The effect of human resources managers' individual values and managerial competences on their decision-making styles: A study on human resources managers

This study investigates the impact of individual values and managerial competencies of human resources managers, who are critical in enhancing the competitiveness of organizations and achieving sustainable success in the era of globalization, on decision-making styles. In the analysis of the research data, frequency analyses, Pearson correlation, regression, t-test, and ANOVA tests were utilized. Model 4 was used to determine the mediating role. In the analysis of the survey conducted with 110 managers, it was found that female managers use the 'avoidance decision-making' style more, while male managers use the 'spontaneous decision-making' style more. Additionally, it was determined that as managers age, their 'strategic thinking' competencies increase. The prominent values of HR managers were identified as 'conservative' and 'self-transcendence'; their competencies were identified as 'management & leadership' and 'change management'. The decision-making styles they frequently used were 'rational', 'intuitive', and 'dependent' decision-making styles, respectively. According to the analysis results of corporate data, 57.3% of HR managers actively participate in board meetings, while 21.8% provide passive participation by presenting the data requested by top management. It has been determined that the prominent value of managers, 'self-transcendence,' influences their competencies in 'strategic management mindset,' 'HRM technical expertise,' 'HR efforts & practices,' and 'management & leadership.' Among these competencies, 'strategic management mindset' and 'management & leadership' were found to most significantly explain the 'rational' decision-making style. This study aims to help HR managers become aware of their individual values and competencies, and the impact of these two factors on decision-making styles. By doing so, it seeks to enable them to better understand their strengths and weaknesses, thereby assisting them in making effective and rational decisions. Thus, it will also contribute to organizational success by helping HR managers place the right person in the right job, knowing their individual values and competencies, and placing employees in the most suitable positions. Keywords: Human resources, values, competencies, and decision-making styles.