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THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE THROUGH THE MEDIATING ROLE OF INNOVATION: A CASE STUDY OF MIANDOAB CITY’S EDUCATION DEPARTMENT

Year 2025, Volume: 34 Issue: 1, 262 - 277, 30.04.2025

Fereshteh Karimivand

https://doi.org/10.35379/cusosbil.1335613

Abstract

Strategic human resources practices are unique to organizations and aim to contribute to a company's efficiency, expansion and growth. This study examines how these practices impact organizational performance in Miandoab city’s education department, taking organizational innovation into account as a moderating factor. This research is functional in terms of purpose and quantitative in data collection conducted as a field study. The statistical population consisted of 218 specilalist from Miandoab’s education department, selected by simple random sampling method. Three questionnaires were used to collect data. The validity of the questions was confirmed using confirmatory factor analysis. The results showed that strategic human resource management has a significant impact of 44% on organizational performance and 76% on organizational innovation. Organizational innovation significantly affects organizational performance with a factor of 59%. The findings also confirmed the mediating role of organizational innovation in the research community. This study indicates that strategic management of human resources indirectly has a greater impact on organizational performance in the education department of Miandoab city through organizational innovation with an impact factor of 45%.

Keywords

Human resources organizational innovation Organizational Performance Strategic Human Resource Management

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STRATEJİK İNSAN KAYNAKLARI YÖNETİMİ UYGULAMALARININ İNOVASYONUN ARACI ROLÜ İLE ÖRGÜTSEL PERFORMANSA ETKİSİ: MIANDOAB ŞEHRİ EĞİTİM DEPARTMANI ÖRNEK ÇALIŞMASI

Year 2025, Volume: 34 Issue: 1, 262 - 277, 30.04.2025

Fereshteh Karimivand

https://doi.org/10.35379/cusosbil.1335613

Abstract

Stratejik insan kaynakları uygulamaları organizasyonlara özeldir ve bir şirketin verimliliğine, genişlemesine ve büyümesine katkıda bulunmayı amaçlamaktadır. Bu çalışma, örgütsel yeniliği düzenleyici bir faktör olarak dikkate alarak, bu uygulamaların Miandoab şehri eğitim departmanındaki örgütsel performansı nasıl etkilediğini incelemektedir. Bu araştırma, amaç açısından işlevsel, ve veri toplama açısından niceliksel olarak uygulanmakta olup, saha çalışması şeklinde yürütülmektedir. İstatistiksel evren, basit rastgele örnekleme yöntemiyle seçilen 218 kişilik Miandoab şehri eğitim bölümünün tüm uzmanlarıydı. Veri toplamak için üç anket kullanıldı. Soruların geçerliliği doğrulayıcı faktör analizi kullanılarak doğrulanmış ve sonuçlar, stratejik insan kaynakları yönetiminin organizasyonel performans üzerinde %44 ve organizasyonel inovasyon üzerinde ise %76 oranında anlamlı bir etkiye sahip olduğunu göstermiştir. Organizasyonel inovasyon, organizasyonel performansı %59 oranında önemli ölçüde etkilemektedir. Sonuçlar aynı zamanda araştırma topluluğunda örgütsel yeniliğin aracılık rolünü de doğruladı. Bu çalışma, insan kaynaklarının stratejik yönetiminin, dolaylı olarak, örgütsel yeniligin araci yoluyla, %45 etki faktörü ile Miandoab şehrinin eğitim departmanındaki örgütsel performans üzerinde daha büyük bir etkiye sahip olduğunu göstermektedir.

Keywords

İnsan kaynakları örgütsel yenilik örgütsel performans stratejik insan kaynakları yönetimi

Thanks

Değerli zamanını ayırıp benim makalemi değerlendiren kıymetli hocalarıma sonsuz teşekkurlerimi sunarım.

References

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  • Chen, C. J., & Huang, J. W. (2009). Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of business research, 62(1), 104-114. https://doi.org/10.1016/j.jbusres.2007.11.016
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  • Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance. Personnel psychology, 59(3), 501-528. https://doi.org/10.1111/j.1744-6570.2006.00045.x
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  • Damanpour, F., & Schneider, M. (2009). Characteristics of innovation and innovation adoption in public organizations: Assessing the role of managers. Journal of public administration research and theory, 19(3), 495-522. https://doi.org/10.1093/jopart/mun021
  • Damanpour, F., & Gopalakrishnan, S. (2001). The dynamics of the adoption of product and process innovations in organizations. Journal of management studies, 38(1), 45-65. https://doi.org/10.1111/1467-6486.00227
  • Delery, J. E., & 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. https://doi.org/10.5465/256713
  • Farazmand, A. (2004). Innovation in strategic human resource management: building capacity in the age of globalization. Public Organization Review, 4, 3-24.
  • Fındıklı, M. A., Yozgat, U., & Rofcanin, Y. (2015). Examining organizational innovation and knowledge management capacity the central role of strategic human resources practices (SHRPs). Procedia-Social and Behavioral Sciences, 181, 377-387. https://doi.org/10.1016/j.sbspro.2015.04.900
  • Fombrun, C. J., Tichy, N. M., & Devanna, M. A. (1984). Strategic human resource management. New York: Wiley.
  • Ghasemzadeh, E., Bagherzadeh, M., Kelarijani, S. J., & Jamkhaneh, E. B. (2022). Designing an organizational innovation model with an emphasis on the approach of lean human resource management: the case of selected municipalities of Mazandaran province. Fuzzy Information and Engineering, 14(4), 468-487. https://doi.org/10.1080/16168658.2022.2154103
  • Harel, G. H., & Tzafrir, S. S. (1999). The effect of human resource management practices on the perceptions of organizational and market performance of the firm. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 38(3), 185-199. https://doi.org/10.1002/(SICI)1099-050X(199923)38:3%3C185::AID-HRM2%3E3.0.CO;2-Y
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  • Ismail, W. K. W., Omar, R., & Bidmeshgipour, M. (2010). The Relation of Strategic Human Resource Practices with Firm Performance: Considering the Mediating Role of Resource Based View. Journal of Asia Pacific Studies, 1(3).
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  • Jung, C. S., & Lee, G. (2016). Organizational climate, leadership, organization size, and aspiration for innovation in government agencies. Public Performance & Management Review, 39(4), 757-782. https://doi.org/10.1080/15309576.2015.1137764
  • Katsaros, I. (2008). Organization and administration of education. Athens: Ministry of National Education and Religious Affairs-Pedagogical Institute.
  • Kaufman, B. E. (2001). The theory and practice of strategic HRM and participative management: Antecedents in early industrial relations. Human resource management review, 11(4), 505-533. https://doi.org/10.1016/S1053-4822(01)00051-1
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  • Khessina, O. M., Goncalo, J. A., & Krause, V. (2018). It’s time to sober up: The direct costs, side effects and long-term consequences of creativity and innovation. Research in Organizational Behavior, 38, 107-135. https://doi.org/10.1016/j.riob.2018.11.003
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There are 61 citations in total.

Details

Primary Language English
Subjects Marketing (Other)
Journal Section Articles
Authors

Fereshteh Karimivand 0000-0001-8959-2097

Publication Date April 30, 2025
Submission Date August 1, 2023
Published in Issue Year 2025 Volume: 34 Issue: 1

Cite

APA Karimivand, F. (2025). THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE THROUGH THE MEDIATING ROLE OF INNOVATION: A CASE STUDY OF MIANDOAB CITY’S EDUCATION DEPARTMENT. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 34(1), 262-277. https://doi.org/10.35379/cusosbil.1335613
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