This research aims to reveal how and under what conditions service-oriented high-performance human resource practices (HR) influence employee service performance (ESP). Data were gathered from full-time hotel employees and line managers. In total, 1,525 questionnaire forms were acquired. While respondent employees had filled in the questionnaire form containing independent, mediator, and moderator variables, line managers filled in the questionnaire form containing the dependent variable. The research results demonstrate that HR attributions, trust in the organization, and affective commitment serially mediate the relationship between service-oriented high-performance HR practices and ESP. In addition, the results point out the moderating roles of person–supervisor fit and person–vocation fit. As a result, the current research contributes to the literature by way of revealing how and under what conditions the service-oriented high-performance HR practices affect ESP.

In order to survive in a competitive environment and make sustainable profits, hotel businesses must be different for competitive advantage and innovation. When the literature on innovation in hotel establishments is examined, it is seen that the studies reflecting the views of food and beverage managers are insufficient. The aim of this study is to reveal the perspectives of food and beverage managers about innovation and new product development processes in 4 and 5 star hotels in Antalya. For this purpose, semi-structured interview form was applied to hotel managers and the data were analyzed with qualitative analysis program. As a result of the analysis, two important themes emerged in 14 subthemes. The first is the experience of food and beverage managers' in process of new product development. The second theme is the innovative features of their hotels as perceived by food and beverage managers'.

Stratejik insan kaynakları yönetimi (SİKY),  insan kaynakları yönteminden farklı olarak örgüt düzeyindeki konulara odaklanmaktadır.  SİKY’nin temel araştırma alanı, örgüt stratejileri ile uyumlu ve bu stratejilerin gerçekleştirilmesini destekleyen İK stratejilerinin geliştirilmesi ve uygulanmasıdır. Araştırmacılar stratejik insan kaynakları yönetiminin doğasını açıklamak için değişik yaklaşımlar geliştirmişlerdir. Bu araştırmanın amacı, stratejik insan kaynakları yönetimi yaklaşımlarının teorik arka planını açıklamaktır. Bu amaca matuf olarak, evrenselci, koşul bağımlılığı, yapısalcı ve bağlamsal yaklaşımlar incelenmiş ve bu yaklaşımların araştırma tasarımında nasıl kullanıldığını araştırmacıların bilgisine sunmak için araştırma örnekleri verilmiştir.

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