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ÖZEL HASTANELERİN İNSAN KAYNAKLARI POLİTİKALARININ İNCELENMESİ: KURUMSAL WEB SİTELERİ ÜZERİNDEN BİR ANALİZ

Year 2026, Volume: 27 Issue: 1, 350 - 372, 26.01.2026

Tutku Ekiz Kavukoğlu

https://doi.org/10.37880/cumuiibf.1811366
https://izlik.org/JA86RJ79DE

Abstract

Sağlık sektöründe insan kaynakları yönetimi, hizmetin kritik sonuçları ve gereken yetkinlik çeşitliliği nedeniyle tartışılmaz bir öneme sahiptir. Bu nedenle hastanelerin kurumsal hedeflere ulaşması, hasta beklentilerini karşılaması ve hizmet kalitesini artırması, etkili insan kaynakları politikalarıyla doğrudan ilişkilidir. Bu politikalar, yöneticilere karar alma süreçlerinde rehberlik ederken, çalışanlar nezdinde de kurumsal bütünlük ve adil bir yaklaşımın tesis edildiğine dair güven tesis etmektedir. Günümüzde bu politikaların şeffaf biçimde duyurulması ve yetkin insan kaynağını çekmek için kurumsal web siteleri merkezi bir araç haline gelmiştir.
Bu çalışma, Türkiye’de faaliyette bulunan 571 özel hastanenin kurumsal internet sitelerindeki İK politikalarının mevcudiyetini ve içeriklerini incelemiştir. Araştırmada hastanelerin genel insan kaynakları politikalarının yanı sıra, işe alım, eğitim, kariyer yönetimi, performans yönetimi, ücret yönetimi ve ayrımcılığı önlemeye dair politikaları incelenmiştir.
Elde edilen bulgular, kurumsal internet sitesi olan 487 hastanenin büyük çoğunluğunun bu kritik politikalara web sayfalarında yeterli düzeyde yer vermediğini ortaya koymuştur. Hastanelerin sadece %26’sının genel bir insan kaynakları politikası beyan ettiği görülmüştür. En çok odaklanılan alanın %32 ile işe alım politikası olduğu saptanırken, bu oranın bile hastanelerin üçte ikisinin bu politikayı yayınlamadığını ifade etmesi, genel bir eksikliğe işaret etmektedir. Dahası, eğitim, kariyer, performans yönetimi ve ücret politikaları %14 ile %27 arasında değişen düşük oranlarda kalmıştır. En dikkat çekici sonuç ise, hayati öneme sahip olan ayrımcılığı önlemeye dair politikaların hastanelerin sadece %7’sinin web sitesinde yer almasıdır.
Sonuç olarak bu veriler, Türkiye’de özel hastanelerin, işgücü adaylarına ve diğer paydaşlarına yönelik insan kaynakları politikalarının şeffaflığını sağlama ve kamuoyuna duyurulması konularında önemli bir eksikliği olduğunu ortaya koymaktadır.

Keywords

İnsan Kaynakları Yönetimi İnsan Kaynakları Politikaları Hastaneler Kurumsal İnternet Siteleri

Ethical Statement

Bu çalışmanın hazırlanma sürecinde bilimsel ve etik ilkelere uyulduğu ve yararlanılan tüm çalışmaların kaynakçada belirtildiği beyan olunur.

Supporting Institution

Bu araştırmayı desteklemek için herhangi bir fon kaynağı kullanılmamıştır.

References

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  • Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. In J. J. Martocchio (Eds.), Research in personnel and human resources management, 25, 217–271. Elsevier Science/JAI Press. https://doi.org/10.1016/S0742-7301(06)25006-0
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EXAMINING THE HUMAN RESOURCES POLICIES OF PRIVATE HOSPITALS: AN ANALYSİS OF CORPORATE WEBSITES

Year 2026, Volume: 27 Issue: 1, 350 - 372, 26.01.2026

Tutku Ekiz Kavukoğlu

https://doi.org/10.37880/cumuiibf.1811366
https://izlik.org/JA86RJ79DE

Abstract

Human resources management in the healthcare sector is of undeniable importance due to the critical outcomes of service delivery and the diverse competencies required. Therefore, hospitals' ability to achieve corporate goals, meet patient expectations, and improve service quality is directly linked to effective human resources policies. These policies guide managers in decision-making processes and instill confidence in employees that institutional integrity and fairness are being implemented. Corporate websites have become a central tool for transparently communicating these policies and attracting competent human resources.
This study examined the existence and content of HR policies on the corporate websites of 571 private hospitals operating in Turkey. In addition to the hospitals' general human resources policies, the study examined policies related to recruitment, training, career management, performance management, wage management and anti-discrimination.
The findings revealed that the vast majority of the 487 hospitals with corporate websites do not adequately address these critical policies on their websites. Only 26% of hospitals have declared a general human resources policy. While recruitment policy was the most frequently focused area (32%), even this rate indicates a general deficiency, as two-thirds of hospitals reported not publishing this policy. Furthermore, education, career, performance management, and wage policies remained low, ranging from 14% to 27%. The most striking finding is that only 7% of hospitals listed vital anti-discrimination policies on their websites.
In conclusion, there is a significant lack among private hospitals in Türkiye in ensuring transparency and public disclosure of human resources policies for potential employees and other stakeholders.

Keywords

Human Resources Management Human Resources Policies Hospitals Corporate Websites

Ethical Statement

It is declared that scientific and ethical principles were followed during the preparation of this study and all studies utilized were mentioned in the references.

Supporting Institution

The author(s) acknowledge that they received no external funding in support of this research.

References

  • Albalas, S. (2025). The impact of human resource management on employee performance in health care organizations. Journal of Health Organization and Management, August 14, 1-15. https://doi.org/10.1108/JHOM-03-2024-0116
  • Alkalha, Z., Al-Zu’bi, Z., Al-Dmour, H., Alshurideh, M., & Masa’deh, R. (2012). Investigating the effects of human resource policies on organizational performance: An empirical study on commercial banks operating in Jordan. European Journal of Economics, Finance and Administrative Sciences, 51(1), 44-64.
  • Baltacı, A. (2019). Nitel araştırma süreci: Nitel bir araştırma nasıl yapılır?. Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 5(2), 368-388. DOI: 10.31592/aeusbed.598299
  • Bingöl, D. (2019). İnsan kaynakları yönetimi. 11. Baskı, İstanbul: Beta Basım.
  • Bobek, V., Maček, A., Bradler, S., & Horvat, T. (2018). How to reduce discrimination in the workplace: The case of Austria and Taiwan (ROC). Naše Gospodarstvo/Our Economy, 64(3), 12-22. https://doi.org/10.2478/ngoe-2018-0014
  • Boselie, P., Dietz, G., & Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15(3), 67-94. https://doi.org/10.1111/j.1748-8583.2005.tb00154.x
  • Chew, J., & Chan, C. C. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 29(6), 503-522. https://doi.org/10.1108/01437720810904194
  • Cindemir, H. (2025). Avrupa Birliği'nin toplumsal cinsiyet eşitliği politikaları ışığında iş ve sosyal güvenlik hukukunda ayrımcılık yasağı ve eşitlik ilkesi. Abant Sosyal Bilimler Dergisi, 25(2), 984-1004. https://doi.org/10.11616/asbi.1658363
  • Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2011). Signaling theory: A review and assessment. Journal of Management, 37(1), 39-67. https://doi.org/10.1177/014920631038
  • Connelly, L. M. (2016). Trustworthiness in qualitative research. Medsurg Nursing, 25(6), 435-437.
  • De Waele, L., Polzer, T., Van Witteloostuijn, A., & Berghman, L. (2021). A little bit of everything? Conceptualising performance measurement in hybrid public sector organisations through a literature review. Journal of Public Budgeting, Accounting & Financial Management, 33(3), 343-363. https://doi.org/10.1108/JPBAFM-05-2020-0075
  • Dinçer, G. (2024). İşgücü piyasalarında beceri problemleri: Türkiye üzerine bir değerlendirme ve politika önerileri. Politik Ekonomik Kuram, 8(4), 906-921. https://doi.org/10.30586/pek.1537399
  • Gile, P. P., Buljac-Samardzic, M. & Klundert, J. V. (2018). The effect of human resource management on performance in hospitals in Sub-Saharan Africa: A systematic literature review. Hum Resour Health, 16(34). https://doi.org/10.1186/s12960-018-0298-4
  • Gile, P. P., van de Klundert, J., & Buljac-Samardzic, M. (2022). Strategic human resource management and performance in public hospitals in Ethiopia. Frontiers in Public Health, 10, 915317. https://doi.org/10.3389/fpubh.2022.915317
  • Guest, D. E., de Lange, A. H. (2020). Human Resource Management’s Contribution to Healthy Healthcare. In: Tevik Løvseth, L., de Lange, A.H. (eds.) Integrating the Organization of Health Services, Worker Wellbeing and Quality of Care. Springer, Cham. https://doi.org/10.1007/978-3-030-59467-1_5
  • Guest, D. E., Sanders, K., Rodrigues, R., & Oliveira, T. (2021). Signalling theory as a framework for analysing human resource management processes and integrating human resource attribution theories: A conceptual analysis and empirical exploration. Human Resource Management Journal, 31(3), 796-818. https://doi.org/10.1111/1748-8583.12326
  • Gül, İ. I., & Karan, U. (2011). Ayrımcılık yasağı: Kavram, hukuk, izleme ve belgeleme. 1. Baskı. İstanbul: Bilgi Üniversitesi Yayınları. ISBN 978-605-399-206-6
  • Güler, H. N. (2021). Özel hastanelerin web sitelerinde insan kaynaklarına yönelik iletişimlerinin incelenmesi. Ekonomi İşletme ve Maliye Araştırmaları Dergisi, 3(2), 156-166. https://doi.org/10.38009/ekimad.936165
  • İş Kanunu (2003). T.C. Resmî Gazete, 4857. https://www.mevzuat.gov.tr/mevzuat?MevzuatNo=4857&MevzuatTur=1&MevzuatTertip=5 (Erişim Tarihi: 10.01.2026).
  • Jardine, E., & Amig, S. (2001). Managing human capital: Improving employee recruitment retention in a changing economy. Behavioral Health Management, 21(2), 22-22.
  • Kabene, S. M., Orchard, C., Howard, J. M., Soriano M. A., & Leduc, R. (2006). The importance of human resources management in health care: A global context. Hum Resour Health, 4(1), 20. https://doi.org/10.1186/1478-4491-4-20
  • Kayingo, G., Bradley-Guidry, C., Burwell, N., Suzuki, S., Dorough, R., & Bester, V. (2022). Assessing and benchmarking equity, diversity, and inclusion in healthcare professions. Jaapa, 35(11), 51-54. https://doi.org/10.1097/01.jaa.0000885184.50730.94
  • Khuntia, J., Ning, X., Cascio, W., & Stacey, R. (2022). Valuing diversity and inclusion in health care to equip the workforce: Survey study and pathway analysis. Jmir Formative Research, 6(5), e34808. https://doi.org/10.2196/34808
  • Kitzinger, J. (1995). Qualitative research: Introducing focus groups. Bmj, 311(7000), 299-302.
  • Krausert, A. (2016). HRM signals for the capital market. Human Resource Management, 55(6), 1025-1040. https://doi.org/10.1002/hrm.21718
  • Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. In J. J. Martocchio (Eds.), Research in personnel and human resources management, 25, 217–271. Elsevier Science/JAI Press. https://doi.org/10.1016/S0742-7301(06)25006-0
  • Lievens, F., & Slaughter, J. E. (2016). Employer image and employer branding: What we know and what we need to know. Annual review of organizational psychology and organizational behavior, 3(1), 407-440. https://doi.org/10.1146/annurev-orgpsych-041015-062501
  • Marshall, C. and Rossman, G. B. (2014). Designing qualitative research. Sage Publications.
  • Matsumoto, A. (2019). Effective human resource management strategy for hospital nursing organizations. Management Science Letters, 9(2), 243-252. https://doi.org/10.5267/j.msl.2018.11.015
  • Mitchell, R., Obeidat, S., & Bray, M. (2013). The effect of strategic human resource management on organizational performance: The mediating role of high‐performance human resource practices. Human Resource Management, 52(6), 899-921. https://doi.org/10.1002/hrm.21587
  • Nafari, E., & Rezaei, B. (2022). Relationship between human resources strategies and organizational performance based on the balanced scorecard in a public hospital in Iran: A cross-sectional study. BMC Health Serv Res, 22, 363. https://doi.org/10.1186/s12913-022-07767-z
  • Oktar, Ö. F., & Doğan, B. (2021). Yeni kurumsal kuram bağlamında hibrit örgütlerde işe alım ve sosyalizasyon politikaları. Bucak İşletme Fakültesi Dergisi, 4(1), 7-29. https://doi.org/10.38057/bifd.851128
  • Olatoye, F. O., Elufioye, O. A., Oladapo, J. O., Nwankwo, E. E., & Okoye, C. C. (2024). Human resources challenges in global health organizations: Managing a diverse and dispersed workforce. International Journal of Science and Research Archive, 11(1), 2033-2040. https://doi.org/10.30574/ijsra.2024.11.1.0272
  • Proskura, M. A., & Torgunakova, A. V. (2021). The motivation of young professionals to enter the civil service. Humanities and Social Sciences. Bulletin of the Financial University, 11(3), 115-121. https://doi.org/10.26794/2226-7867-2021-11-3-115-121
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There are 49 citations in total.

Details

Primary Language Turkish
Subjects Policy and Administration (Other)
Journal Section Research Article
Authors

Tutku Ekiz Kavukoğlu 0000-0002-8498-630X

Submission Date October 27, 2025
Acceptance Date January 12, 2026
Publication Date January 26, 2026
DOI https://doi.org/10.37880/cumuiibf.1811366
IZ https://izlik.org/JA86RJ79DE
Published in Issue Year 2026 Volume: 27 Issue: 1

Cite

APA Ekiz Kavukoğlu, T. (2026). ÖZEL HASTANELERİN İNSAN KAYNAKLARI POLİTİKALARININ İNCELENMESİ: KURUMSAL WEB SİTELERİ ÜZERİNDEN BİR ANALİZ. Cumhuriyet Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 27(1), 350-372. https://doi.org/10.37880/cumuiibf.1811366

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