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Since human capital is the factor that creates and disseminates knowledge and develops and produces technology, it is considered as one of the most important factors affecting growth and development today. On the other hand, universities are one of the most important cornerstones of human capital, knowledge creation and diffusion. In the international and national literature, only citations are used to measure university-based knowledge spillovers and other factors are neglected. To fill this gap in the literature, this study proposes an analogy for the measurement of spillovers created by academic staff, taking into account the literature on knowledge and technology spillovers in the industrial sector. Knowledge spillovers are categorized into explicit and implicit knowledge spillovers under university-to-university and private sector spillovers. Explicit knowledge spillovers from the university to other universities include publications, citations, patents, co-authored works, while tacit knowledge spillovers include conferences, graduate and doctoral students, academic mobility and projects. A similar analogy is proposed for knowledge spillovers from universities to industry. [ABSTRACT FROM AUTHOR]

This article examines the preconditions necessary for the successful operation of the open innovation platform and applications in Turkey. In open innovation, firstly the applications in the world are explored and then the methods developed are introduced. Open innovation platforms differentiate according to the participants' freedom of providing ideas and the conditions of selection. Open innovation is designed to mobilize external resources that institutions do not own. In design, why stakeholders need to present ideas, and a way to compare the ideas have to be addressed. The open innovation practices do not see enough attention in Turkey. The first initiative is closed in Turkey. A few big firms exploit the internal open innovation platform. As in South Korea, small and mediumsized companies need open innovation support by public or chamber associations. Developing human capital can be done by giving attention to the ideas of the employees and realizing their suggestions. [ABSTRACT FROM AUTHOR]

In the study the resource studies titled "Factory Businessman and Manufacturer Officer" (Azmi of Gallipoli, 1914), "Factory Business" (Major Ahmet Hamdi Bey, 1919) and "Factory Business and Industry Notes" (Mehmet Ali Bey, 1928) are examined in order to contribute to the development of factory management knowledge in Turkey. The study evaluates the contents of these resources, which were published with the Ottoman alphabet at the beginning of the 20th century and addresses the factory system and management, in the context of managementorganization in order to discover the tracks affecting the formation of business administration knowledge in Turkey and to contribute to the literature. The contents of these three studies provide information about how a factory should be operated technically. However, it is determined that the information is conveyed by prioritizing the technical knowledge and human resources management in the study titled "Factory Businessman and Manufacturer Officer", how the organization structure and qualified human resources of a company should be in the study titled "Factory Business" and the ideas regarding the productivity of a factory and how it can be operated better with scientific methods in the study titled "Factory Business and Industry Notes". [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate the relationship between learning culture, knowledge management, human capital and organizational effectiveness in logistics service providers. This study is based on competence-based theory. In this study, it is aimed to show how to carry out the knowledge management activities which are used to provide organizational effectiveness in the dynamic logistics and supply chain management environment and to control human capital by the help of learning culture. In this context, a questionnaire was conducted to the blue-collar employees of 25 enterprises in freight transportation and logistics sector, which was listed in the "Turkey's Top 500 Service Exporters Survey" in 2016'by Turkish Export Assembly. The data obtained from 180 questionnaires were analyzed by using structural equation modeling. The findings of the study indicate that learning culture has a significant positive effect on knowledge management, human capital and organizational effectiveness. In addition, the effect of knowledge management on human capital and organizational effectiveness was not statistically significant. [ABSTRACT FROM AUTHOR]

Combining a link between organizational strategy and human resources practices have a role as fuel for the organizations to reach and carry on their competitive advantages. In this study relationship between the strategy types developed by Miles and Snow, Porter, Burns and Stalker and human resources management systems and applications are discussed under fit analysis. A general look on Human Resources, its relation with strategy, fit context and the issue are also discussed with different point of views. Organizational strategy and human resources applications are set according to the strategy types. At the end of the study it is expressed that there are numerous different ways for different strategies. If we move on the context that every organization is unique, they will have human resources applications compatible with the strategy-organization approach chosen under their own conditions. Usually human resources approaches are changing according to changing competitive dynamics. [ABSTRACT FROM AUTHOR]