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| 1 | Porous clay bricks manufactured with rice husks显示文摘 | G?khan G?rhan Osman ?im?ek | 2013 | Construction and Building Materials2013，，： | 1 |
| 2 | Rabies virus production in non-woven polyester fabric(NWPF)packedbed reactors显示文摘 | Gümüsderelioglu M Aslankaraoglu E Gürhan SI | 2001 | Biotechnol Appl Biochem2001，33，3： | 1 |
| 3 | Demographic and epidemiologic features of female adolescents in Turkey显示文摘 | Kubilay Vicdan Selahattin Kükner Tülin Dabakolu Tolga Ergin Gürhan Kele? Oya Gokmen | 1996 | Journal of Adolescent Health1996，，1： | 1 |
| 4 | New Version of IS-LM:Neoclassical Monetarism显示文摘This study argues three policies for economies.The aim of those policies is to increase total demand by money supply.Global economy currently faces lack of money in markets and recession effect.First,neomerchantalism is to use national currency in bilateral trade.Second,limited money supply is to supply money to sub-regions of economy.Third,neoclassical monetary uses channels in monetary supply.Channels in NCM policy are financial banks and firms.Financial banks and firms distribute money into business markets.Global economies may apply propositions of NCM currently to refresh economies with money. | Gürhan Uysal | 2019 | Economics World2019，7，3： | 1 |
| 5 | Systemic and myocardial inflammation intraditional and off-pump cardiac surgery显示文摘 | Rhan G Sargin M Senay S | 2007 | Tex Heart Inst J2007，34，： | 1 |
| 6 | Comparative study of extracorporeal shock wave lithotripsy outcomes for proximal and distal ureteric stones显示文摘 | Burak Turna Kaan Akbay Fatih Ekren Oktay Nazl? Erdal Apayd?n Bülent Semerci Gürhan Günayd?n ?brahim Cüreklibat?r | 2008 | International Urology and Nephrology2008，，1： | 1 |
| 7 | A sixth-order compact finite difference scheme to the numerical solutions of Burgers' equation显示文摘 | Murat Sari Gürhan Gürarslan | 2009 | Applied Mathematics and Computation2009，208，： | 1 |
| 8 | Islamic HRM:Laissez Faire or Free of Choice显示文摘Proposition of this study is that Islamic HRM(human resources management)is related to laissez faire.Why Islamic HRM is related to laissez faire?Response might be potential and attitude analyses.Attitudes turn to behaviours in workplaces,and potential reflects future performance.Laissez faire is defined as free of choice in this study,and it is defined as freeness and liberty in France.Second principle of Islamic HRM might be not intervention to employees.Of course organizations determine goals,but no pressure to employees.On the other hand,firms are to always watch the performance of employees.HRM manager and line managers implement hidden performance evaluation.In conclusion,it can be proposed that Islamic HRM has three principles:laissez faire,no intervention,and performance evaluation.Mohamed represents philosophy of Islam.Mohamed was trader in Arabic peninsula,and it may operate as free market economy in trade in that era. | Gürhan Uysal | 2022 | Management Studies2022，10，4： | 0 |
| 9 | Mediating Role of Human Capital Between SHRM and Firm Performance显示文摘This study explores mediating role of human capital between strategic human resource management(SHRM)and firm performance.Some HR scholars,such as Takeuchi,Jiang,and Boon found mediating role of human capital in this relationship.Human capital is firm’s stock of skills and knowledge.This employee-specific skill enhances task performance and firm performance consequently,because knowledge,skills,and abilities(KSAs)of employees increase task performance.Plenty of empirical research found numerous mediating variables in SHRM-performance relation.However,obvious mediating factor is not understood yet.In 1990s,behavioral perspective,resource-based view,ability,motivation,and opportunity(AMO)framework,and social exchange theory are accepted as mediators by HR scholars.Nowadays,HR systems are accepted as current mediator between HR and performance.This study theoretically discusses human capital theory as mediating variable.Furthermore,this study aims to discuss progress of strategic human resource management in Turkey.Turkish firms do not apply SHRM theory in their organizations yet.This study proposes that firms may adopt personnel human resource management(p-HRM)model to progress SHRM.According to p-HRM model,HRM department applies personnel management and human resource management together to develop employee’s performance.Therefore,in HRM department,there must be HR manager,personnel supervisor,and strategic HR director.HR manager becomes manager of the HRM departments;the others are become subordinates. | Gürhan Uysal | 2020 | Management Studies2020，8，4： | 0 |
| 10 | Multiple Exchange Theory: Need to Change IMF System显示文摘This study discusses global golden map to handle global liquidity gap.Further,it discusses 3rd Central Bank to effectively apply golden policy.Reason for applying golden policy is based on IMF system.IMF system is based on golden-dollar relations.However,that system is not run enough effectively due to multiple parity and multiple exchange system in global economy.In order to effectively apply multiple parity and multiple exchange system,it needs 3rd Central Bank,it is Asia Central Bank.Otherwise,global economy might go to severe liquidity problem and gap that may create conditions severe than 1929 Case. | Gürhan Uysal | 2021 | Economics World2021，9，3： | 0 |
| 11 | Fifth Definition for Strategic HRM:HRM Involvement显示文摘This study aims to contribute to development of SHRM field.Because personnel management and human resource management are in practice by firms,however,firms do not apply strategic HRM yet.There are four definitions of SHRM so far.This study presents a new approach for the development of the field.It is HRM involvement.HRM involvement is related to appointment of managers and board of directors.Because board of directors appoints managers in firms,HR must be member of board of directors.Because managers achieve firm performance(market share and profit),and Board of Directors appoints managers.Therefore,HRM manager must be involved with board of directors to affect appointments.This study uses semantic content analysis and systematic review methods as a research methodology.To conclude,organizations may apply strategic HRM through strategic HR Directors at top level,appointment of C-level Executives and HRM involvement. | Gürhan Uysal | 2023 | Journal of Modern Accounting and Auditing2023，19，2： | 0 |
| 12 | Wealth of Nations and Intellectual Capitals:Adam Smith Approach显示文摘Adam Smith has two principles: laissez faire and absolute advantage theory. This study has 3rd dimension forwealth of nations. It is intellectual capital. Because intellectual capitals increase GDP of nations, and create wealthfor nations. ICs have accumulated knowledge, and ICs make innovations for company via this knowledge. Forexample, American economy has full of ICs, corporate CEOs. CEOs make country rich. CEOs are intellectualcapital. For example, Steve Jobs created smart phone, and Apple becomes no.1 in markets. Therefore, ICs(corporate CEOs) make a country richer. Intellectual capital is related with human resource management. Therefore,a country make investment to human resource management to create wealth of nations and intellectual capitals. | Gürhan Uysal | 2019 | Journal of Modern Accounting and Auditing2019，15，8： | 0 |
| 13 | HR and firm performance at companies in Turkey: Correlative analysis显示文摘 | Gürhan Uysal Gozde Koca | 2009 | Journal of Modern Accounting and Auditing2009，5，1： | 0 |
| 14 | Implementation of SHRM in Organizations Through Strategic HR Directors显示文摘Aim of this study is to discuss implementation method of strategic human resource management(SHRM)in organizations.Study suggests strategic HR Director position in organizations to implement SHRM.Because personnel management(PM)and human resource management(HRM)are already implemented by firms,SHRM is not in practice yet.Strategic HR Director might be the methodology for implementation of SHRM.Methodology of this study is systematic review.Hence,study carefully scanned well-known field researches written by well-known HR scholars.In systematic review methodology,author posed out a research question and it answers this question by field studies and HR scholars.Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations.Major defense is:Managers carry firms to organizational goals.Job responsibilities of strategic HR Directors are talent management and HRM systems.Target of talent management and HRM systems is star employees and talents in organizations because it is expected that stars may become managers in organizational hierarchy at the future.Furthermore,talent manager,PM division,and SHRM division are operated inside HRM department.If strategic HR Director position is set at top management,VENN relations between PM,HRM,and SHRM may be dispersed.Because SHRM activities would be tied to strategic HR Director,this study also explores VENN relations among three HR methodology. | Gürhan Uysal | 2022 | Journal of Modern Accounting and Auditing2022，18，3： | 0 |
| 15 | An East-West Encounter in Underground Man: Harmony in Gabriel Tarde and in Chinese Philosophy显示文摘 | Gürhan Klrilen | 2015 | Journal of Literature and Art Studies2015，5，5： | 0 |
| 16 | Gürhan Model for SHRM:Explorative Study显示文摘Various studies explore strategic HRM.Two definitions dominate the theory yet in strategic human resource management(SHRM):Wright and McMahan(1992),and Devanna,Fombrun,and Tichy(1981).Gürhan model benchmarks those models with performance and strategy dimensions.Performance and strategy enable firms to achieve organizational goals.In SHRM definition,HRM contributes to firms’organizational objectives.Third dimension in the model is system.System increases impact of HRM practices on individual and firm performances. | Gürhan Uysal | 2020 | Management Studies2020，8，1： | 0 |
| 17 | Strategic HR Director Position: Implementation of SHRM in Firms显示文摘This study argues theoretical framework for strategic human resource management(SHRM),and implementation of SHRM in firms.HRM field is related to skill development and performance improvement.So,theoretical framework of SHRM is established by performance and skills.HR systems improve knowledge,skills,and abilities(KSAs)of employees,which affect individual-level performance.Individual-level performance makes employee go up to executive positions,and talents at the up affect firm-level performance via their managerial decisions.Secondly,a firm may apply SHRM through three factors:strategic HR director,HR systems,and star employees. | Gürhan Uysal | 2020 | Management Studies2020，8，5： | 0 |
| 18 | European Monetary System and IMF显示文摘21st Century economy is full competitive market structure,severe capitalism exists in markets.Both capitalism and full competition requires monetary policy to increase demand in business markets.Because markets and firms face isomorphism threats that make competition severe.European Monetary System has gold-euro relations.ECB runs like second IMF in global and European economy.There may be need of third IMF in global economy.It may establish in China as Asia Central Bank.All three IMFs enable monetary authorities to apply effective monetary policy in global economy.Because capitalism requires money and monetary for demand in 21st Century.In addition,without third IMFs,ECB currently apply propositions of neoclassical monetarism in Europe.That policy would support demand and firms in European economy as it is very much important in global economy. | Gürhan Uysal | 2021 | Economics World2021，9，1： | 0 |
| 19 | Core of HR Strategy: System Thinking and HRM显示文摘 | Gürhan Uysal | 2016 | Journal of US-China Public Administration2016，13，8： | 0 |
| 20 | Approximation Properties by q-Durrmeyer-Stancu Operators显示文摘In this paper,we are dealing with q-Bernstein-Durrmeyer-Stancu operators.Firstly,we have estimated moments of these operators.Then we have discussed some approximation properties and asymptotic formulas.We have obtained better estimations by using King type approach and given statistical convergence for the operators. | Grhan Iz Ram N.Mohapatra | 2013 | Analysis in Theory and Applications2013，29，4： | 0 |
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