HRM practices of South Korean firms in Türkiye: A qualitative research within the framework of national business systems approach

The main objective of this study is to understand how South Korean firms operating in Türkiye create their HRM practices in the host country's macro-institutional context. The National Business Systems approach constitutes the conceptual framework of the study. The first chapter of the study examines what societal institutions suggest in the National Business Systems approach, the elements of a country's business system, and the National Business Systems' potential to scrutinize the HRM practices of multinational firms. In the second chapter, the socieatal institutions in Türkiye and South Korea are reviewed within the framework of the National Business Systems approach and these institutions' effects on both countries' business systems are discussed. The third chapter consists of the method. A basic qualitative research design has been adopted. In this chapter, the classifications made in line with the conceptual framework, the interview questions prepared, and the interview processes are explained in detail. Semi-structured interviews were conducted with a total of 16 participants. Eight white and two blue-collar workers from six South Korean firms, five union leaders, and one union lawyer were interviewed. The data obtained from the interviews were analyzed through qualitative content analysis. The MAXQDA 2022 program was used to analyze and visualize the findings. The fourth chapter presents the research findings with direct quotations from the participants' statements. It was found that South Korean firms operating in Turkey do not only form their HRM practices according to the macro-institutional conditions of the host country but also the country of origin effects shape their HRM practices. This research also reveals that these firms can alter their HRM practices in their country of origin depending on the circumstances of the host country. Apart from the host and country of origin effects, sector and organization-level characteristics could also affect the HRM practices of South Korean companies operating in Türkiye. In addition, it is observed that some of the HRM practices in these firms are influenced by the host country and some by the country of origin.