Buradasınız

Anasayfa » Content

Konaklama işletmelerinde insan kaynakları yönetimi uygulamalarının farklılıkları ve işgücü devir hızıyla ilişkileri

Differences of human resource management practices at hospitality operations and their relations with turnover rate

Journal Name:

  • İstanbul Üniversitesi İşletme Fakültesi Dergisi

Publication Year:

  • 2013

Key Words:

Keywords (Original Language):

Author NameUniversity of Author
Abstract (2. Language): 
Current study analyzes the differences of five star hospitality operations human resource practices and human resource management departments. Moreover the content of human resource practices and turnover rate has been associated with each other. Study results indicate that in international chain hospitality operations human resource management practices fulfilled by common logic and they directly follow the common applications without considering local adaptation. Additionally, study found that there are not sufficient know how and expertise to guide the human resource application in local chain and they often called internal public relation activities as human resource practices.
Bookmark/Search this post with
Abstract (Original Language): 
Bu çalışmada beş yıldızlı konaklama işletmelerinin İKY uygulamaları ve İK birimleri arasındaki farklar incelenmiştir. Ayrıca çalışmada İKY uygulamalarının içeriği ile işgücü devir hızı ilişkilendirilmiştir. Bu çalışmanın sonucuna göre uluslararası zincir bağı olan konaklama işletmelerinde İKY uygulamalarının ortak yürütüldüğü, yerel adaptasyon yapılmadığı tespit edilmiştir. Buna ek olarak yerel zincir bağı olan ve bağımsız konaklama işletmelerinin ise, insan kaynakları uygulamaları konusunda yeterli örtük bilgiye sahip olmadıkları ve işletme içi halkla ilişkiler uygulamalarını insan kaynakları uygulamaları olarak adlandırdıkları görülmüştür. İKY uygulamalarının içeriğinin işgücü devir hızını farklılaştırdığı tespit edilmiştir.
FULL TEXT (PDF): 
PDF icon arastrmx_2057_42_pp_61-76.pdf
  • 1
61-76
  • Turkish

REFERENCES

References: 

[1] E. Appelbaum, T. Bailey, P. Berg, A.L. Kallenberg, Manufacturing Advantage: Why High Performance Work Systems Pay Off, Cornell University Press, New York, 2000.
[2] M.A. Huselid, The Impact of Human Resource Management Practices on Turnover Productivity and Corporate Financial Performance. Academy of Management Journal, 38, 635-672 (1995).
[3] J.T. Delaney, M.A. Huselid, The impact of Human Resource Management Practices on Perceptions of Organizational Performance. Academy of Management Journal, 39, 949–969 (1996).
[4] J.P. Macduffie, Human Resource Bundles And Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry. Industrial and Labor Relations Review, 48, 197–221 (1995).
[5] D. Guest, Human Resource Management: When Research Confronts Theory. International Journal of Human Resource Management, 12, 7, 1092-1106 (2001).
[6] J Paauwe, R. Richardson, Introduction to Special Edition on HRM and Performance. International Journal of Human Resource Management, 8, 257–262 (1997).
[7] J. Bae, J.J. Lawler, Organizational and HRM strategies in Korea: Impact on Firm Performance in an Emerging Economy. Academy of Management Journal, 43, 502-17 (2000).
‡ Bu çalışmanın verileri 2009 yılında İKY dersi kapsamında gerçekleştirilen kıyaslamalı proje çalışmasında İKY dersinin öğrencilerinin destekleriyle toplanmıştır.
İ. Kalemci Tüzün / İstanbul Üniversitesi İşletme Fakültesi Dergisi 42, 1, (2013) 61-76 © 2013
74
[8] E. Chang, “Effects of Individual Performance Based Compensation in Korean Companies: In the Context of Commitment HR Bundles”, Academy of Management Congress, Washington D.C., August (2001).
[9] P. Boselie ,T. Wiele van der, Employee Perception of HRM and TQM, and the Effects on Job Satisfaction and Intention to Leave. Managing Service Quality, 12, 3, 165-172 (2002).
[10] T. Ferratt, R. Agarwal, C. Brown, J.E. Moore, IT Human Resource Management Configurations and IT Turnover: Theoretical Synthesis and Empirical Analysis. Information Systems Research, 16, 3, 237-255 (2005).
[11] D. Guest, J. Michie, N. Conway, M. Sheehan, Human Resource Management and Corporate Performance in the UK. British Journal of Industrial Relations, 41, 291-314 (2003).
[12] W. Lam, Z. Chen, N. Takeuchi, Perceived Human Resource Practices and Intention to Leave of Employees: The Mediating Role of Organizational Citizenship Behavior in a Sino-Japanese Joint Venture. International Journal of Human Resource Management, 20, 11, 2250-2270 (2009).
[13] K. Hoque, Human Resource Management in the Hotel Industry: Strategy, Innovation and Performance, Routledge, London, 2000.
[14] K. Hoque, Human Resource Management and Performance in the UK Hotel Industry. British Journal of Industrial Relations, 37, 3, 419-443 (1999).
[15] J. Storey, Developments in the Management of Human Resources, Oxford: Blackwell Publishing, New York, 1992.
[16] P. Evans, “Dosing the Glue: Applying Human Resource Technology to Build the Global Organization”, in B. Shaw, P. Kirkbride (Ed.), Research in Personnel and Human Resource Management, 3, JAI Press, Greenwich, 1993.
[17] G. Jones, P.M. Wright, “An Economic Approach to Conceptualizing the Utility of Human Resource Management Practices”, in G. Ferris K. Rowland (Ed.), Research in Personnel and Human Resources, JAI Press, Greenwich, 1992, 271–300.
[18] J. Pfeffer, Competitive Advantage Through People, MA Harvard Business School, Boston, 1994.
[19] P.M. Wright, G.C. McMahan, A. McWilliams, Human Resource and Sustained Competitive Advantage: A Resource Based Perspective. International Journal of Human Resource Management, 5, 301-326 (1994).
[20] A.A. Lado, C.C. Wilson, Human Resource System and Sustained Competitive advantage: A Competency Based Perspective. Academy of Management Journal, 19, 699- 727 (1994).
[21] D. Ulrich, A Mandate of Human Resources. Harvard Business Review, 76, 124-134 (1998).
[22] L. Edvinson, M. Malone, Intellectual Capital: Realizing Your Company’s True Value by Finding Its Hidden Brainpower, HarperCollins Publishers, New York, 1997.
[23] J.B. Arthur, Effects of Human Resource Systems on Manufacturing Performance and Turnover. Academy of Management Journal, 37, 670-687 (1994).
[24] O. Richard, N.B. Johnson, Making the Connection Between Formal Human Resource Diversity Practices and Organizational Effectiveness: Beyond Management Fashion. Performance Improvement Quarterly, 12, 77-99 (2001).
İ. Kalemci Tüzün / İstanbul Üniversitesi İşletme Fakültesi Dergisi 42, 1, (2013) 61-76 © 2013
75
[25] E. Chang, Employees Overall Perception of HRM Effectiveness. Human Relations, 58, 4, 523-544 (2005).
[26] P. Beamunt, “The US Human Resource Management Literature: A Review”, in G. Salaman (Ed.), Human Resource Strategies, Sage, London, 1992, 20-37,
[27] J. Pfeffer, The Human Equation: Building Profits by Putting People First, MA Harvard Business School, Boston, 1998.
[28] J.M. Werner, Implications of OCB and Contextual Performance for Human Resource Management. Human Resource Management Review, 10, 1, 3-24 (2000).
[29] T.C. Huang, The Effect of Participative Management on Organizational Performance: The Case of Taiwan. International Journal of Human Resource Management, 8, 677-689 (1997).
[30] M.A. Ryan, M.J. Schimt, R. Johnson, Attitudes and Effectiveness: Examining Relations at an Organizational Level. Personnel Psychology, 49, 853-882 (1996).
[31] E.W. Morrison, Organizational Citizenship Behavior as a Critical Link Between HRM Practices and Service Quality. Human Resource Management, 35, 4, 493-512 (1996).
[32] P.M. Wright S. Snell, Towards a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management. Academy of Management Review, 23, 756-72 (1998).
[33] R.P. Steel, N.K. Ovalle, A Review and Meta-Analysis of Research on the Relationship Between Behavioral Intentions and Employee Turnover. Journal of Applied Psychology, 69, 4, 673–686 (1984).
[34] M. Schake, M.P. Dumler, Organizational Citizenship Behavior: The Impact Of Rewards and Reward Practices. Journal of Managerial Issues, 9, 216-229 (1997).
[35] J.D. Shaw, J.E. Delery, G.D. Jenkins, N. Gupta, An Organizational Level Analysis of Voluntary and Involuntary Turnover. Academy of Management Journal, 41, 511-525 (1998).
[36] C.H. Lovelock, “Developing and Managing The Customer-Service Function in the Service Sector”, in J.A. Czepiel, M.R. Solomon, C.F. Suprenant, E.G. Gutman (Ed.), The Service Encounter: Managing Employee Customer Interaction in Service Business, Lexington Books, Lexington, MA, 1985, 265-80.
[37] B. Schneider D.E. Bowen, The Service Organization: Human Resource Management is Crucial. Organizational Dynamics, 21, 39-52 (1993).
[38] H. Olalı, M. Korzay, Konaklama İşletmeciliği, Beta Basım Yayım Dağıtım, İstanbul, 1993.
[39] M.D. Hartline, K.C. Jones, Employee Perfromance Cues in a Hotel Service Environment: Influence on Perceived Service Quality, Value and Word Of Mouth Intentions. Journal of Business Research, 35, 3, 207-215 (1996).
[40] H. Tajfel, Social Psychology of Intergroup Relations. Annual Review of Psychology, 33, 1-39 (1982).
[41] P. Blau, Exchange and Power in Social Life, Wiley, New York, 1964.
[42] J.M.L. Poon, Effects of Performance Appraisals Politics on Job Satisfaction and Turnover Intention. Personnel Review, 33, 3, 322-334 (2004).
İ. Kalemci Tüzün / İstanbul Üniversitesi İşletme Fakültesi Dergisi 42, 1, (2013) 61-76 © 2013
76
[43] D. Ulrich, R. Halbrook, D. Meder, M. Stuchlik, S. Thorpe, Employee and Customer Attachments: Synergies for Competitive Advantage. Human Resource Planning, 14, 2, 89-104 (1991).
[44] R.H. Moorman, Relationship Between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship. Journal of Applied Psychology, 76, 6, 845-855 (1991).
[45] K.M. Kacmar, D.P. Bozeman, D.S. Carlson, W.P. Anthony, An Examination of the Perceptions of Organizational Politics Model: Replication And Extension. Human Relations, 52, 383-416 (1999).
[46] R. Cropanzano, J.C. Howes, A.A. Grandey, P. Toth, The Relationship of Organizational Politics and Support to Work Behaviors Attitudes and Stress. Journal of Organizational Behavior, 18, 159-180 (1997).
[47] J. Purcell, The Challenge of Human Resource Management for Industrial Relations Theory and Practice. International Journal of Human Resource Management, 4, 3, 511-527 (2003).
[48] C. Gomez, J.I. Sanchez, HR’s Strategic Sole Within MNCS: Helping Build Social Capital in Latin America. International Journal of Human Resource Management, 16, 12, 2189-2200 (2005).
[49] G. Hofstede, Culture’s Consequences, Sage, Newbury Park, 1980.
[50] C. Gomez, B.L. Kirkman, D.L. Shapiro, The Impact of Collectivism and In-Group/Out-Group Membership on The Evaluation Generosity of Team Members, Academy of Management Journal, 43, 5, 1097-1106 (2000).
[51] Z. Aycan, R.N. Kanungo, M. Mendonca, K. Yu, J. Deler, G. Stahl, A. Khursid, Impact of Culture on Human Resource Management Practices: A Ten Country Comparison. Applied Psychology: An International Review, 49, 1, 192-220 (2000).
[52] Z. Aycan, Human Resource Management in Turkey: Current Issues and Future Challenges. International Journal of Manpower, 22, 3, 252-260 (2001).
[53] G.W. Krewer, Managing International Projects: How to promote Cooperation of Multicultural Project Groups- A workbook Introducing Experiences, Cases, Self tests, Innovations and Technologie Transfer, Saarbrüchen, 2000.
[54] S. Cho, R.H. Woods, S. Jang, M. Erdem, Measuring the Impact of Human Resource Management Practices on Hospitality Firms' Performances. International Journal of Hospitality Management, 25, 2, 262-277 (2006).
[55] C. Truss, Complexities and Controversies in Linking HRM with Organizational Outcomes. Journal of Management Studies, 38, 1121-1149 (2001).

Thank you for copying data from http://www.arastirmax.com