Araştırma Makalesi
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A LONGITUDINAL ANALYSIS ON INTELLECTUAL STRUCTURE OF HUMAN RESOURCES MANAGEMENT: THEORETICAL FOUNDATIONS AND RESEARCH TRENDS

Yıl 2019, Cilt: 6 Sayı: 3, 796 - 814, 31.12.2019
https://doi.org/10.30798/makuiibf.569513

Öz

In this
study, the intellectual structure of the field of human resources management
(HRM) has been investigated and new theoretical foundations and research trends
that will contribute to the development of the field have been proposed.
Content analysis was used in the research and a longitudinal analysis was
performed. The results show that sociology-based organizational theories further
affected the field in the 1990s. In the 2000s, it was determined that the
dominant theories in the field were human capital theory from economy
discipline, social exchange theory from sociology discipline, and resource
based view from strategic management discipline. In the 2010s, human capital
theory from economy discipline, social capital theory from sociology
discipline, and resource based view from strategic management discipline had
widespread effects in the field. Finally, strategic human resource management
(SHRM), outcomes and human resources practices were determined as the research
trends that have been most effective on the field from the 1990s to the
present. However, the context research trend was less effective in the field
compared to other research trends.
As a result, it can be stated that future researches
that want to contribute to the field of human resources management can benefit
from theory of the growth of the firm, Austrian school of economics, strategy
as a practice and new institutional economies.
In addition, research trends in the future of the
field could be stated as the effects of industry 4.0, e-HRM, and artificial
intelligence studies on human resource management. 

Kaynakça

  • ACEDO, F. J., BARROSO C., ve GALAN J. L. (2006), The Resource‐Based Theory: Dissemination and Main Trends, Strategic Management Journal, 27(7), 621-636.
  • AMABILE, T. M. (1983), The Social Psychology of Creativity: A Componential Conceptualization, Journal of Personality and Social Psychology, 45(2), 357-376.
  • AMABILE, T. M. (1996), Creativity in Context: Update to the Social Psychology of Creativity, Hachette UK.
  • ARGYRIS, C., AND SCHÖN D. A. (1978), Organizational Learning, Readings, Addison-Wesley Publishing Company.
  • BAĞIŞ, M., ve HIZIROĞLU M. (2018), Stratejik Yönetim'in Kaynaklara Dayalı Yaklaşımı: Ekonomik, Sosyolojik, Psikolojik Temeller, Ankara: Nobel Akademik Yayıncılık.
  • BANDURA, A. (1986), Social Foundations of Thought and Action: A Social Cognitive Theory, Prentice-Hall, Inc.
  • BARNEY, J. B., KETCHEN D. J., ve WRIGHT M. (2011), The Future of Resource-Based Theory Revitalization or Decline, Journal of Management, 37(5), 1299-1315.
  • BARNEY, J. B. (1991), Firm Resources and Sustained Competitive Advantage, Journal of Management, 17(1) 99-120.
  • BARNEY, J. B., and ARIKAN A. M. (2001), The Resource-Based View: Origins and Implications, In Handbook of Strategic Management, Editors: HITT, M. A., FREEMAN R. E., HARRISON J. S., (s. 124-188), Blackwell Publishers Ltd.
  • BECKER, G. S. (1964), Human Capital, A Theoretical and Empirical Analysis with Special References to Education, Chicago and London: The University of Chicago Press.
  • BLAU, P. M. (1964), Exchange and Power in Social Life, New Brunswick (U.S.A) and London (U.K.): Transaction Publishers.
  • BOWEN, G. A. (2009), Document Analysis as a Qualitative Research Method, Qualitative Research Journal, 9(2), 27-40.
  • BOXALL, P., ve PURCELL J. (2000), Strategic Human Resource Management: Where Have We Come From and Where Should We Be Going?, International Journal of Management Reviews, 2(2), 183-203.
  • BOXALL, P. F., PURCELL J., ve WRIGHT P. M. (2007), The Oxford Handbook of Human Resource Management, England: Oxford University Press.
  • BURT, R. S. (1992), Structural Holes: The Social Structure of Competition, Cambridge, Massachusetts, and London, England: Harvard University Press.
  • CHILD, J. (1972), Organizational Structure, Environment and Performance: The Role of Strategic Choice, Sociology, 6(1), 1-22.
  • COLEMAN, J. (1990), Foundations of Social Theory, Cambridge: MA: Belknap.
  • DELERY, J. E., ve DOTY D. H. (1996), Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions, Academy of Management Journal, 39(4), 802-835.
  • DIMAGGIO, P. J., ve POWELL W. W. (1983), The Iron Cage Revisited: Collective Rationality and Institutional Isomorphism in Organizational Fields, American Sociological Review, 48(2), 147-160.
  • DULEBOHN, J. H., FERRIS G. R., ve STODD J. T. (1995), The History and Evolution of Human Resource Management, Editors: Ferris, G.R., Rosen S.D., Barnum D.T. Handbook of Human Resource Management, (s. 18-41), Blackwell, Cambridge, MA.
  • EISENHARDT, K. M., ve MARTIN J. A. (2000), Dynamic Capabilities: What are They?, Strategic Management Journal, 21(10-11), 1105-1121.
  • FERNANDEZ‐ALLES, M., ve RAMOS‐RODRÍGUEZ A. (2009), Intellectual Structure of Human Resources Management Research: A Bibliometric Analysis of the Journal Human Resource Management 1985–2005, Journal of the American Society for Information Science and Technology, 60(1), 161-175.
  • FERRIS, G. R., ve JUDGE T. A. (1991), Personnel/Human Resources Management: A Political Influence Perspective, Journal of Management, 17(2), 447-488.
  • FERRIS, G. R., ARTHUR, M. M., BERKSON, H. M., KAPLAN, D. M., HARRELL-COOK, G., ve FRINK, D. D. (1998), Toward a Social Context Theory of the Human Resource Management Organization Effectiveness Relationship, Human Resource Management Review, 8(3), 235-264.
  • FERRIS, G. R., HOCHWARTER, W. A., BUCKLEY M. R., HARRELL-COOK G., ve FRINK D. D. (1999), Human Resources Management: Some New Directions, Journal of Management, 25(3), 385-415.
  • FERRIS, G. R., HALL A. T., ROYLE M. T., ve MARTOCCHIO J. J. (2004), Theoretical Development in the Field of Human Resources Management: Issues and Challenges for the Future, Organizational Analysis, 12(3), 231-254.
  • FISHER, C. D. (1989), Current and Recurrent Challenges in HRM, Journal of Management, 15(2), 157-180.
  • FLICK, U. (2018), An Introduction to Qualitative Research, Los Angeles, London, New Delhi, Singapore, Washinton DC, Melbourne: Sage Publications Limited.
  • GRANOVETTER, M. S. (1973), The Strength of Weak Ties, American Journal of Sociology, 78(6), 1360-1380.
  • GRANOVETTER, M. S. (1985), Economic Action and Social Structure: The Problem of Embeddedness, American Journal of Sociology, 91(3), 481-510.
  • GRANT, R. M. (1996), Toward a Knowledge‐Based Theory of the Firm, Strategic Management Journal, 17(S2), 109-122.
  • GUEST, D. E. (1997), Human Resource Management and Performance: A Review and Research Agenda, International Journal of Human Resource Management, 8(3), 263-276.
  • HAYEK, F. A. (1945), The Use of Knowledge in Society, The American Economic Review, 35(4), 519-530.
  • HENDRY, C., ve PETTIGREW A. (1990), Human Resource Management: An Agenda for The 1990s, International Journal of Human Resource Management, 1(1), 17-43.
  • HIGGINS, E. T. (1998), Promotion and Prevention: Regulatory Focus as a Motivational Principle, In Advances in Experimental Social Psychology. 30, 1-46.
  • HUSELID, M. A. (1995), The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance, Academy of Management Journal, 38(3), 635-672.
  • JACKSON, S. E., ve SCHULER R. S. (1995), Understanding Human Resource Management In the Context of Organizations and their Environments, Annual Review of Psychology, 46(1), 237-264.
  • KAUFMAN, B. E. (1993), The Origins and Evolution of the Field of Industrial Relations in the United States, Ithaca and London: Cornell University Press.
  • LACHMANN, L. M. (1956), Capital and its Structure, Kansas City: Sheed Andrews and McMeel Inc., Subsidiary of Universal Press Syndicate.
  • LAWRENCE, P. R., VE LORSCH, J. W. (1967). Differentiation and integration in complex organizations. Administrative Science Quarterly, 12(1), 1-47.
  • LENGNICK-HALL, M. L., LENGNICK-HALL C. A., ANDRADE L. S., ve DRAKE B. (2009), Strategic Human Resource Management: The Evolution of the Field, Human Resource Management Review, 19(2), 64-85.
  • MAHONEY, T. A., ve DECKOP J. R. (1986), Evolution of Concept and Practice in Personnel Administration/Human Resource Management (PA/HRM)", Journal of Management, 12(2), 223-241.
  • MARTIN-ALCAZAR, F., ROMERO-FERNANDEZ P. M., ve SÁNCHEZ-GARDEY G. (2005), Strategic Human Resource Management: Integrating the Universalistic, Contingent, Configurational and Contextual Perspectives, The International Journal of Human Resource Management, 16(5), 633-659.
  • MAYO, ELTON (1949), "Hawthorne and the Western Electric Company", Public Administration: Concepts and Cases: 149-158.
  • MEYER, J. W., ve ROWAN B. (1977), Institutionalized Organizations: Formal Structure as Myth and Ceremony, American Journal of Sociology, 83(2), 340-363.
  • MILES, M. B., ve HUBERMAN A. M. (1994), Qualitative Data Analysis: An Expanded Sourcebook, Thousands Oaks, London, New Delhi: Sage.
  • NORTH, D. C. (1990), Institutions, Institutional Change and Economic Performance, Cambridge, New York, Port Chester, Melbourne, Sydney: Cambridge University Press.
  • OSWICK, C., FLEMING P., ve HANLON G. (2011), From Borrowing to Blending: Rethinking the Processes of Organizational Theory Building, Academy of Management Review, 36(2), 318-337.
  • PENROSE, E. T. (1959), The Theory of the Growth of the Firm, Mansfield Centre, USA: Martino Publishing.
  • PFEFFER, J., ve SALANCIK G. R. (2003), The External Control of Organizations: A Resource Dependence Perspective, Standford, California: Stanford University Press.
  • RAMOS‐RODRÍGUEZ, A.-R., ve RUÍZ‐NAVARRO J. (2004), Changes in the Intellectual Structure of Strategic Management Research: A Bibliometric Study of the Strategic Management Journal, 1980–2000, Strategic Management Journal, 25(10), 981-1004.
  • REGNÉR, P. (2008), Strategy-as-Practice and Dynamic Capabilities: Steps Towards a Dynamic View of Strategy, Human Relations, 61(4), 565-588.
  • SCHREIER, M. (2012), Qualitative Content Analysis in Practice, Bremen, Germany: Sage Publications.
  • SCHULER, R. S., DOWLING P. J., ve CIERI H. D. (1993), An Integrative Framework of Strategic International Human Resource Management, Journal of Management, 19(2), 419-459.
  • STRAUSS, A. L. (1987), Qualitative Analysis for Social Scientists, Cambridge, New York Melbourne: Cambridge University Press.
  • TAJFEL, H., ve TURNER J. C. (1979), An Integrative Theory of Intergroup Conflict, Editors: Hatch M. J. ve Schultz M., Organizational Identity: A Reader, (s. 56-65), Oxford: Oxford University Press.
  • TAYLOR, F. W. (1914), The Principles of Scientific Management, Dover Publications.
  • TEECE, D. J., PISANO, G., ve SHUEN A. (1997), Dynamic Capabilities and Strategic Management, Strategic Management Journal, 18(7), 509-533.
  • THITE, M., KAVANAGH, M. J. ve JOHNSON, R. D. (2009), Evolution of Human Resource Management and Human Resource Information Systems, Human Resource Information Systems, (s. 3-24).
  • ÜSDİKEN, B., ve WASTİ S. A. (2002), Türkiye'de Akademik Bir İnceleme Alanı olarak Personel veya" Insan Kaynakları" Yönetimi, 1972-1999, Amme İdaresi Dergisi, 35(1), 1-37.
  • WEBER, R. P. (1990), Basic Content Analysis, Newbury Park, London, New Delhi: Sage Publications, The International Professional Publishers.
  • WHETTEN, D. A., FELIN, T., ve KING B. G. (2009), The Practice of Theory Borrowing in Organizational Studies: Current Issues and Future Directions, Journal of Management, 35(3), 537-563.
  • WRIGHT, P. M., ve MCMAHAN G. C. (1992), Theoretical Perspectives for Strategic Human Resource Management, Journal of Management, 18(2), 295-320.
  • WRIGHT, P M., DUNFORD B. B., ve SNELL S. A. (2001), Human Resources and the Resource Based View of the Firm, Journal of Management, 27(6), 701-721.
  • WRIGHT, P. M., ve BOSWELL W. R. (2002), Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research, Journal of Management, 28(3), 247-276.
  • ZAHRA, S. A., ve NEWEY L. R. (2009), Maximizing the Impact of Organization Science: Theory‐Building at the Intersection of Disciplines and/or Fields, Journal of Management Studies, 46(6), 1059-1075.
  • ZUPIC, I., ve ČATER T. (2014), Bibliometric Methods in Management and Organization, Organizational Research Methods, 18(3), 429-472.

İNSAN KAYNAKLARI YÖNETİMİNİN ENTELEKTÜEL YAPISI ÜZERİNE BOYLAMSAL BİR ANALİZ: TEORİK TEMELLER VE ARAŞTIRMA EĞİLİMLERİ

Yıl 2019, Cilt: 6 Sayı: 3, 796 - 814, 31.12.2019
https://doi.org/10.30798/makuiibf.569513

Öz

Bu çalışmada insan kaynakları yönetimi alanının entelektüel yapısı
araştırılarak, alanın gelişimine katkı sağlayacak yeni teorik temeller ve
araştırma eğilimleri önerilmiştir.
Araştırmada içerik analizinden faydalanılmış ve boylamsal bir analiz
gerçekleştirilmiştir. Bulgular, 1990’lı yıllarda sosyoloji temelli örgüt
teorilerinin alanı daha fazla etkilediğini göstermektedir. 2000’li yıllarda
alandaki hâkim teoriler ekonomi disiplininden insan sermayesi teorisi,
sosyoloji disiplininden sosyal değişim teorisi ve stratejik yönetim
disiplininden kaynaklara dayalı yaklaşım olarak tespit edilmiştir. 2010’lu
yıllarda ise ekonomi disiplininden insan sermayesi teorisi, sosyoloji
disiplininden sosyal sermaye teorisi ve stratejik yönetim disiplininden kaynaklara
dayalı yaklaşımın alanda yaygın etkileri olduğu bulunmuştur. Son olarak stratejik
insan kaynakları yönetimi, çıktılar (outcomes) ve insan kaynakları uygulamaları
1990’lı yıllardan günümüze alana en fazla hakim olan araştırma trendleri olarak
tespit edilmiştir. Ancak bağlama (context) yönelik araştırmaların ise diğer
araştırma trendlerine göre alandaki etkisinin sınırlı olduğu bulgusuna ulaşılmıştır. Sonuç olarak insan
kaynakları yönetimi alanına katkı sağlamak isteyen gelecekteki araştırmaların
firmanın büyüme teorisi,
Avusturyan ekonomi okulu, uygulama olarak strateji çalışmaları ve yeni kurumsal
ekonomilerden yararlanabileceği ifade edilebilir.
Ayrıca alanın gelecekte yönelebileceği araştırma
trendlerinin, endüstri 4.0, e-HRM ve yapay zeka çalışmalarının insan kaynakları
yönetimi üzerindeki etkileri olacağı belirtilebilir.

Kaynakça

  • ACEDO, F. J., BARROSO C., ve GALAN J. L. (2006), The Resource‐Based Theory: Dissemination and Main Trends, Strategic Management Journal, 27(7), 621-636.
  • AMABILE, T. M. (1983), The Social Psychology of Creativity: A Componential Conceptualization, Journal of Personality and Social Psychology, 45(2), 357-376.
  • AMABILE, T. M. (1996), Creativity in Context: Update to the Social Psychology of Creativity, Hachette UK.
  • ARGYRIS, C., AND SCHÖN D. A. (1978), Organizational Learning, Readings, Addison-Wesley Publishing Company.
  • BAĞIŞ, M., ve HIZIROĞLU M. (2018), Stratejik Yönetim'in Kaynaklara Dayalı Yaklaşımı: Ekonomik, Sosyolojik, Psikolojik Temeller, Ankara: Nobel Akademik Yayıncılık.
  • BANDURA, A. (1986), Social Foundations of Thought and Action: A Social Cognitive Theory, Prentice-Hall, Inc.
  • BARNEY, J. B., KETCHEN D. J., ve WRIGHT M. (2011), The Future of Resource-Based Theory Revitalization or Decline, Journal of Management, 37(5), 1299-1315.
  • BARNEY, J. B. (1991), Firm Resources and Sustained Competitive Advantage, Journal of Management, 17(1) 99-120.
  • BARNEY, J. B., and ARIKAN A. M. (2001), The Resource-Based View: Origins and Implications, In Handbook of Strategic Management, Editors: HITT, M. A., FREEMAN R. E., HARRISON J. S., (s. 124-188), Blackwell Publishers Ltd.
  • BECKER, G. S. (1964), Human Capital, A Theoretical and Empirical Analysis with Special References to Education, Chicago and London: The University of Chicago Press.
  • BLAU, P. M. (1964), Exchange and Power in Social Life, New Brunswick (U.S.A) and London (U.K.): Transaction Publishers.
  • BOWEN, G. A. (2009), Document Analysis as a Qualitative Research Method, Qualitative Research Journal, 9(2), 27-40.
  • BOXALL, P., ve PURCELL J. (2000), Strategic Human Resource Management: Where Have We Come From and Where Should We Be Going?, International Journal of Management Reviews, 2(2), 183-203.
  • BOXALL, P. F., PURCELL J., ve WRIGHT P. M. (2007), The Oxford Handbook of Human Resource Management, England: Oxford University Press.
  • BURT, R. S. (1992), Structural Holes: The Social Structure of Competition, Cambridge, Massachusetts, and London, England: Harvard University Press.
  • CHILD, J. (1972), Organizational Structure, Environment and Performance: The Role of Strategic Choice, Sociology, 6(1), 1-22.
  • COLEMAN, J. (1990), Foundations of Social Theory, Cambridge: MA: Belknap.
  • DELERY, J. E., ve DOTY D. H. (1996), Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions, Academy of Management Journal, 39(4), 802-835.
  • DIMAGGIO, P. J., ve POWELL W. W. (1983), The Iron Cage Revisited: Collective Rationality and Institutional Isomorphism in Organizational Fields, American Sociological Review, 48(2), 147-160.
  • DULEBOHN, J. H., FERRIS G. R., ve STODD J. T. (1995), The History and Evolution of Human Resource Management, Editors: Ferris, G.R., Rosen S.D., Barnum D.T. Handbook of Human Resource Management, (s. 18-41), Blackwell, Cambridge, MA.
  • EISENHARDT, K. M., ve MARTIN J. A. (2000), Dynamic Capabilities: What are They?, Strategic Management Journal, 21(10-11), 1105-1121.
  • FERNANDEZ‐ALLES, M., ve RAMOS‐RODRÍGUEZ A. (2009), Intellectual Structure of Human Resources Management Research: A Bibliometric Analysis of the Journal Human Resource Management 1985–2005, Journal of the American Society for Information Science and Technology, 60(1), 161-175.
  • FERRIS, G. R., ve JUDGE T. A. (1991), Personnel/Human Resources Management: A Political Influence Perspective, Journal of Management, 17(2), 447-488.
  • FERRIS, G. R., ARTHUR, M. M., BERKSON, H. M., KAPLAN, D. M., HARRELL-COOK, G., ve FRINK, D. D. (1998), Toward a Social Context Theory of the Human Resource Management Organization Effectiveness Relationship, Human Resource Management Review, 8(3), 235-264.
  • FERRIS, G. R., HOCHWARTER, W. A., BUCKLEY M. R., HARRELL-COOK G., ve FRINK D. D. (1999), Human Resources Management: Some New Directions, Journal of Management, 25(3), 385-415.
  • FERRIS, G. R., HALL A. T., ROYLE M. T., ve MARTOCCHIO J. J. (2004), Theoretical Development in the Field of Human Resources Management: Issues and Challenges for the Future, Organizational Analysis, 12(3), 231-254.
  • FISHER, C. D. (1989), Current and Recurrent Challenges in HRM, Journal of Management, 15(2), 157-180.
  • FLICK, U. (2018), An Introduction to Qualitative Research, Los Angeles, London, New Delhi, Singapore, Washinton DC, Melbourne: Sage Publications Limited.
  • GRANOVETTER, M. S. (1973), The Strength of Weak Ties, American Journal of Sociology, 78(6), 1360-1380.
  • GRANOVETTER, M. S. (1985), Economic Action and Social Structure: The Problem of Embeddedness, American Journal of Sociology, 91(3), 481-510.
  • GRANT, R. M. (1996), Toward a Knowledge‐Based Theory of the Firm, Strategic Management Journal, 17(S2), 109-122.
  • GUEST, D. E. (1997), Human Resource Management and Performance: A Review and Research Agenda, International Journal of Human Resource Management, 8(3), 263-276.
  • HAYEK, F. A. (1945), The Use of Knowledge in Society, The American Economic Review, 35(4), 519-530.
  • HENDRY, C., ve PETTIGREW A. (1990), Human Resource Management: An Agenda for The 1990s, International Journal of Human Resource Management, 1(1), 17-43.
  • HIGGINS, E. T. (1998), Promotion and Prevention: Regulatory Focus as a Motivational Principle, In Advances in Experimental Social Psychology. 30, 1-46.
  • HUSELID, M. A. (1995), The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance, Academy of Management Journal, 38(3), 635-672.
  • JACKSON, S. E., ve SCHULER R. S. (1995), Understanding Human Resource Management In the Context of Organizations and their Environments, Annual Review of Psychology, 46(1), 237-264.
  • KAUFMAN, B. E. (1993), The Origins and Evolution of the Field of Industrial Relations in the United States, Ithaca and London: Cornell University Press.
  • LACHMANN, L. M. (1956), Capital and its Structure, Kansas City: Sheed Andrews and McMeel Inc., Subsidiary of Universal Press Syndicate.
  • LAWRENCE, P. R., VE LORSCH, J. W. (1967). Differentiation and integration in complex organizations. Administrative Science Quarterly, 12(1), 1-47.
  • LENGNICK-HALL, M. L., LENGNICK-HALL C. A., ANDRADE L. S., ve DRAKE B. (2009), Strategic Human Resource Management: The Evolution of the Field, Human Resource Management Review, 19(2), 64-85.
  • MAHONEY, T. A., ve DECKOP J. R. (1986), Evolution of Concept and Practice in Personnel Administration/Human Resource Management (PA/HRM)", Journal of Management, 12(2), 223-241.
  • MARTIN-ALCAZAR, F., ROMERO-FERNANDEZ P. M., ve SÁNCHEZ-GARDEY G. (2005), Strategic Human Resource Management: Integrating the Universalistic, Contingent, Configurational and Contextual Perspectives, The International Journal of Human Resource Management, 16(5), 633-659.
  • MAYO, ELTON (1949), "Hawthorne and the Western Electric Company", Public Administration: Concepts and Cases: 149-158.
  • MEYER, J. W., ve ROWAN B. (1977), Institutionalized Organizations: Formal Structure as Myth and Ceremony, American Journal of Sociology, 83(2), 340-363.
  • MILES, M. B., ve HUBERMAN A. M. (1994), Qualitative Data Analysis: An Expanded Sourcebook, Thousands Oaks, London, New Delhi: Sage.
  • NORTH, D. C. (1990), Institutions, Institutional Change and Economic Performance, Cambridge, New York, Port Chester, Melbourne, Sydney: Cambridge University Press.
  • OSWICK, C., FLEMING P., ve HANLON G. (2011), From Borrowing to Blending: Rethinking the Processes of Organizational Theory Building, Academy of Management Review, 36(2), 318-337.
  • PENROSE, E. T. (1959), The Theory of the Growth of the Firm, Mansfield Centre, USA: Martino Publishing.
  • PFEFFER, J., ve SALANCIK G. R. (2003), The External Control of Organizations: A Resource Dependence Perspective, Standford, California: Stanford University Press.
  • RAMOS‐RODRÍGUEZ, A.-R., ve RUÍZ‐NAVARRO J. (2004), Changes in the Intellectual Structure of Strategic Management Research: A Bibliometric Study of the Strategic Management Journal, 1980–2000, Strategic Management Journal, 25(10), 981-1004.
  • REGNÉR, P. (2008), Strategy-as-Practice and Dynamic Capabilities: Steps Towards a Dynamic View of Strategy, Human Relations, 61(4), 565-588.
  • SCHREIER, M. (2012), Qualitative Content Analysis in Practice, Bremen, Germany: Sage Publications.
  • SCHULER, R. S., DOWLING P. J., ve CIERI H. D. (1993), An Integrative Framework of Strategic International Human Resource Management, Journal of Management, 19(2), 419-459.
  • STRAUSS, A. L. (1987), Qualitative Analysis for Social Scientists, Cambridge, New York Melbourne: Cambridge University Press.
  • TAJFEL, H., ve TURNER J. C. (1979), An Integrative Theory of Intergroup Conflict, Editors: Hatch M. J. ve Schultz M., Organizational Identity: A Reader, (s. 56-65), Oxford: Oxford University Press.
  • TAYLOR, F. W. (1914), The Principles of Scientific Management, Dover Publications.
  • TEECE, D. J., PISANO, G., ve SHUEN A. (1997), Dynamic Capabilities and Strategic Management, Strategic Management Journal, 18(7), 509-533.
  • THITE, M., KAVANAGH, M. J. ve JOHNSON, R. D. (2009), Evolution of Human Resource Management and Human Resource Information Systems, Human Resource Information Systems, (s. 3-24).
  • ÜSDİKEN, B., ve WASTİ S. A. (2002), Türkiye'de Akademik Bir İnceleme Alanı olarak Personel veya" Insan Kaynakları" Yönetimi, 1972-1999, Amme İdaresi Dergisi, 35(1), 1-37.
  • WEBER, R. P. (1990), Basic Content Analysis, Newbury Park, London, New Delhi: Sage Publications, The International Professional Publishers.
  • WHETTEN, D. A., FELIN, T., ve KING B. G. (2009), The Practice of Theory Borrowing in Organizational Studies: Current Issues and Future Directions, Journal of Management, 35(3), 537-563.
  • WRIGHT, P. M., ve MCMAHAN G. C. (1992), Theoretical Perspectives for Strategic Human Resource Management, Journal of Management, 18(2), 295-320.
  • WRIGHT, P M., DUNFORD B. B., ve SNELL S. A. (2001), Human Resources and the Resource Based View of the Firm, Journal of Management, 27(6), 701-721.
  • WRIGHT, P. M., ve BOSWELL W. R. (2002), Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research, Journal of Management, 28(3), 247-276.
  • ZAHRA, S. A., ve NEWEY L. R. (2009), Maximizing the Impact of Organization Science: Theory‐Building at the Intersection of Disciplines and/or Fields, Journal of Management Studies, 46(6), 1059-1075.
  • ZUPIC, I., ve ČATER T. (2014), Bibliometric Methods in Management and Organization, Organizational Research Methods, 18(3), 429-472.
Toplam 67 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Araştırma Makaleleri
Yazarlar

Mehmet Bağış 0000-0002-3392-3376

Ensar Selman Karagüzel Bu kişi benim 0000-0001-7804-2209

Liridon Kryezıu Bu kişi benim 0000-0002-1382-7520

Kadir Ardıç 0000-0001-7851-9564

Yayımlanma Tarihi 31 Aralık 2019
Gönderilme Tarihi 23 Mayıs 2019
Yayımlandığı Sayı Yıl 2019 Cilt: 6 Sayı: 3

Kaynak Göster

APA Bağış, M., Karagüzel, E. S., Kryezıu, L., Ardıç, K. (2019). A LONGITUDINAL ANALYSIS ON INTELLECTUAL STRUCTURE OF HUMAN RESOURCES MANAGEMENT: THEORETICAL FOUNDATIONS AND RESEARCH TRENDS. Journal of Mehmet Akif Ersoy University Economics and Administrative Sciences Faculty, 6(3), 796-814. https://doi.org/10.30798/makuiibf.569513