İNSAN KAYNAKLARI UYGULAMALARININ ÖRGÜTSEL YARATICILIĞA KATKISI: TÜRKİYE’DE BİR ALAN ÇALIŞMASI

İnsan kaynakları kurumların en önemli kaynaklarıdır. Bunun yanı sıra yaratıcılık, kurumların başarısında önemli bir faktördür. Bu çalışmanın amacı, insan kaynakları uygulamalarının boyutlarından eğitim, performans değerlendirme, kariyer planlama ve katılımın örgütsel yaratıcılık üzerindeki etkisini belirlemektir. Aynı zamanda kurumsal yaratıcılığı artıran insan kaynakları uygulamaları ile ilgili öneriler sunmaktır. Yapılan alan çalışmasında, Türkiye genelinde faaliyet gösteren Türkiye İş Kurumunun 64 yerel şubelerinde çalışan 131 yöneticiden anket yardımıyla kurumlarındaki insan kaynakları uygulamaları ve kurumsal yaratıcılık algılarına ilişkin veriler toplanmıştır. Elde edilen verilerin içerik analizi SmartPLS programı ile yapılarak tablolar halinde sunumu yapılmıştır. İçsel tutarlılık, bileşik güvenilirlik ve yakınsak geçerlilik analizleri sonucu testin yeterli olduğunu göstermiştir. Aynı zamanda bu çalışmada yapısal eşitlik modeli (SEM) doğrulayıcı faktör analizi yapılmıştır. Elde edilen bulgular, insan kaynakları uygulamalarının boyutlarından eğitim, performans değerlendirme ve kariyer planlamanın kurumsal yaratıcılık üzerinde olumlu etkisi olduğunu göstermiştir. Buna karşın insan kaynakları uygulamalarının diğer boyutu olan katılımın kurumsal yaratıcılık üzerinde etkisi bulunmamıştır. Bu sonuçlara göre insan kaynakları uygulamaları- katılımcılık yararlı olmasa da-(kariyer planlama, performansın değerlendirilmesi ve eğitim) yeni fikir, ürün ve hizmetler geliştirmek için örgütsel yaratıcılığın artırılmasında yararlıdır. Katılımcılığın örgütsel yaratıcılık üzerinde herhangi bir etkisinin olmaması araştırmaya katılanlara örgütlerinde kararlara katılma fırsatının verilmemesinin yansıması olarak yorumlanmıştır.

CONTRIBUTION OF HUMAN RESOURCE PRACTICES TO ORGANIZATIONAL CREATIVITY: AN EMPIRICAL STUDY IN TURKEY

Human resources are the most important resource of theorganization. Also, creativity is an important factor in the success of theorganization. This study aims to determine the contribution of humanresources practices’ dimensions; career planning, participation,performance appraisal and training on organizational creativity. In thisempirical study, the data on managers' perceptions of human resourcepractices and organizational creativity was collected with the help of aquestionnaire from 131 participating managers working in 64 localbranches of Turkish Employment Agency in Turkey. Data were analyzedby content analysis with SmartPLS software and showed in tables.Internal consistency, composite reliability and convergent validityanalyses results are sufficient. At the same time SEM confirmatoryfactorial analysis was performed in this paper. The findings revealed thathuman resources practices’ dimensions such as career planning,performance, appraisal and training have positive and significant impact,on the other hand participation have no significant impact onorganizational creativity. According to the results human resourcespractices (career planning, performance appraisal and training) areuseful in improving organizational creativity to generate new idea,products and services, although participation is not helpful. The lack ofany effect of participation on organizational creativity was interpreted asa reflection of respondents were not given the opportunity to participatein decisions in their organization.

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