countries can be considered religious. As one finding of the study, the religion factor is not a significant determinant in participants' opinions on ethics and social responsibility. Another important finding is related to the perceptions and evaluations of the participants regarding the appropriateness of the statements in the scales. After responding the statements in the questionnaire, both Turkish and Polish participants (especially Polish side) commented that statements might cause misunderstandings due to their general nature. They emphasized to use statements based on cases for much clearer and common understanding. Polish managers suggested that social responsibility and ethics should be addressed independently. As an implication of the study, more efforts should be given to development of tailored scales targeting specific cultures and countries to gather data for abovementioned two topics.
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The clusters, which are business systems created by firms concentrating on a specific geographical area, have attracted the attention of researchers from different fields since 1990's. This study aims to analyze the development,... more
The clusters, which are business systems created by firms concentrating on a specific geographical area, have
attracted the attention of researchers from different fields since 1990's. This study aims to analyze the development,
dimensions and structure of the Eskişehir-Bilecik-Kütahya (EBK) Ceramic Cluster, which makes up 60% of the
ceramic production of Turkey, and compare it with its competitors. In this context, interviews were conducted with
56 companies in the cluster, data were collected on the structure and industrial organization of the cluster, and
analyzed by network analysis. The findings of the study show that the EBK Cluster consists of large-scale,
vertically integrated, and limited information-sharing firms, as opposed to Italian counterparts, and that the cluster
(economic and technological) power distribution has a center-periphery structure.
attracted the attention of researchers from different fields since 1990's. This study aims to analyze the development,
dimensions and structure of the Eskişehir-Bilecik-Kütahya (EBK) Ceramic Cluster, which makes up 60% of the
ceramic production of Turkey, and compare it with its competitors. In this context, interviews were conducted with
56 companies in the cluster, data were collected on the structure and industrial organization of the cluster, and
analyzed by network analysis. The findings of the study show that the EBK Cluster consists of large-scale,
vertically integrated, and limited information-sharing firms, as opposed to Italian counterparts, and that the cluster
(economic and technological) power distribution has a center-periphery structure.
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The importance of Human Resources Management (HRM) practices in contributing to different types of organizational performance have been recognized in the literature. Despite this progressive consideration, there are still some challenges,... more
The importance of Human Resources Management (HRM) practices in contributing to different types of organizational performance have been recognized in the literature. Despite this progressive consideration, there are still some challenges, missing insights and lack of proper theorizing that deserves further investigation. For instance, there are uncertainties relating to which contingencies influence this relationship. The present study aims to determine the relationship between HRM practices and organizational innovation by considering the extent to which HR outcomes (job satisfaction, organizational citizenship behaviour (OCB) and employee involvement) and innovative climate model mediates this relationship.
A cross-sectional survey research design was used to randomly collect data from 375 employees working in 11 Somali telecom and banking firms and it is analyzed through Structural Equation Modelling (SEM). The researcher discovered several key important findings that include: (a) HRM practices significantly and positively contribute to HR outcomes. (b) Contrary to researcher's expectation, no empirical evidence was found supporting that HR outcomes mediate the relationship between HRM practices and organizational innovation. (c) The underlying mechanism through which HRM practices contribute to innovation is partially explained by the existence of a perceived innovative climate. (d) Support for innovative climate has a significant direct positive relationship with organizational innovation. Theoretical and practical implications along with limitations and suggestions for future research are also discussed.
Keywords: HRM practices, HR outcomes, innovative climate and organizational innovation.
A cross-sectional survey research design was used to randomly collect data from 375 employees working in 11 Somali telecom and banking firms and it is analyzed through Structural Equation Modelling (SEM). The researcher discovered several key important findings that include: (a) HRM practices significantly and positively contribute to HR outcomes. (b) Contrary to researcher's expectation, no empirical evidence was found supporting that HR outcomes mediate the relationship between HRM practices and organizational innovation. (c) The underlying mechanism through which HRM practices contribute to innovation is partially explained by the existence of a perceived innovative climate. (d) Support for innovative climate has a significant direct positive relationship with organizational innovation. Theoretical and practical implications along with limitations and suggestions for future research are also discussed.
Keywords: HRM practices, HR outcomes, innovative climate and organizational innovation.
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Determining the Relationship between Human Resources Management Practices and Organizational Innovation: The Case of Somali Telecom and Banking Firms Awil M. NOOR EGAL Department of Business Administration Anadolu University, Graduate... more
Determining the Relationship between Human Resources Management Practices and Organizational Innovation: The Case of Somali Telecom and Banking Firms
Awil M. NOOR EGAL
Department of Business Administration
Anadolu University, Graduate School of Social Sciences, July 2019
Advisor: Prof. Dr. İ. Cemil ULUKAN
The importance of Human Resources Management (HRM) practices in contributing to different types of organizational performance have been recognized in the literature. Despite this progressive consideration, there are still some challenges, missing insights and lack of proper theorizing that deserves further investigation. For instance, there are uncertainties relating to which contingencies influence this relationship. The present study aims to determine the relationship between HRM practices and organizational innovation by considering the extent to which HR outcomes (job satisfaction, organizational citizenship behaviour (OCB) and employee involvement) and innovative climate model mediates this relationship.
A cross-sectional survey research design was used to randomly collect data from 375 employees working in 11 Somali telecom and banking firms and it is analyzed through Structural Equation Modelling (SEM). The researcher discovered several key important findings that include: (a) HRM practices significantly and positively contribute to HR outcomes. (b) Contrary to researcher's expectation, no empirical evidence was found supporting that HR outcomes mediate the relationship between HRM practices and organizational innovation. (c) The underlying mechanism through which HRM practices contribute to innovation is partially explained by the existence of a perceived innovative climate. (d) Support for innovative climate has a significant direct positive relationship with organizational innovation. Theoretical and practical implications along with limitations and suggestions for future research are also discussed.
Keywords: HRM practices, HR outcomes, innovative climate and organizational innovation.
Awil M. NOOR EGAL
Department of Business Administration
Anadolu University, Graduate School of Social Sciences, July 2019
Advisor: Prof. Dr. İ. Cemil ULUKAN
The importance of Human Resources Management (HRM) practices in contributing to different types of organizational performance have been recognized in the literature. Despite this progressive consideration, there are still some challenges, missing insights and lack of proper theorizing that deserves further investigation. For instance, there are uncertainties relating to which contingencies influence this relationship. The present study aims to determine the relationship between HRM practices and organizational innovation by considering the extent to which HR outcomes (job satisfaction, organizational citizenship behaviour (OCB) and employee involvement) and innovative climate model mediates this relationship.
A cross-sectional survey research design was used to randomly collect data from 375 employees working in 11 Somali telecom and banking firms and it is analyzed through Structural Equation Modelling (SEM). The researcher discovered several key important findings that include: (a) HRM practices significantly and positively contribute to HR outcomes. (b) Contrary to researcher's expectation, no empirical evidence was found supporting that HR outcomes mediate the relationship between HRM practices and organizational innovation. (c) The underlying mechanism through which HRM practices contribute to innovation is partially explained by the existence of a perceived innovative climate. (d) Support for innovative climate has a significant direct positive relationship with organizational innovation. Theoretical and practical implications along with limitations and suggestions for future research are also discussed.
Keywords: HRM practices, HR outcomes, innovative climate and organizational innovation.