The role of the interaction of turkish businesses and international businesses in human resources practices: Multiple case analysis

In this study, it is aimed to reveal how Turkish businesses are affected by the international businesses they interact with in their human resources practices. In order to determine how this effect is realized, "How are the human resources practices of Turkish businesses interacting with international businesses affected in terms of the interdependence between these businesses?" the answer to the question has been sought. In the study, in which a qualitative research was conducted, interviews were conducted with the executives of thirteen businesses operating in Turkey and interacting with international businesses. The interview continued with ten businesses who admitted that they were affected by international businesses in terms of human resources practices due to interaction. The data obtained were primarily classified within the scope of the change in human resources practices on the basis of the enterprise. Afterwards, the relationship of dependency on the international business with which Turkish businesses interact was determined and the effects that led to a change in the human resources practices of the Turkish business in these relationships were found by coding the expressions of the participants. Afterwards, the data obtained on the basis of the enterprise were analyzed with a multiple case analysis strategy. It has been determined that the effect of the interaction of the enterprises within the scope of data collection with international enterprises on human resources practices is realized by the forms of influence that emerge as a result of their dependency relations with international enterprises. It has been observed that Turkish businesses experience different levels of change in different human resources practices in different levels of dependency relations. It has been concluded that while the level of influence in human resources practices is high in a high dependency relationship, this influence generally decreases as the dependency relationship decreases. The maturity of the existing HR practices of the enterprises; It has been concluded that during the period when they interact, it causes them to be affected in less or more applications. Compelling and cognitive effects were found in the high dependency relation, imitation learning, suggestion and expectation in the medium dependency relation, and lack of trust, suggestion and expectation effects in the low dependency relation.