Research Article
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İk profesyonellerinin etik eğilimlerinde eğitimin güçlendirici rolü üzerine bir tartışma

Year 2019, Volume: 1 Issue: 1, 17 - 23, 31.12.2019

Abstract

Bu çalışmanın amacı, İK profesyonellerinin etik olmayan davranışların ve etik ikilemlerin üstesinden gelmesine destek olabilecek bir kaynak olarak İK eğitimini tartışmaktır.  Makalede öncelikle, İK profesyonellerinin karşılaşabileceği etik dışı durumlar ve etik ikilemler ana hatlarıyla incelenmiştir. Ardından, daha insancıl bir işyerinin geliştirilebilmesi için İK eğitimi kavramsal olarak tartışılmıştır. Üçüncüsü, Mesleki Yeterlilik Kurumu’nun İK ile ilişkili mesleklere ilişkin hazırladığı ulusal meslek standartlarında mevcut olan bakış açısı ile lisans seviyesindeki İK eğitiminde geçerli olan mevcut perspektif ana-akım ve etik/eleştirel İK anlayışları bağlamında incelenmiştir. Son olarak, çalışma hayatına daha dengeli bir bakış açısı için etik İK eğitiminin katkıları tartışılmıştır. İK eğitimi veren bölümlerin ders planlarının ve meslek standartlarının değerlendirilmesinde içerik analizi yöntemi kullanılmıştır. Çalışmanın bulguları hem özel sektörün beklentilerinin hem de İK eğitiminin ana akım İK anlayışı ile oldukça uyumlu olduğunu ortaya koymaktadır. Bulgular, mevcut İK profesyonellerinin baskın bir biçimde ana-akım İK anlayışına sahip olduğunu ve İK ile ilgili meslek mensuplarından beklentilerinin açık bir biçimde yönetimci ve tekilci eğilimler barındırdığını göstermesi anlamında önemlidir. Öte yandan, yükseköğretim programlarının eğilimleri de büyük ölçüde aynı yöndedir.  Bulgular bağlamında, çalışmanın sonucunda İK eğitiminin, ancak uzun vadede gerçekleştirilebilecek olsa bile, daha insancıl,  daha dengeli bir çalışma hayatı için etik ve eleştirel olarak güçlendirilmiş ve stratejik ve ahlaki açıdan dengeli bir şekilde yeniden tasarlanması önerilmiştir.

References

  • Alvesson, M. (2009). Critical perspectives on strategic HRM. In the Routledge companion to strategic human resource management. Editors: Storey, J.; Wright, P. M.; & Ulrich D., London: Routledge. Antonacopoulou, E. (2010). Making the business school more ‘critical’: reflexive critique based on phronesis as a foundation for impact. British Journal of Management, 21, 6-25. Bratton, J., & Gold, J. (2015). Towards critical human resource management education (CHRME): a sociological imagination approach. Work, Employment and Society, 29(3), 496-507. Budd, J. W. (2004). Employment with a human face. New York, NY: Cornell University Press. Budd, J. W., & Scoville, J. G. (2005). Moral philosophy, business ethics, and the employment relationship. In The ethics of human resources and industrial relations. Editors: Budd J. W.; & Scoville J. G., Champaign, IL: IL Press. Crane, A., & Matten, D. (2010). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford: Oxford University Press. Cunliffe, A. (2004). On becoming a critically reflexive practitioner. Journal of Management Education, 28(4), 407-26. De Gama, N., McKenna, S., & Peticca-Harris, A. (2012). Ethics and HRM: theoretical and conceptual analysis an alternative approach to ethical HRM through the discourse and lived experiences of HR professionals. Journal of Business Ethics, 111, 97-108. Fisher, C.M. (2000). The Ethics of Inactivity: Quietism and Human Resource Managers. Business and Professional Ethics Journal, 19(3), 55–72. Greenwood, M. R. (2002). Ethics and HRM: A review and conceptual analysis. Journal of Business Ethics, 36, 261-278. Greenwood, M. (2013). Ethical analyses of HRM: a review and research agenda. Journal of Business Ethics, 114 (2), 355–366. Greenwood, M., & Freeman, R. E. (2011). Ethics and HRM: The contribution of stakeholder theory. Business and Professional Ethics Journal, 30(3/4), 269-292. Hyman, R. (1975). Industrial relations: A Marxist introduction. Basingstoke: MacMillan. Kaufman, B. E. (2008). Managing the human factor: the early years of human resource management in American industry, 1st ed., Retrieved from www.jstor.org/stable/10.7591/j.ctt7zfmd Kochan, T. (2007). Social legitimacy of the Human Resource Management profession: A US perspective, in Oxford Handbook of Human Resource Management. Editors: Boxall P.; Purcell J.; & Wright P., Oxford: Oxford University Press Laffer, G. (2005). The critical failure of workplace ethics. In The ethics of human resources and industrial relations. Editors: Budd J. W.; & Scoville J. G., Champaign, IL: IL Press. Legge, K. (1998). Is HRM ethical? Can HRM be ethical?. In Ethics and Organizations. Editor: M. Parker, London: Sage. Lincoln, Y. (1995). Emerging criteria for quality in qualitative and interpretive research. Qualitative Inquiry, 1, 275–289. MacIntyre, A. (1999). Social structures and their threats to moral agency. Philosophy, 74, 311-329. Miles, M.B., Huberman, A.M., & Saldaña, J. (2014). Qualitative Data Analysis: A Methods Sourcebook, 3rd ed., Thousand Oaks, CA, USA: Sage. MYK (2019a). History of the Vocational Qualifications Authority, Retrieved from, https://www.myk.gov.tr/index.php/en/about-vqa/history MYK (2019b). National Occupational Standards, Retrieved from, https://www.myk.gov.tr/index.php/en/national-occupational-standards MYK (2019c). Sector Committees and Approval, Retrieved from, https://www.myk.gov.tr/index.php/en/ulusal-meslek-standard-hazrlama-suereci/sector-committee-and-approval MYK (2019d). Ulusal Meslek Standartları, Retrieved from, https://portal.myk.gov.tr/index.php?option=com_meslek_std_taslak&view=taslak_listesi_yeni&msd=2&Itemid=432 Parkes, C., & Davis, A. J. (2013). Ethics and social responsibility – do HR professionals have the ‘courage to challenge’ or are they set to be permanent ‘bystanders?’. The International Journal of Human Resource Management, 24 (12), 2411-2434. Rowan, J. R. (2000). The moral foundation of employee rights. Journal of Business Ethics, 24(2), 355-361. Schwartz, M. S., & Carroll, A. B. (2003). Corporate social responsibility: a three domain approach. Business Ethics Quarterly, 13(4), 503-530. Van Buren, H. J., Greenwood, M. & Sheehan, C. (2011). Human resource management and the decline of employee focus. Human Resource Management Review, 21, 209-219. Wilcox, T. (2002). Ethics, sustainability and strategy: a question of balance in human resource management education. Business & Professional Ethics Journal, 21(2), 61-78. Wilcox, T. (2012). Human resource management in a compartmentalized world: whither moral agency?. Journal of Business Ethics, 111, 85-96. Wiley, C. (1998). Reexamining perceived ethics issues and ethics roles among employment managers. Journal of Business Ethics, 17, 147-161. Winstanley, D., & Woodal, J. (2000). The ethical dimension of HRM. Human Resource Management Journal, 10 (2), 5-20. Wooten, K. C. (2001). Ethical dilemmas in human resource management: An application of a multidimensional framework, a unifying taxonomy, and applicable codes. Human Resource Management Review, 11, 159-175.

A Discussion on empowering role of education on HR practitioners’ ethical conduct

Year 2019, Volume: 1 Issue: 1, 17 - 23, 31.12.2019

Abstract

This study aims to discuss whether HR education
could be a source for empowering HR professionals to overcome unethical
behaviors and ethical dilemmas. 
Accordingly, in the paper, first of all, the unethical behaviors and
ethical dilemmas that the HR professionals may encounter are outlined. After
that, HR education, for more humanistic workplace development, is discussed
conceptually. Thirdly, the current perspective of the undergraduate’s level of
HR education and the national occupational standards prepared by the Vocational
Qualifications Authority regarding HR-related professions are examined in terms
of mainstream and ethical/critical HR approaches. Finally, the contribution of
ethical HR education for a more balanced perspective on working life is
discussed. Content analysis is used for the evaluation of the curriculum of the
HR departments in higher education institutions, and the occupational
standards.  The findings of the study
reveal that both the private sector’s expectations and HR education are highly
in line with the mainstream perspective of HR. The findings are significant in
terms of showing that the HR practitioners at present have a dominantly
unitarist perspective, and their expectations from the HR-related occupations’
practitioners have clearly managerialist and unitarist tendencies. The
orientations of higher education programs, on the other hand, are in the same
direction to a large extent. In the context of the findings, in conclusion, it
is suggested that the HR education for a more humanistic and balanced working
life, even if in the long-term, may be redesigned in an ethically and
critically strengthened, and strategically and morally balanced manner.

References

  • Alvesson, M. (2009). Critical perspectives on strategic HRM. In the Routledge companion to strategic human resource management. Editors: Storey, J.; Wright, P. M.; & Ulrich D., London: Routledge. Antonacopoulou, E. (2010). Making the business school more ‘critical’: reflexive critique based on phronesis as a foundation for impact. British Journal of Management, 21, 6-25. Bratton, J., & Gold, J. (2015). Towards critical human resource management education (CHRME): a sociological imagination approach. Work, Employment and Society, 29(3), 496-507. Budd, J. W. (2004). Employment with a human face. New York, NY: Cornell University Press. Budd, J. W., & Scoville, J. G. (2005). Moral philosophy, business ethics, and the employment relationship. In The ethics of human resources and industrial relations. Editors: Budd J. W.; & Scoville J. G., Champaign, IL: IL Press. Crane, A., & Matten, D. (2010). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford: Oxford University Press. Cunliffe, A. (2004). On becoming a critically reflexive practitioner. Journal of Management Education, 28(4), 407-26. De Gama, N., McKenna, S., & Peticca-Harris, A. (2012). Ethics and HRM: theoretical and conceptual analysis an alternative approach to ethical HRM through the discourse and lived experiences of HR professionals. Journal of Business Ethics, 111, 97-108. Fisher, C.M. (2000). The Ethics of Inactivity: Quietism and Human Resource Managers. Business and Professional Ethics Journal, 19(3), 55–72. Greenwood, M. R. (2002). Ethics and HRM: A review and conceptual analysis. Journal of Business Ethics, 36, 261-278. Greenwood, M. (2013). Ethical analyses of HRM: a review and research agenda. Journal of Business Ethics, 114 (2), 355–366. Greenwood, M., & Freeman, R. E. (2011). Ethics and HRM: The contribution of stakeholder theory. Business and Professional Ethics Journal, 30(3/4), 269-292. Hyman, R. (1975). Industrial relations: A Marxist introduction. Basingstoke: MacMillan. Kaufman, B. E. (2008). Managing the human factor: the early years of human resource management in American industry, 1st ed., Retrieved from www.jstor.org/stable/10.7591/j.ctt7zfmd Kochan, T. (2007). Social legitimacy of the Human Resource Management profession: A US perspective, in Oxford Handbook of Human Resource Management. Editors: Boxall P.; Purcell J.; & Wright P., Oxford: Oxford University Press Laffer, G. (2005). The critical failure of workplace ethics. In The ethics of human resources and industrial relations. Editors: Budd J. W.; & Scoville J. G., Champaign, IL: IL Press. Legge, K. (1998). Is HRM ethical? Can HRM be ethical?. In Ethics and Organizations. Editor: M. Parker, London: Sage. Lincoln, Y. (1995). Emerging criteria for quality in qualitative and interpretive research. Qualitative Inquiry, 1, 275–289. MacIntyre, A. (1999). Social structures and their threats to moral agency. Philosophy, 74, 311-329. Miles, M.B., Huberman, A.M., & Saldaña, J. (2014). Qualitative Data Analysis: A Methods Sourcebook, 3rd ed., Thousand Oaks, CA, USA: Sage. MYK (2019a). History of the Vocational Qualifications Authority, Retrieved from, https://www.myk.gov.tr/index.php/en/about-vqa/history MYK (2019b). National Occupational Standards, Retrieved from, https://www.myk.gov.tr/index.php/en/national-occupational-standards MYK (2019c). Sector Committees and Approval, Retrieved from, https://www.myk.gov.tr/index.php/en/ulusal-meslek-standard-hazrlama-suereci/sector-committee-and-approval MYK (2019d). Ulusal Meslek Standartları, Retrieved from, https://portal.myk.gov.tr/index.php?option=com_meslek_std_taslak&view=taslak_listesi_yeni&msd=2&Itemid=432 Parkes, C., & Davis, A. J. (2013). Ethics and social responsibility – do HR professionals have the ‘courage to challenge’ or are they set to be permanent ‘bystanders?’. The International Journal of Human Resource Management, 24 (12), 2411-2434. Rowan, J. R. (2000). The moral foundation of employee rights. Journal of Business Ethics, 24(2), 355-361. Schwartz, M. S., & Carroll, A. B. (2003). Corporate social responsibility: a three domain approach. Business Ethics Quarterly, 13(4), 503-530. Van Buren, H. J., Greenwood, M. & Sheehan, C. (2011). Human resource management and the decline of employee focus. Human Resource Management Review, 21, 209-219. Wilcox, T. (2002). Ethics, sustainability and strategy: a question of balance in human resource management education. Business & Professional Ethics Journal, 21(2), 61-78. Wilcox, T. (2012). Human resource management in a compartmentalized world: whither moral agency?. Journal of Business Ethics, 111, 85-96. Wiley, C. (1998). Reexamining perceived ethics issues and ethics roles among employment managers. Journal of Business Ethics, 17, 147-161. Winstanley, D., & Woodal, J. (2000). The ethical dimension of HRM. Human Resource Management Journal, 10 (2), 5-20. Wooten, K. C. (2001). Ethical dilemmas in human resource management: An application of a multidimensional framework, a unifying taxonomy, and applicable codes. Human Resource Management Review, 11, 159-175.
There are 1 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Research Articles
Authors

Sevgi Dönmez Maç This is me

Onur Metin 0000-0002-0773-6489

Şule Aydın Turan

Semih Okutan

Publication Date December 31, 2019
Published in Issue Year 2019 Volume: 1 Issue: 1

Cite

APA Dönmez Maç, S., Metin, O., Aydın Turan, Ş., Okutan, S. (2019). A Discussion on empowering role of education on HR practitioners’ ethical conduct. Sakarya Üniversitesi İşletme Enstitüsü Dergisi, 1(1), 17-23.
AMA Dönmez Maç S, Metin O, Aydın Turan Ş, Okutan S. A Discussion on empowering role of education on HR practitioners’ ethical conduct. Sakarya Üniversitesi İşletme Enstitüsü Dergisi. December 2019;1(1):17-23.
Chicago Dönmez Maç, Sevgi, Onur Metin, Şule Aydın Turan, and Semih Okutan. “A Discussion on Empowering Role of Education on HR practitioners’ Ethical Conduct”. Sakarya Üniversitesi İşletme Enstitüsü Dergisi 1, no. 1 (December 2019): 17-23.
EndNote Dönmez Maç S, Metin O, Aydın Turan Ş, Okutan S (December 1, 2019) A Discussion on empowering role of education on HR practitioners’ ethical conduct. Sakarya Üniversitesi İşletme Enstitüsü Dergisi 1 1 17–23.
IEEE S. Dönmez Maç, O. Metin, Ş. Aydın Turan, and S. Okutan, “A Discussion on empowering role of education on HR practitioners’ ethical conduct”, Sakarya Üniversitesi İşletme Enstitüsü Dergisi, vol. 1, no. 1, pp. 17–23, 2019.
ISNAD Dönmez Maç, Sevgi et al. “A Discussion on Empowering Role of Education on HR practitioners’ Ethical Conduct”. Sakarya Üniversitesi İşletme Enstitüsü Dergisi 1/1 (December 2019), 17-23.
JAMA Dönmez Maç S, Metin O, Aydın Turan Ş, Okutan S. A Discussion on empowering role of education on HR practitioners’ ethical conduct. Sakarya Üniversitesi İşletme Enstitüsü Dergisi. 2019;1:17–23.
MLA Dönmez Maç, Sevgi et al. “A Discussion on Empowering Role of Education on HR practitioners’ Ethical Conduct”. Sakarya Üniversitesi İşletme Enstitüsü Dergisi, vol. 1, no. 1, 2019, pp. 17-23.
Vancouver Dönmez Maç S, Metin O, Aydın Turan Ş, Okutan S. A Discussion on empowering role of education on HR practitioners’ ethical conduct. Sakarya Üniversitesi İşletme Enstitüsü Dergisi. 2019;1(1):17-23.