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Yeşil İnsan Kaynakları Yönetimi Uygulamalarının Örgütsel Özdeşleşme ve Örgütsel Bağlılık Üzerindeki Etkisi

Year 2024, Volume: 8 Issue: 1, 174 - 194, 31.01.2024
https://doi.org/10.29023/alanyaakademik.1300910

Abstract

Bu çalışmanın amacı firmalardaki yeşil insan kaynakları yönetimi uygulamalarının örgütsel özdeşleşme ve örgütsel bağlılık üzerindeki etkisini tespit etmektir. Araştırmada nicel veri toplama yöntemlerinden olan anket tekniği kullanılmış olup Ankara ilinde faaliyet gösteren 5 firmada görev yapan 352 çalışana anket uygulanmıştır. Toplanan veriler SPSS 25.0 ve AMOS programı ile analiz edilip yorumlanmıştır. Çalışmada yapılan regresyon analizi sonucunda yeşil insan kaynakları yönetiminin örgütsel özdeşleşmeyi ve örgütsel bağlılığı pozitif yönde anlamlı bir şekilde etkilediği tespit edilmiştir. Yeşil insan kaynakları yönetimi uygulamaları boyutlarından ‘‘yeşil ücret yönetimi’’ boyutunun ise örgütsel bağlılığı pozitif ve anlamlı bir yönde etkilediği saptanmıştır.

References

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The Impact of Green Human Resources Management Practices on Organizational Identification and Organizational Commitment

Year 2024, Volume: 8 Issue: 1, 174 - 194, 31.01.2024
https://doi.org/10.29023/alanyaakademik.1300910

Abstract

The aim of this study is to determine the effect of green human resource management practices in companies on organizational identification and organizational commitment. Questionnaire technique, which is one of the quantitative data collection methods, was used in the search and a questionnaire was applied to 352 employees working in 5 companies operating in Ankara. The collected data were analyzed and interpreted with SPSS 25.0 and AMOS program. As a result of the regression analysis conducted in the study it has been determined that green human resources management positively affects organizational identification and organizational commitment. It has been determined that the "green wage management" dimension, which is one of the dimensions of green human resources management practices, has a positive and significant effect on organizational commitment.

References

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  • Alabaddı, A.Z., Rahahleh, H.A., Muflıh, A.M., Al-Nsour, N.S., & Sallah, A.A. (2020). The role of electronic human resource management on the practices of green human resource management. European Journal of Business and Management, 12(1), 55-72.
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  • Aksu, Ç.B., & Doğan, A. (2021). Çevresel sürdürülebilirlik ve insan kaynakları yönetimi fonksiyonlarının yeşil insan kaynakları yönetimi bağlamında değerlendirilmesi. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 13(3), 137-148.
  • Amjad, F., Abbas, W., Rehman, Z.M., Baig, A.S., Hashim, M., Khan, A., & Rehman, H. (2021). Effect of green human resource management practices on organizational sustainability: The mediating role of environmental and employee performance. Environmental Science and Pollution Research, 28(1).
  • Aruljarah, A.A., Opatha, H.H.D.N.P., & Nawaratne, N.N.J. (2015). Green human resource management practices: A review. Sri Lankan Journal of Human Resource Management, 5(1), 1-16.
  • Bangwal, D., & Tiwari, P. (2015). Green HRM – A way to greening the environment. IOSR Journal of Business and Management, 17(12), 43-53.
  • Benevene, P., & Buonomo, I. (2020). Green human resource management: An evidence based systematic literature review. Multidisciplinary Digital Publishing Institute, 12(15), 1-25.
  • Bhutton, S., & Auranzeb. (2016). Effects of green human resources management on firm performance: An empirical study on Pakistani firms. European Journal of Business and Management, 8(16), 119-125.
  • Bryman, A., & Cramer, D. (2001). Quantitative data analysis with SPSS 12 and 13; A guide for social scientists. Taylor&Francis Group. London and New York.
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  • Chaudhary, R. (2020). Green human resource management and employee green behavior: An empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630-641.
  • Chowdhury, R.S., Sanju, L.N., & Asaduzzaman, M.K.A. (2017). Green HRM practices as a means of promoting CSR: Suggestions for garments industry in Bangladesh. Global Journals Inc, 17(6), s.28-35.
  • Cole, M.S. & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27, 585-605.
  • Çokluk, Ö., Şekercioğlu, G., & Büyüköztürk, Ş. (2010). Sosyal bilimler için çok değişkenli istatistik: SPSS ve LISREL uygulamaları. Pegem Akademi.
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  • Das, S.C., & Singh, R.K., (2016). Green HRM and organizational sustainability: An empirical review. Kegees J. Soc. Sci, 8 (1), 227–236.
  • Davila, C.M., & Garcia, J.G. (2012). Organizational identification and commitment: Correlates of sense of belonging and affective commitment. The Spanish Journal of Psychology, 15(1), 244-255.
  • DeConinck, B.J. (2011). The effects of ethical climate on organizational identification, supervisory tust, and turnover among salespeople. Journal of Business Resarch, 64(6), 617-624.
  • Demir, M., Demir, S., & Nield, K. (2014). The relationship between person-organization fit, organizational identification and work outcomes. Journal of Business Economics and Management, 16(2), 369-386.
  • Diana, A.C. (2016). A Study on effectiveness of green recruitment practices among HR executives of IT sector. IOSR Journal of Business and Management, 1, 8-11.
  • Durmuş, B., Yurtkoru, S., & Çinko, M. (2011). Sosyal bilimlerde SPSS’le veri analizi. Beta Basım Yayım Dağıtım. Dutta, S. (2012). Greening people: A strategic dimension. Zenıth International Journal of Business Economics & Management Research, 2(2),143-148.
  • Dutton, E.J., Dukerich, M.J., & Harquail, V.C. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
  • Esen, E. & Çalışkan, O.,A. (2019). Green human resource management (GHRM) and environmental sustainability. Press Academia Procedia (PAP), 58-60.
  • Ellemers, N., Kortekaas, P., & Ouwerkerk, J.W. (1999). Self-categorization, commitment to the group and group self-esteem as related but distinct aspects of social identity. Eur J Soc Psychol, 29, 371–89.
  • Fallatah, F., Laschinger, H., & Read, E. (2017). The effects of authentic leadership, organizational identification, and oecupational coping self-efficacy on new graduate nurses' job turnover intentions in Canada. 65(2), 172-183.
  • Freire, C., & Pieta, P. (2022). The impact of green human resource management on organizational citizenship behaviors: The mediating role of organizational identification and job satisfaction. Sustainability. 1-14.
  • Gaudêncio, P., Coelho, A., & Ribeiro, N. (2020). The impact of CSR perceptions on workers turnover intentions: Exploring supervisor exchange process and the role of perceived external prestige. Soc. Responsib. J., 17, 543–561.
  • Ghannam, A.A., & Taamneh, M.M. (2017). The impact of organizational identification on organizational commitment among governmental employees in Jordan. International Review of Management and Business Research, 6(3), 1026-1034.
  • Gohar, A.A.E., Rady, A., & Zaki, M.M. (2019). Green human resource management achievıng high performance of human resource systems at travel agencies and hotels. International Journal of Tourism and Hospitality Management, 2(1), 194- 222.
  • Gürbüz, S., & Şahin, F. (2018). Sosyal bilimlerde araştırma yöntemleri ( 5. Baskı). Seçkin Yayıncılık.
  • Harvey, G., Williams, K., & Probert, J. (2012). Greening the airline pilot: HRM and the green performance of airlines in the UK. The International Journal of Human Resource Management, 23, 1-15.
  • Hosain, S., & Rahman, S. (2016). Green human resource management: A theoretical overview. Journal of Business and Management,18(6), 54-59.
  • Jirawuttinunt, S., & Limsuwan, K. (2019). The effect of green human resource management on performance of certified ISO 14000 businesses in Thailand. UTCC International Journal of Business and Economics, 11(1), 168-185.
  • Jyoti, K. (2019). Green HRM–People management commitment to environmental sustainability. SSRN Electronic Journal, 1332- 1346.
  • Kesen, M. (2016). İşletme yönetiminde sürdürülebilir insan kaynakları yönetiminin yeri ve önemi. İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 5(3), 554-573.
  • Kesen, M., & Öselmiş, M. (2021). Yeşil insan kaynakları yönetimi ölçeği (YİKYÖ): Türkçe’ye uyarlama, geçerlik ve güvenirlik çalışması. Uluslararası Yönetim İktisat ve İşletme Dergisi, 17(4), 1231-1256.
  • Khurshid, R., & Darzi, M. (2016). Go green with green human resource management practices. International Journal of Resarch ın Commerce & Management, 7(1), 19- 21.
  • Knippenberg, V.D., & Sleebos, E.D. (2006). Organizational identification versus organizational commitment: Self-Definition, social exchange, and job attitudes. Journal of Organizational Behavior, 27, 571–584.
  • Kim, J.Y., Kim, G.W., Choi, M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ ecofriendly behavior and environmental performance. International Journal of Hospitality Management, 83-93.
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There are 83 citations in total.

Details

Primary Language Turkish
Subjects Finance
Journal Section Makaleler
Authors

Dilçe Baş 0000-0001-7271-1918

Mustafa Kesen 0000-0003-1907-7748

Publication Date January 31, 2024
Acceptance Date October 31, 2023
Published in Issue Year 2024 Volume: 8 Issue: 1

Cite

APA Baş, D., & Kesen, M. (2024). Yeşil İnsan Kaynakları Yönetimi Uygulamalarının Örgütsel Özdeşleşme ve Örgütsel Bağlılık Üzerindeki Etkisi. Alanya Akademik Bakış, 8(1), 174-194. https://doi.org/10.29023/alanyaakademik.1300910