Abstract
Bu çalışmanın amacı, Trabzon ilindeki devlet ve özel hastanelerdeki sağlık çalışanlarının stratejik insan kaynakları yönetimi, çalışan performansı ve çalıştıkları hastane sektörü arasındaki ilişkilerin incelenmesidir. Bu iki konunun birbirleri ile ilişkilerinin ortaya konulmasının sağlık kurumları açısından rekabet avantajı elde etmede ve küresel rekabette ayakta kalabilmek için önemli katkılar sağlayacağı öngörülmektedir. Araştırmanın yapısal eşitlik modellemesinde (YEM), hastane sektörü dışsal (exogenous), iş perfromansı içsel (endogenous) ve stratejik insan kaynakları yönetimi ise aracı (mediator) değişken olarak yer almaktadır. Araştırma, Trabzon ilinde bulunan il sağlık müdürlüğüne bağlı devlet ve özel hastanelerde aktif olarak görev yapan 6106 sağlık çalışanından 590 sağlık çalışanına ulaşılarak gerçekleştirilmiştir. Çalışmada kolayda örnekleme yöntemi kullanılmıştır. Araştırma modeli betimsel ve ilişkisel tarama modelidir. Stratejik insan kaynakları ve iş performansı arasında istatistiksel olarak pozitif yönlü anlamlı bir ilişki bulunmuştur. Bu araştırmanın yapısal eşitlik modeli aşamasında öncelikle ölçme modeli, ardından yapısal model test edilmiştir. Sonrasında yapısal modeldeki aracılık ilişkisi için Boostrapping testi kullanılmıştır. Aracılık testi sonucunda stratejik insan kaynakları yönetiminin, hastane sektörü ile iş performansı arasındaki ilişkiye tam aracılık ettiği görülmüştür. Araştırmanın doğrulanan modelinde iş performansına ilişkin toplam varyansın %42’sinin açıklandığı belirlenmiştir. Hastanelerin iş performanslarını artırmak için staratejik insan kaynakları yönetiminin geliştirilmesi gerektiği önerilmiştir.
Supporting Institution
Yoktur
References
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- 18. Rowe, A. K, Labadie, G, Jackson, D, Vivas-Torrealba, C. ve Simon, J. (2018). ‘‘Improving Health Worker Performance: An Ongoing Challenge For Meeting The Sustainable Development Goals’’. Bmj, 362.
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- 20. Bolatcı, S. (2011). Psikolojik Sermayenin Performans Üzerindeki Etkisinde İş Aile Yayılımı ve Psikolojik İyi Oluşun Etkisi. Doktora Tezi. Erciyes Üniversitesi. Sosyal Bilimler Enstitüsü, Kayseri.
- 21. Kline, R. B. (2005). Principles And Practice Of Structural Equation Modeling: Methodology İn The Social Sciences. Guilford Publications.
- 22. Ahmad, W, Zaid, A. ve Sleimi, M. (2022). ‘‘The Impact Of Strategic Human Resources Management Practices On Firm Performance: The Mediating Role Of Supply Chain Management. In Innovation Of Businesses, And Digitalization During COVID-19 Pandemic: Proceedings Of The International Conference On Business And Technology (Icbt 2021) (633-655). Cham: Springer International Publishing.
- 23. Green, K. W, Wu, C, Whitten, D. ve Medlin, B. (2006). ‘‘The İmpact Of Strategic Human Resource Management On Firm Performance And Hr Professionals' Work Attitude And Work Performance’’. The International Journal Of Human Resource Management, 17 (4), 559-579.
- 24. Veld, M, Paauwe, J. And Boselie, P. (2010). ‘‘HRM And Strategic Climates İn Hospitals: Does The Message Come Across At The Ward Level?’’. Human Resource Management Journal, 20 (4), 339-356.
The Relationship Between Strategic Human Resources Management and Employee Performance İn Private And Public Hospitals
Abstract
This study aims to examine the relationships between strategic human resources management, employee performance, and the hospital sector of healthcare professionals in public and private hospitals in Trabzon. It is foreseen that revealing the relations of these two subjects with each other will make important contributions to gaining a competitive advantage in terms of health institutions and survive in global competition. In the modelling of structural equations (SEM), the hospital sector is exogenous, work performance is endogenous and strategic human resources management is the mediating variable. The research was carried out by reaching 590 health workers from 6106 health workers working actively in public and private hospitals affiliated with the provincial health directorate in the province of Trabzon. Convenience sampling method was used in the study. In addition, a statistically positive and significant relationship was found between all sub-dimensions of these two variables. In the structural equation model stage of this research, first the measurement model and then the structural model was tested. Afterward, the Bootstrapping test was used for the mediation relationship in the structural model. As a result of the mediation test, it was seen that strategic human resources management fully mediated the relationship between the hospital sector and job performance. In the validated model of the research, it was determined that 42% of the total variance in job performance was explained. It has been suggested that strategic human resource management should be developed to increase the business performance of hospitals.
References
- 1. Wright, P. M. ve Mcmahan, G. C. (1992). ‘‘Theoretical Perspectives For Strategic Human Resource Management’’. Journal Of Management, 18 (2), 295-320.
- 2. Dessler, G. (2013). ‘‘Strategic Human Resource Management And The Hr Scorecard’’. Nj, New.
- 3. Boxall, P. ve Purcell, J. (2000). ‘‘Strategic Human Resource Management: Where Have We Come From And Where Should We Be Going?’’. IInternational Journal Of Management Reviews, 2 (2), 183-203.
- 4. Öztürk, Z. ve Çağatay, A. (2021). ‘‘Teoriden Uygulamaya Sağlık Kurumlarında Stratejik Yönetim Araçları’’. Ankara: Gazi Kitabevi.
- 5. Savage, G. T, Fottler, M. D. ve Khatri, N. (Eds.). (2010). ‘‘Strategic Human Resource Management İn Health Care’’. Bingley: Emerald Group Publishing.
- 6. Alcázar, F. M, Fernández, P. M. R. ve Gardey, G. S. (2005). ‘‘Researching On Shrm: An Analysis Of The Debate Over The Role Played By Human Resources İn Firm Success’’. Management Revue, 213-241.
- 7. Brewster, C. (1999). ‘‘Strategic Human Resource Management: The Value Of Different Paradigms. In Management International Review’’. Gabler Verlag, Wiesbaden, 45-64.
- 8. Akingbola, K. (2013). ‘‘Contingency, Fit And Flexibility Of Hrm İn Nonprofit Organizations’’. Employee Relations, 35 (5), 479-494.
- 9. Farndale, E. ve Paauwe, J. (2018). ‘‘Shrm And Context: Why Firms Want To Be As Different As Legitimately Possible’’. Journal Of Organizational Effectiveness: People And Performance, 5 (3), 202-210.
- 10. Özgen, H. ve Yalçın, A. (2002). ‘‘İnsan Kaynakları Yönetimi’’. Ankara: Akademi Kitabevi.
- 11. Stavrou, E. T. ve Brewster, C. (2005). ‘‘The Configurational Approach To Linking Strategic Human Resource Management Bundles With Business Performance: Myth Or Reality?’’, Management Revue, 186-201.
- 12. Bayat, B. (2008). ‘‘İnsan Kaynakları Yönetiminin Stratejik Niteliği’’, Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 10 (3), 67-91.
- 13. Alolayyan, M. N, Alyahya, M. S. ve Omari, D. A. (2021). ‘‘Strategic Human Resource Management Practices And Human Capital Development: The Role Of Employee Commitment’’. Probl. Perspect. Manag, 19 (2), 157-169.
- 14. Akdemir, B. (2005). ‘‘Küresel Rekabet Ortamında İnsan Kaynakları Yönetiminin Değişen Rolü: Stratejik İnsan Kaynakları Yönetimi’’. In Journal Of Social Policy Conferences (No. 49).
- 15. Sendawula, K, Nakyejwe Kimuli, S, Bananuka, J. ve Najjemba Muganga, G. (2018). ‘‘Training, Employee Engagement And Employee Performance: Evidence From Uganda’s Health Sector’’. Cogent Business and Management, 5 (1), 1470891.
- 16. Martinez, J. ve Martineau, T. (2001). ‘‘Introducing Performance Management İn National Health Systems: İssues On Policy And İmplementation’’. An Ihsd Issues Note, Barcelona, Spain, 1-11.
- 17. Mettler, T. ve Rohner, P. (2009). ‘‘Performance Management İn Health Care: The Past, The Present, And The Future’’, 9. Internationale Tagung Wirtschaftsinformatik, 699-708.
- 18. Rowe, A. K, Labadie, G, Jackson, D, Vivas-Torrealba, C. ve Simon, J. (2018). ‘‘Improving Health Worker Performance: An Ongoing Challenge For Meeting The Sustainable Development Goals’’. Bmj, 362.
- 19. Yıldırım, B. (2015). Stratejik İnsan Kaynakları Yönetiminin Kurumsal Performansa Etkisi: İstanbul Üniversitesi'nde Bir Uygulama. Yüksek Lisans Tezi. İstanbul Gelişim Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
- 20. Bolatcı, S. (2011). Psikolojik Sermayenin Performans Üzerindeki Etkisinde İş Aile Yayılımı ve Psikolojik İyi Oluşun Etkisi. Doktora Tezi. Erciyes Üniversitesi. Sosyal Bilimler Enstitüsü, Kayseri.
- 21. Kline, R. B. (2005). Principles And Practice Of Structural Equation Modeling: Methodology İn The Social Sciences. Guilford Publications.
- 22. Ahmad, W, Zaid, A. ve Sleimi, M. (2022). ‘‘The Impact Of Strategic Human Resources Management Practices On Firm Performance: The Mediating Role Of Supply Chain Management. In Innovation Of Businesses, And Digitalization During COVID-19 Pandemic: Proceedings Of The International Conference On Business And Technology (Icbt 2021) (633-655). Cham: Springer International Publishing.
- 23. Green, K. W, Wu, C, Whitten, D. ve Medlin, B. (2006). ‘‘The İmpact Of Strategic Human Resource Management On Firm Performance And Hr Professionals' Work Attitude And Work Performance’’. The International Journal Of Human Resource Management, 17 (4), 559-579.
- 24. Veld, M, Paauwe, J. And Boselie, P. (2010). ‘‘HRM And Strategic Climates İn Hospitals: Does The Message Come Across At The Ward Level?’’. Human Resource Management Journal, 20 (4), 339-356.
Details
| Primary Language | Turkish |
|---|---|
| Subjects | Health Management |
| Journal Section | Original Article |
| Authors | |
| Publication Date | March 27, 2024 |
| Published in Issue | Year 2024 Volume: 13 Issue: 1 |
