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    Bibliometric Analysis of HR Analytics Literature
    (Cahit Aydemir, 2022) Allaham, Merve Vural
    Human resource analytics (HR analytics) research has been popular in recent years and is a newly emerging research area. Examining the frame of the studies conducted in this field will shed light on new future studies in the field. This study examines how HR analytics work is built on the basis of the intellectual framework. This research aims to contribute to the literature by examining the references, authors, topics, citations and journals of the studies. For this purpose, 178 articles published between 2010 and 2021 in the Web of Science academic database were examined. The bibliometric analysis technique was used for the analysis. A wide variety of disciplines have been used in the journals that publish these articles to address the issues of HR analytics. Main themes gathered in the articles are around the concepts of big data, talent management and workforce analytics. The study results show that research interest in HR analytics has increased in recent years. While the competencies of HR professionals, data quality, technological developments, cooperation with the IT department are the main topics, the literature seems to neglect the issue of ethics.
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    Çalışmaya Tutkunluk, İş Tatmini ve Çalışan Sesliliği İlişkisi Üzerine Ampirik Bir Araştırma
    (Dumlupınar Üniversitesi Rektörlüğü, 2022) Keçeci, Melda; Tetik Küçükelçi, Didem; Allaham, Merve Vural
    Bu araştırmanın amacı; çalışmaya tutkunluk, iş tatmini ve çalışan sesliliği değişkenleri arasındaki ilişkinin incelenmesi, bu üç kavramın akademisyenlerin çalışma ortamı üzerindeki etkilerini açıklamaktır. İstanbul Gelişim Üniversitesi’nde çalışan 233 akademisyene, çalışmaya tutkunluk, iş tatmini ve çalışan sesliliği ölçeklerinden oluşan bir anket dağıtılmış, elde edilen verilerle regresyon ve korelasyon analizleriyle bağımsız örneklem t testi ve varyans testleri yapılmıştır. Çalışmada kullanılan tüm ölçeklerin güvenilirlik analizleri yapılmıştır ve Cronbach’s Alpha katsayıları hesaplanmıştır. Tüm ölçeklerin güvenilirlik katsayıları yüksek güvenilirlik skalasında yer almıştır. Çalışmaya tutkunluk ve iş tatmini değişkenlerine ait değerler profesörlerde ve yaş ortalaması 60 ve üzeri olan akademisyenler arasında en yüksek düzeyde, araştırma görevlileri ve 30 yaş altı akademisyenler arasında en düşük düzeyde gözlemlenmiştir. Ayrıca, iş tecrübesi yüksek olan akademisyenler üzerinde iş tatmini, çalışmaya tutkunluk ve çalışan sesliliği değişkenlerine ait değerlerin daha yüksek düzeyde olduğu görülmüştür. Akademisyenlerin işlerini tutkuyla yapmaları, işlerini yaparken mutlu olmaları ve işyerlerindeki olumlu ortamı geliştirmek için inisiyatif almalarının; üniversitelerdeki öğretim performansını ve yayın sayısını arttırmaya katkıda bulunacağı düşünülmektedir.
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    The Impact of Trust in Senior Management and Job Satisfaction on Intention to Stay: The Mediating Role of Employee Voice Behavior
    (Mustafa Süleyman Özcan, 2022) Keçeci, Melda; Allaham, Merve Vural
    Employees spend approximately one-third of their daily lives at the workplace, it is an important environment for them. In organizations where employee voices are dominant, it is possible to find new opportunities for the organization and take positive feedback to the organization by the employees. As long as employees are satisfied with their work and create a sustainable business environment, they add creativity to their work and express their ideas openly. One of the most important indications that conditions are deteriorating in an organization is the leaving of a good employee. Employees who trust their managers will not hesitate to express their opinions and will continue to carry out their work. The purpose of this research is to analyze the mediating role of employee voice behavior between trust in senior management and job satisfaction, and intention to stay. The sample group consists of 233 faculty members and the research was carried out at Istanbul Gelişim University. The relationship between the variables has been tested by establishing structural equation modeling and the hypotheses have been significantly supported. The results show that when employees trust top management, they are more willing to speak up and express their opinions openly, and as a result, they are more willing to stay in that organization. Another finding from the study shows that employees who are satisfied with their jobs exhibit more employee voice behavior. This finding explains that when employees are satisfied with their jobs, they will want to contribute to the well-being of the organization. Concepts such as open-mindedness, innovation, learning from each other emerge in institutions such as universities. In the academic working environment, it is seen that the need for high-skilled work and the needs such as more freedom, autonomy, and empowerment are significant. Academic staff does not see only academic research support as sufficient, but they also need to feel the support and encouragement of senior management. An academic's job satisfaction supports their desire to provide better education and can mean that they are motivated to do better research and development. Within these desires, it is possible for academicians to show voice behavior and suggest solutions or to express what they see as lacking in the business environment and focus on improvements.