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The Match of Non-Environmental Preferences of Job Interviewers and Job Applicants: A Descriptive Analysis of Natural Resource Intensive Businesses in Turkey

Year 2018, Volume: 11 Issue: 4, 29 - 40, 18.10.2018
https://doi.org/10.25287/ohuiibf.467933

Abstract

This
study
explores the extent to which the
environmentally-friendly job preferences of human resource managers (interviewers)
and job applicants (interviewees) match in case of Turkey’s
resource-dependent
business organizations. The study covers 63 human resource managers from 11
medium/large-sized businesses that have several joint-plants producing cement
and variety of sorts of metal/mineral supplies in different cities in Turkey
and 75 job applicants that these human resource managers interviewed. Consequently,
138 participants were asked to quantitively rank the importance of 22-item
criteria when they choose where to work. The comparison of the mean scores
demonstrates that both interviewers and interviewees are not that concerned
with the green workplace, green business, and eco-friendliness. Rather, salary
and other benefits, promotion and career opportunities, organizational
reputation, and match of skills/qualifications to job requirements are found as
the key factors affecting the work/job decisions of both interviewers and
interviewees. Moreover, the only demographic difference is found in gender among
interviewers that female managers more tend to prefer environmentally-friendly
jobs/works. Emphasizing the roles of regulations and environmental standards to
make business organizations greener, the study concludes with recommendations
for practice within the green human resource management and green business perspective.

References

  • Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent Business & Management, 2(1), 1-13.
  • Alfred, A. M., & Adam, R. F. (2009). Green management matters regardless. Academy of Management Perspectives, 23(3), 17-26.
  • Ambec, S., & Lanoie, P. (2008). Does it pay to be green? A systematic overview. Academy of Management Perspectives, 22(4), 45-62.
  • Barney J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
  • Bombiak, E., & Marciniuk-Kluska, A. (2018). Green human resource management as a tool for the sustainable development of enterprises: Polish young company experience. Sustainability, 10, 1739.
  • Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand‐equity perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
  • Čekanavičius, L., Bazytė, R., & Dičmonaitė, A. (2014). Green business: Challenges and practices. Ekonomika, 93(1), 74-88.
  • De Lange, D. E., Busch, T., & Delgado-Ceballos, J. (2012). Sustaining sustainability in organizations. Journal of Business Ethics, 110(2), 151-156.
  • Esty, D. C., & Winston, A. S. (2006). Green to gold: How smart companies use environmental strategy to innovate, create value, and build competitive advantage. New Haven and London: Yale University Press.
  • Farr, J. L., & Tippins, N. T. (2017). Handbook of employee selection (Ed.), 2nd Ed., New York: Routledge.
  • George, G., Schillebeeckx, S. J. D., & Liak, T. L. (2015). The management of natural resources: An overview and research agenda. Academy of Management Journal, 58(6), 1595-1613.
  • Glassdoor (2018). Top HR statistics: The latest stats for HR & recruiting pros. https://www.glassdoor.com/employers/popular-topics/hr-stats.htm
  • Great place to work (2018). Employee-surveys. https://www.greatplacetowork.com/solutions/employee-surveys
  • Haddock-Millar, J., Sanyal, C., & Müller-Camen, M. (2016). Green human resource management: A comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 27(2), 192-211.
  • Jennings, P. D., & Zandbergen, P. A. (1995). Ecologically sustainable organizations: An institutional approach. The Academy of Management Review, 20(4), 1015-1052.
  • Kılıç, S., & Özdemir, E. (2018). Green Marketing strategies and marketing performance: The case of Turkey. Quoquab, F., Thurasamy, R., Mohammad, J. (Eds). Driving green consumerism through strategic sustainability marketing. Hershey: IGI Global, 135-154.
  • Kirgiz, A. C. (2016). Green marketing: A case study of the sub-industry in Turkey. Basingstoke, England: Palgrave Macmillan.
  • Kim, A., Kim, Y., Han, K., Jackson, S. E., & Ployhart, R. E. (2014). Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy. Journal of Management, 43(5), 1335-1358.
  • Kramar, R. (2014). Beyond strategic human resource management: Is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), 1069-1089.
  • Mishra, P. (2017). Green human resource management: A framework for sustainable organizational development in an emerging economy. International Journal of Organizational Analysis, 25(5), 762-788.
  • Newton, T. & Harte, G. (1997). Green business: Technicist Kitsch? Journal of Management Studies, 34(1), 75-98.
  • OECD (2018). Labour database. https://stats.oecd.org/
  • Rayner, J., & Morgan, D. (2018). An empirical study of ‘green’ workplace behaviours: Ability, motivation and opportunity. Asia Pacific Journal of Human Resources, 56(1), 56-78.
  • Renwick, D. W., Redman, T. & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
  • Sharma, S. (2000). Managerial interpretations and organizational context as predictors of corporate choice of environmental strategy. The Academy of Management Journal, 43(4), 681-697.
  • Shen, J., Dumont, J., & Deng, X. (2018). Employees’ perceptions of green HRM and non-green employee work outcomes: The social identity and stakeholder perspectives. Group & Organization Management, 43(4) 594-622.
  • SHRM (2016). People insight: Employee job satisfaction and engagement survey report. https://www.southernnevadahealthdistrict.org/download/news16/employee-survey-2016.pdf
  • Tang, G., Chen, Y., Jiang, Y., Paillé, P., & Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31-55.
  • Tepe Küçükoğlu, M., & Pınar, R. İ. (2018). The mediating role of green organizational culture between sustainability and green innovation: A research in Turkish companies. Business & Management Studies: An International Journal, 6(1), 64-85.
  • Ulus, M., & Hatipoglu, B. (2016). Human aspect as a critical factor for organization sustainability in the tourism industry. Sustainability, 8, 232.
  • Uygur, A., Musluk, B. Y., &, Ilbey, N. (2015). Examining the influence of green management on operation functions: Case of a business. Research Journal of Business and Management, 2(3), 348-365.
  • Wales, T. (2013). Organizational sustainability: What is it, and why does it matter? Review of Enterprise and Management Studies, 1(1), 38-49.
  • WCED-World Commission on Environment and Development (1987). Our common future. Oxford: Oxford University Press.
  • Wiernik, B. M., Dilchert, S., & Ones, D. S. (2016). Age and employee green behaviors: A meta-analysis. Frontiers in Psychology, 7, 194, 1-15.
  • Wong, K. K. (2010). Environmental awareness, governance and public participation: Public perception perspectives. International Journal of Environmental Studies, 67(2), 169-181.
  • Wood, D. J. (1991). Corporate social performance revisited. The Academy of Management Review, 16(4), 691-718.
  • Xiao, C., & Hong, D. (2017). Gender differences in environmental behaviors among the Chinese public: Model of mediation and moderation. Environment and Behavior. https://doi.org/10.1177/0013916517723126

The Match of Non-Environmental Preferences of Job Interviewers and Job Applicants: A Descriptive Analysis of Natural Resource Intensive Businesses in Turkey

Year 2018, Volume: 11 Issue: 4, 29 - 40, 18.10.2018
https://doi.org/10.25287/ohuiibf.467933

Abstract

This study explores the extent to which the environmentally-friendly job preferences of human resource managers (interviewers) and job applicants (interviewees) match in case of Turkey’s resource-dependent business organizations. The study covers 63 human resource managers from 11 medium/large-sized businesses that have several joint-plants producing cement and variety of sorts of metal/mineral supplies in different cities in Turkey and 75 job applicants that these human resource managers interviewed. Consequently, 138 participants were asked to quantitively rank the importance of 22-item criteria when they choose where to work. The comparison of the mean scores demonstrates that both interviewers and interviewees are not that concerned with the green workplace, green business, and eco-friendliness. Rather, salary and other benefits, promotion and career opportunities, organizational reputation, and match of skills/qualifications to job requirements are found as the key factors affecting the work/job decisions of both interviewers and interviewees. Moreover, the only demographic difference is found in gender among interviewers that female managers more tend to prefer environmentally-friendly jobs/works. Emphasizing the roles of regulations and environmental standards to make business organizations greener, the study concludes with recommendations for practice within the green human resource management and green business perspective.

References

  • Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent Business & Management, 2(1), 1-13.
  • Alfred, A. M., & Adam, R. F. (2009). Green management matters regardless. Academy of Management Perspectives, 23(3), 17-26.
  • Ambec, S., & Lanoie, P. (2008). Does it pay to be green? A systematic overview. Academy of Management Perspectives, 22(4), 45-62.
  • Barney J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
  • Bombiak, E., & Marciniuk-Kluska, A. (2018). Green human resource management as a tool for the sustainable development of enterprises: Polish young company experience. Sustainability, 10, 1739.
  • Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand‐equity perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
  • Čekanavičius, L., Bazytė, R., & Dičmonaitė, A. (2014). Green business: Challenges and practices. Ekonomika, 93(1), 74-88.
  • De Lange, D. E., Busch, T., & Delgado-Ceballos, J. (2012). Sustaining sustainability in organizations. Journal of Business Ethics, 110(2), 151-156.
  • Esty, D. C., & Winston, A. S. (2006). Green to gold: How smart companies use environmental strategy to innovate, create value, and build competitive advantage. New Haven and London: Yale University Press.
  • Farr, J. L., & Tippins, N. T. (2017). Handbook of employee selection (Ed.), 2nd Ed., New York: Routledge.
  • George, G., Schillebeeckx, S. J. D., & Liak, T. L. (2015). The management of natural resources: An overview and research agenda. Academy of Management Journal, 58(6), 1595-1613.
  • Glassdoor (2018). Top HR statistics: The latest stats for HR & recruiting pros. https://www.glassdoor.com/employers/popular-topics/hr-stats.htm
  • Great place to work (2018). Employee-surveys. https://www.greatplacetowork.com/solutions/employee-surveys
  • Haddock-Millar, J., Sanyal, C., & Müller-Camen, M. (2016). Green human resource management: A comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 27(2), 192-211.
  • Jennings, P. D., & Zandbergen, P. A. (1995). Ecologically sustainable organizations: An institutional approach. The Academy of Management Review, 20(4), 1015-1052.
  • Kılıç, S., & Özdemir, E. (2018). Green Marketing strategies and marketing performance: The case of Turkey. Quoquab, F., Thurasamy, R., Mohammad, J. (Eds). Driving green consumerism through strategic sustainability marketing. Hershey: IGI Global, 135-154.
  • Kirgiz, A. C. (2016). Green marketing: A case study of the sub-industry in Turkey. Basingstoke, England: Palgrave Macmillan.
  • Kim, A., Kim, Y., Han, K., Jackson, S. E., & Ployhart, R. E. (2014). Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy. Journal of Management, 43(5), 1335-1358.
  • Kramar, R. (2014). Beyond strategic human resource management: Is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), 1069-1089.
  • Mishra, P. (2017). Green human resource management: A framework for sustainable organizational development in an emerging economy. International Journal of Organizational Analysis, 25(5), 762-788.
  • Newton, T. & Harte, G. (1997). Green business: Technicist Kitsch? Journal of Management Studies, 34(1), 75-98.
  • OECD (2018). Labour database. https://stats.oecd.org/
  • Rayner, J., & Morgan, D. (2018). An empirical study of ‘green’ workplace behaviours: Ability, motivation and opportunity. Asia Pacific Journal of Human Resources, 56(1), 56-78.
  • Renwick, D. W., Redman, T. & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
  • Sharma, S. (2000). Managerial interpretations and organizational context as predictors of corporate choice of environmental strategy. The Academy of Management Journal, 43(4), 681-697.
  • Shen, J., Dumont, J., & Deng, X. (2018). Employees’ perceptions of green HRM and non-green employee work outcomes: The social identity and stakeholder perspectives. Group & Organization Management, 43(4) 594-622.
  • SHRM (2016). People insight: Employee job satisfaction and engagement survey report. https://www.southernnevadahealthdistrict.org/download/news16/employee-survey-2016.pdf
  • Tang, G., Chen, Y., Jiang, Y., Paillé, P., & Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31-55.
  • Tepe Küçükoğlu, M., & Pınar, R. İ. (2018). The mediating role of green organizational culture between sustainability and green innovation: A research in Turkish companies. Business & Management Studies: An International Journal, 6(1), 64-85.
  • Ulus, M., & Hatipoglu, B. (2016). Human aspect as a critical factor for organization sustainability in the tourism industry. Sustainability, 8, 232.
  • Uygur, A., Musluk, B. Y., &, Ilbey, N. (2015). Examining the influence of green management on operation functions: Case of a business. Research Journal of Business and Management, 2(3), 348-365.
  • Wales, T. (2013). Organizational sustainability: What is it, and why does it matter? Review of Enterprise and Management Studies, 1(1), 38-49.
  • WCED-World Commission on Environment and Development (1987). Our common future. Oxford: Oxford University Press.
  • Wiernik, B. M., Dilchert, S., & Ones, D. S. (2016). Age and employee green behaviors: A meta-analysis. Frontiers in Psychology, 7, 194, 1-15.
  • Wong, K. K. (2010). Environmental awareness, governance and public participation: Public perception perspectives. International Journal of Environmental Studies, 67(2), 169-181.
  • Wood, D. J. (1991). Corporate social performance revisited. The Academy of Management Review, 16(4), 691-718.
  • Xiao, C., & Hong, D. (2017). Gender differences in environmental behaviors among the Chinese public: Model of mediation and moderation. Environment and Behavior. https://doi.org/10.1177/0013916517723126
There are 37 citations in total.

Details

Primary Language English
Subjects Economics
Journal Section Articles
Authors

Özge Demiral 0000-0003-0165-2206

Publication Date October 18, 2018
Submission Date August 29, 2018
Acceptance Date October 10, 2018
Published in Issue Year 2018 Volume: 11 Issue: 4

Cite

APA Demiral, Ö. (2018). The Match of Non-Environmental Preferences of Job Interviewers and Job Applicants: A Descriptive Analysis of Natural Resource Intensive Businesses in Turkey. Ömer Halisdemir Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 11(4), 29-40. https://doi.org/10.25287/ohuiibf.467933

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Ömer Halisdemir Universitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi (OHUIIBF) is licensed under the Creative Commons Attribution-Noncommercial-Pseudonymity License 4.0 international license.