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Örgüt Kültürü ve Yeşil Uygulamaların İçselleştirilmesi: Yabancı Alt Kuruluşlarda Karşılaştırmalı Bir Araştırma

Year 2024, Volume: 23 Issue: 1, 265 - 280, 25.01.2024
https://doi.org/10.21547/jss.1318245

Abstract

Bu çalışmada, yeşil uygulamaların içselleştirilmesinde örgüt kültürünün etkisi olup olmadığı ortaya konulmak istenmektedir. Bu minvalde, bu çalışmanın amacı örgüt kültüründen kaynaklanan yapısal uygulamaların, örgüt düzeyinde gelişen çevreci uygulamalara nasıl yansıdığını göstermektir. Araştırma amacı doğrultusunda Türkiye bağlamında yatırım yapmış 3 alt kuruluş üzerinde çoklu vaka analizi yapılmıştır. 3 farklı işletmenin ne tür örgüt kültürüne sahip oldukları, yeşil uygulamaların hangi seviyede içselleştirildiğine yönelik verilerin toplanmasında yarı yapılandırılmış görüşme formu takip edilerek sekiz görüşme yapılmıştır. Devamında, toplanan veriler içerik analizine tabi tutulmuş ve bu şekilde araştırma bulgularına ulaşılmıştır. Araştırmaya dahil edilen işletmelerin eyfel kulesi ve/veya aile tipi örgüt kültürüne sahip oldukları gözlenmiştir. Eyfel Kulesi kültürüne sahip Şirket 1’de, yeşil uygulamaların düşük-orta derecede benimsendiği gözlemlenmiştir. Eyfel kulesi kültürü ve aile tipi kültür öğelerini barındıran Şirket 2’de yeşil uygulamaların yüksek düzeyde içselleştirildiği görülürken, Şirket 2 ile aynı tip örgüt kültürünü benimsemiş Şirket 3’te yeşil uygulamaların düşük-orta derecede içselleştirildiği görülmüştür. Araştırma bulguları, yeşil uygulamaların ve örgüt kültürünün benimsenmesinde tam bir örüntü olmadığını gösterse de bulgular örgütlerde yeşil uygulamaların içselleştirilmesinde, örgüt kültürü unsurlarının zorunluluk veya gönüllülük bağlamında nasıl olması gerektiğine de ışık tutmaktadır.

References

  • Ahmad, S. (2015). Green human resource management: policies and practices. Cogent Business & Management, 2(1), 1030817.
  • Bissing-Olson, M. J., Iyer, A., Fielding, K. S., & Zacher, H. (2013). Relationships between daily affect and pro-environmental behavior at work: The moderating role of pro‐environmental attitude. Journal of Organizational Behavior, 34(2), 156-175.
  • Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71–98). San Francisco, CA: Jossey-Bass.
  • Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and changing organizational culture. (Revised Edition). San Francisco, CA: Jossey-Bass.
  • Charmaz, K. (2006). Constructing grounded theory: A practical guide through qualitative analysis. SAGE Publications Ltd.
  • Corbin, J., & Strauss, A. (1990). Grounded theory research: Procedures, canons, and evaluative criteria. Qualitative Sociology, 13(1), 3-21.
  • Daft, R. L. (2015). Understanding the theory and design of organizations (Tenth Edition). (Ö.N. Timurcanday Özmen, Trans. Edi.). Türkiye, Ankara: Nobel Akademik Yayıncılık Eğitim Danışmanlık.
  • Daily, B. F., Bishop, J. W., & Steiner, R. (2007). The mediating role of EMS teamwork as it pertains to HR factors and perceived environmental performance. Journal of Applied Business Research, 23(1), 95-110.
  • Danışman, A., & Özgen, H. (2008). Örgütsel alt kültürler ve kaynakları: Bir sanayi firmasında görgül bir araştırma, ODTÜ Gelişme Dergisi, 35(Aralık), 277-304.
  • Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), 204-223.
  • El Dessouky, N. F., & Alquaiti, H. O. (2020, November). Impact of green human resource management (GHRM) practices on organizational performance. In 2020 Second International Sustainability and Resilience Conference: Technology and Innovation in Building Designs (51154) (pp. 1-4). IEEE.
  • Eisenhardt, K. M. (1989). Building theories from case study research. The Academy of Management Review, 14(4), 532-550.
  • Eisenhardt, K. M., & Graebner, M. E. (2007). Theory building from cases: Opportunities and challenges. Academy of Management Journal, 50(1), 25-32.
  • Epstein, M., & Roy, M. (1997). Using ISO 14000 for improved organizational learning and environmental management. Environmental Quality Management, 7, 21–30.
  • Erdem, R., Adıgüzel, O., & Kaya A. (2010). Akademik personelin kurumlarına ilişkin algıladıkları ve tercih ettikleri örgüt kültürü tipleri, Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 36, 73-88.
  • Fernández, E., Junquera, B., & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: A review of the literature. International Journal of Human Resource Management, 14(4), 634-656.
  • George, G., Howard-Grenville, J., Joshi, A., & Tihanyi, L. (2016). Understanding and tackling societal grand challenges through management research. Academy of Management Journal, 59(6), 1880-1895.
  • Gehman, J., Etzion, D., & Ferraro, F. (2022). Robust action: Advancing a distinctive approach to grand challenges. Organizing for societal grand challenges. Research in the Sociology of Organizations, 79, 259-278. Emerald Publishing Limited.
  • Greaves, M., Zibarras, L. D., & Stride, C. (2013). Using the theory of planned behavior to explore environmental behavioral intentions in the workplace. Journal of Environmental Psychology, 34, 109-120.
  • Gümüsay, A. A., Claus, L., & Amis, J. (2020). Engaging with grand challenges: An institutional logics perspectives. Organization Theory, 1, 1-20.
  • Handfield, R. B., Melnyk, S. A., Calantone, R. J., & Curkovic, S. (2001). Integrating environmental concerns into the design process: The gap between theory and practice. IEEE Transactions on Engineering Management, 48(2), 189-208.
  • Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd Edition). Thousand Oaks: CA: Sage.
  • Hossen, M. M., Ashadullah, M., & Islam, M. R. (2018). Green human resource management practices in Bangladesh: A study on the banking sector. The Jahangirnagar Journal of Business Studies, 7(1), 81-98.
  • Jabbour, C. J. C. (2011). How green are HRM practices, organizational culture, learning and teamwork? A Brazilian Study. Industrial and Commercial Training, 43(2), 98 - 105.
  • Kılıç, N., & Vatansever, Ç. (2017). Çalışanların “yeşil” tutum ve davranışları ile yaşam değerleri ilişkisi. Değerli insana “değer” li çalışmalar, 1-37. Ankara: Nobel Yayınevi.
  • Kızıloğlu, M., & Bayrak Kök, S. (2017). Denison örgüt kültürü modeli üzerine bir araştırma. Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 4(11), 141-159.
  • Krippendorff, K. (2004). Content analysis: An introduction to its methodology. Thousand Oaks, California: SAGE Publications.
  • Lingard, H., Gilbert, G. & Graham, P. (2001). Improving solid waste reduction and recycling performance using goal setting and feedback. Construction Management and Economics, 19, 809-817.
  • Marshall, R. S., Cordano, M., & Silverman, M. (2005). Exploring individual and institutional drivers of proactive environmentalism in the US wine industry. Business Strategy and the Environment, 14, 92-109.
  • Masri H.A., & Jaaron A.A.M. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical study. Journal of Cleaner Production, 143, 474-489.
  • Norton, T. A., Parker, S. L., Zacher, H., & Ashkanasy, N. M. (2015). Employee green behavior: A theoretical framework, multilevel review, and future research agenda. Organization & Environment, 28(1),103–125.
  • Opatha, H. H. D. N. P., & Arulrajah, A. A. (2014). Green human resource management: A simplified general reflections. International Business Research, 7(8), 101-112.
  • Ones, D. S., & Dilchert, S. (2012). Environmental sustainability at work: A call to action. Industrial and Organizational Psychology: Perspectives on Science and Practice, 5, 444-466.
  • Organ, D. W. (1997). Organizational citizenship behavior: It’s construct clean-up time. Human Performance, 10, 85-97.
  • Öselmiş, M. (2020). Yeşil insan kaynakları yönetimi uygulamaları: Literatür taraması ve bir ölçek uyarlama çalışması (Unpublished Master’s Thesis, Aydın Adnan Menderes Üniversitesi, Sosyal Bilimler Enstitüsü).
  • Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.
  • Pallavi, E. V. P. A. S., & Bhanu, M. (2016). Green HRM: A way for corporate sustainability. International Journal of Human Resource Management and Research (IJHRMR), 6(2), 13-20.
  • Ramus, C. A., & Steger, U. (2000). The roles of supervisory support behaviors and environmental policy in employee “ecoinitiatives” at leading-edge European companies. Academy of Management Journal, 43, 605-626. Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15, 1-14.
  • Robertson, J. L., & Barling, J. (2013). Greening organizations through leaders’ influence on employees’ pro-environmental behaviors. Journal of Organizational Behavior, 34, 176-194.
  • Rousseau, D. M. (1990). Assessing organizational culture: The case for multiple methods. B. Schneider (ed.). Organizational Climate and Culture: Jossey– Bass Publisher.
  • Schein, E. H. (1984). Coming to a new awareness of organizational culture. Sloan Management Review, 25(2), 3-16.
  • Schein, E. H. (1992). Organizational culture and leadership (2nd Edition). San Francisco: Jossey-Bass.
  • Schein E. H., & Schein P. (2017). Organizational culture and leadership (5th Edition.). New Jersey: Wiley.
  • Scherbaum, C., Popovich, P. M., & Finlinson, S. (2008). Exploring individual-level factors related to employee energy-conservation behaviors at work. Journal of Applied Social Psychology, 38, 818-835.
  • Shah, M. (2019). Green human resource management: Development of a valid measurement scale. Business Strategy Environment, 28, 771– 785.
  • Subramanian, N., Abdulrahman, M. D., Wu, L. & Nath, P. (2016). Green competence framework: Evidence from China. The International Journal of Human Resource Management, 27(2), 151-172.
  • Trompenaars, F. (1994). Riding the waves of culture: Understanding diversity in global business. Burr Ridge, IL: Irwin.
  • Trompenaars, F., & Asser, N. M. (2010). The global M&A tango: How to reconcile cultural differences in mergers, acquisitions and strategic partnerships, Oxford: Infinite Ideas Limited.
  • Yusoff, Y. M., Othman, N. Z., Fernando, Y., Amran, Z., Surienty, L., & Ramayah, T. (2015). Conceptualization of green human resource management: An exploratory study from malaysian-based multinational companies. International Journal of Business Management and Economic Research, 6(3), 158-166.
  • Yusoff, Y. M., Ramayah, T., & Othman, N-Z. (2015). Why examining adoption factors, HR role and attitude towards using E-HRM is the start-off in determining the successfulness of green HRM?” Journal of Advanced Management Science, 3(4), 337–343.
  • Yücel, İ., & Koçak, D. (2014). Örgüt kültürü ile örgütsel bağlılık arasındaki ilişkiye yönelik bir araştırma. Erzincan Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(2), 45-64.

Organizational Cultures and Internalization of Green Practices: A Comparative Research in Foreign Subsidaries

Year 2024, Volume: 23 Issue: 1, 265 - 280, 25.01.2024
https://doi.org/10.21547/jss.1318245

Abstract

This study aims to reveal whether organizational culture has an impact on the internalization of green practices. In this respect, the aim of this study is to show how structural practices arising from organizational culture are reflected in environmental practices developing at the organizational level. In line with the research purpose, a multiple case analysis was conducted on 3 subsidiaries that invested in the context of Türkiye. Eight interviews were conducted by following a semi-structured interview form to collect data on what kind of organizational culture three companies have and to what extent green practices are internalized. Subsequently, the collected data has been subjected to content analysis and research findings were obtained in this way. It was observed that the companies included in the research had an Eiffel tower and/or family type organizational culture. In the Company 1, which has an Eiffel tower culture, it was observed that green practices were adopted at a low-medium level. While it was observed that green practices were internalized at a high level in the Company 2, which incorporated eiffel tower culture and family-type culture elements, it was observed that green practices were internalized at a low-medium level in the Company 3, which adopted the same type of organizational culture as Company 3. Although the research findings show that there is no identical pattern in the adoption of green practices and organizational culture, the findings also shed light on how the elements of organizational culture should be in the context of required or volunteerism in the internalization of green practices in organizations.

References

  • Ahmad, S. (2015). Green human resource management: policies and practices. Cogent Business & Management, 2(1), 1030817.
  • Bissing-Olson, M. J., Iyer, A., Fielding, K. S., & Zacher, H. (2013). Relationships between daily affect and pro-environmental behavior at work: The moderating role of pro‐environmental attitude. Journal of Organizational Behavior, 34(2), 156-175.
  • Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71–98). San Francisco, CA: Jossey-Bass.
  • Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and changing organizational culture. (Revised Edition). San Francisco, CA: Jossey-Bass.
  • Charmaz, K. (2006). Constructing grounded theory: A practical guide through qualitative analysis. SAGE Publications Ltd.
  • Corbin, J., & Strauss, A. (1990). Grounded theory research: Procedures, canons, and evaluative criteria. Qualitative Sociology, 13(1), 3-21.
  • Daft, R. L. (2015). Understanding the theory and design of organizations (Tenth Edition). (Ö.N. Timurcanday Özmen, Trans. Edi.). Türkiye, Ankara: Nobel Akademik Yayıncılık Eğitim Danışmanlık.
  • Daily, B. F., Bishop, J. W., & Steiner, R. (2007). The mediating role of EMS teamwork as it pertains to HR factors and perceived environmental performance. Journal of Applied Business Research, 23(1), 95-110.
  • Danışman, A., & Özgen, H. (2008). Örgütsel alt kültürler ve kaynakları: Bir sanayi firmasında görgül bir araştırma, ODTÜ Gelişme Dergisi, 35(Aralık), 277-304.
  • Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), 204-223.
  • El Dessouky, N. F., & Alquaiti, H. O. (2020, November). Impact of green human resource management (GHRM) practices on organizational performance. In 2020 Second International Sustainability and Resilience Conference: Technology and Innovation in Building Designs (51154) (pp. 1-4). IEEE.
  • Eisenhardt, K. M. (1989). Building theories from case study research. The Academy of Management Review, 14(4), 532-550.
  • Eisenhardt, K. M., & Graebner, M. E. (2007). Theory building from cases: Opportunities and challenges. Academy of Management Journal, 50(1), 25-32.
  • Epstein, M., & Roy, M. (1997). Using ISO 14000 for improved organizational learning and environmental management. Environmental Quality Management, 7, 21–30.
  • Erdem, R., Adıgüzel, O., & Kaya A. (2010). Akademik personelin kurumlarına ilişkin algıladıkları ve tercih ettikleri örgüt kültürü tipleri, Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 36, 73-88.
  • Fernández, E., Junquera, B., & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: A review of the literature. International Journal of Human Resource Management, 14(4), 634-656.
  • George, G., Howard-Grenville, J., Joshi, A., & Tihanyi, L. (2016). Understanding and tackling societal grand challenges through management research. Academy of Management Journal, 59(6), 1880-1895.
  • Gehman, J., Etzion, D., & Ferraro, F. (2022). Robust action: Advancing a distinctive approach to grand challenges. Organizing for societal grand challenges. Research in the Sociology of Organizations, 79, 259-278. Emerald Publishing Limited.
  • Greaves, M., Zibarras, L. D., & Stride, C. (2013). Using the theory of planned behavior to explore environmental behavioral intentions in the workplace. Journal of Environmental Psychology, 34, 109-120.
  • Gümüsay, A. A., Claus, L., & Amis, J. (2020). Engaging with grand challenges: An institutional logics perspectives. Organization Theory, 1, 1-20.
  • Handfield, R. B., Melnyk, S. A., Calantone, R. J., & Curkovic, S. (2001). Integrating environmental concerns into the design process: The gap between theory and practice. IEEE Transactions on Engineering Management, 48(2), 189-208.
  • Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd Edition). Thousand Oaks: CA: Sage.
  • Hossen, M. M., Ashadullah, M., & Islam, M. R. (2018). Green human resource management practices in Bangladesh: A study on the banking sector. The Jahangirnagar Journal of Business Studies, 7(1), 81-98.
  • Jabbour, C. J. C. (2011). How green are HRM practices, organizational culture, learning and teamwork? A Brazilian Study. Industrial and Commercial Training, 43(2), 98 - 105.
  • Kılıç, N., & Vatansever, Ç. (2017). Çalışanların “yeşil” tutum ve davranışları ile yaşam değerleri ilişkisi. Değerli insana “değer” li çalışmalar, 1-37. Ankara: Nobel Yayınevi.
  • Kızıloğlu, M., & Bayrak Kök, S. (2017). Denison örgüt kültürü modeli üzerine bir araştırma. Avrasya Sosyal ve Ekonomi Araştırmaları Dergisi, 4(11), 141-159.
  • Krippendorff, K. (2004). Content analysis: An introduction to its methodology. Thousand Oaks, California: SAGE Publications.
  • Lingard, H., Gilbert, G. & Graham, P. (2001). Improving solid waste reduction and recycling performance using goal setting and feedback. Construction Management and Economics, 19, 809-817.
  • Marshall, R. S., Cordano, M., & Silverman, M. (2005). Exploring individual and institutional drivers of proactive environmentalism in the US wine industry. Business Strategy and the Environment, 14, 92-109.
  • Masri H.A., & Jaaron A.A.M. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical study. Journal of Cleaner Production, 143, 474-489.
  • Norton, T. A., Parker, S. L., Zacher, H., & Ashkanasy, N. M. (2015). Employee green behavior: A theoretical framework, multilevel review, and future research agenda. Organization & Environment, 28(1),103–125.
  • Opatha, H. H. D. N. P., & Arulrajah, A. A. (2014). Green human resource management: A simplified general reflections. International Business Research, 7(8), 101-112.
  • Ones, D. S., & Dilchert, S. (2012). Environmental sustainability at work: A call to action. Industrial and Organizational Psychology: Perspectives on Science and Practice, 5, 444-466.
  • Organ, D. W. (1997). Organizational citizenship behavior: It’s construct clean-up time. Human Performance, 10, 85-97.
  • Öselmiş, M. (2020). Yeşil insan kaynakları yönetimi uygulamaları: Literatür taraması ve bir ölçek uyarlama çalışması (Unpublished Master’s Thesis, Aydın Adnan Menderes Üniversitesi, Sosyal Bilimler Enstitüsü).
  • Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.
  • Pallavi, E. V. P. A. S., & Bhanu, M. (2016). Green HRM: A way for corporate sustainability. International Journal of Human Resource Management and Research (IJHRMR), 6(2), 13-20.
  • Ramus, C. A., & Steger, U. (2000). The roles of supervisory support behaviors and environmental policy in employee “ecoinitiatives” at leading-edge European companies. Academy of Management Journal, 43, 605-626. Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15, 1-14.
  • Robertson, J. L., & Barling, J. (2013). Greening organizations through leaders’ influence on employees’ pro-environmental behaviors. Journal of Organizational Behavior, 34, 176-194.
  • Rousseau, D. M. (1990). Assessing organizational culture: The case for multiple methods. B. Schneider (ed.). Organizational Climate and Culture: Jossey– Bass Publisher.
  • Schein, E. H. (1984). Coming to a new awareness of organizational culture. Sloan Management Review, 25(2), 3-16.
  • Schein, E. H. (1992). Organizational culture and leadership (2nd Edition). San Francisco: Jossey-Bass.
  • Schein E. H., & Schein P. (2017). Organizational culture and leadership (5th Edition.). New Jersey: Wiley.
  • Scherbaum, C., Popovich, P. M., & Finlinson, S. (2008). Exploring individual-level factors related to employee energy-conservation behaviors at work. Journal of Applied Social Psychology, 38, 818-835.
  • Shah, M. (2019). Green human resource management: Development of a valid measurement scale. Business Strategy Environment, 28, 771– 785.
  • Subramanian, N., Abdulrahman, M. D., Wu, L. & Nath, P. (2016). Green competence framework: Evidence from China. The International Journal of Human Resource Management, 27(2), 151-172.
  • Trompenaars, F. (1994). Riding the waves of culture: Understanding diversity in global business. Burr Ridge, IL: Irwin.
  • Trompenaars, F., & Asser, N. M. (2010). The global M&A tango: How to reconcile cultural differences in mergers, acquisitions and strategic partnerships, Oxford: Infinite Ideas Limited.
  • Yusoff, Y. M., Othman, N. Z., Fernando, Y., Amran, Z., Surienty, L., & Ramayah, T. (2015). Conceptualization of green human resource management: An exploratory study from malaysian-based multinational companies. International Journal of Business Management and Economic Research, 6(3), 158-166.
  • Yusoff, Y. M., Ramayah, T., & Othman, N-Z. (2015). Why examining adoption factors, HR role and attitude towards using E-HRM is the start-off in determining the successfulness of green HRM?” Journal of Advanced Management Science, 3(4), 337–343.
  • Yücel, İ., & Koçak, D. (2014). Örgüt kültürü ile örgütsel bağlılık arasındaki ilişkiye yönelik bir araştırma. Erzincan Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(2), 45-64.
There are 51 citations in total.

Details

Primary Language English
Subjects Industrial Organisation
Journal Section Business
Authors

Aysima Kurman 0000-0002-6531-0881

Mustafa Özseven 0000-0003-3720-646X

Publication Date January 25, 2024
Submission Date June 21, 2023
Acceptance Date October 7, 2023
Published in Issue Year 2024 Volume: 23 Issue: 1

Cite

APA Kurman, A., & Özseven, M. (2024). Organizational Cultures and Internalization of Green Practices: A Comparative Research in Foreign Subsidaries. Gaziantep University Journal of Social Sciences, 23(1), 265-280. https://doi.org/10.21547/jss.1318245