Stratejik İnsan Kaynakları Yönetimi Aracının Liyakate Esas Görüşlerle Olan İlişkisi: Sağlık Çalışanları Örneği

Bu çalışmanın amacı, bir stratejik yönetim aracı olan insan kaynakları yönetimi uygulamaları ve liyakat ilkelerine ilişkin görüşler arasındaki ilişkinin incelenmesidir. Araştırmada veri toplama yöntemi olarak anket tekniği kullanılmıştır. Anket çalışması Ordu ilindeki özel ve kamu hastanelerinin çalışanlarına uygulanmıştır. Araştırma için on üç hipotez belirlenmiş ve hipotezlerin doğruluğunu test etmek için korelasyon analizi, Mann-Whitney U testi ve Kruskal-Wallis H testi uygulanmıştır. Sonuç olarak, katılımcıların insan kaynakları uygulamalarına ilişkin görüşleri ile liyakat ilkelerine ilişkin görüşleri arasında anlamlı düzeyde ve pozitif yönde bir ilişki olduğu tespit edilmiştir. Bunun yanında cinsiyet ve öğrenim düzeyi değişkenlerine göre insan kaynakları uygulamaları ve liyakat ilkelerine yönelik görüşler arasında anlamlı bir farklılık olmadığı ortaya çıkmış iken çalışılan branş, kurumda çalışma nedeni, kaç defa kurum içi yer değişikliğinde bulunulduğu, toplam çalışma süresi değişkenlerine göre anlamlı bir farklılık olduğu tespit edilmiştir.

The Relationship Between the Strategic Human Resources Management Tool and the Views on Merit: Healthcare Professionals

This study aims to examine the relationship between human resources management practices as a strategic management tool and opinions on merit principles. survey technique was used as the data collection method. The survey was applied to employees of private and public hospitals in Ordu. The study has thirteen hypotheses, and correlation analysis, the Mann-Whitney U test, and the Kruskal-Wallis H test were applied to test the accuracy of the hypotheses. It was determined that there was a significant and positive relationship between the opinions of the participants on human resources practices and the merit principles. In addition to this, there is no significant difference between human resources practices and opinions regarding merit principles according to gender and education level variables, whereas there is a significant difference according to the department, the reason for working in the institution, number of intra-organizational change of position, and the total service year variables.

Keywords:

Human resources merit, merit principles,

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