Yeşil İnsan Kaynakları Yönetimi Uygulamalarının Sürdürülebilir Performans Üzerine Yansımaları: Meta-Analitik Bir Yaklaşım

Abstract

Bu araştırma, yeşil insan kaynakları yönetimi (YİKY) uygulamalarının işletmelerin sürdürülebilir performansı üzerindeki etkisini meta-analitik bir yaklaşımla incelemeyi amaçlamaktadır. Araştırmada, çeşitli veri tabanlarından elde edilen ve YİKY ile sürdürülebilir performans ilişkisini inceleyen 6 ampirik çalışma meta-analize dâhil edilmiştir. Rastgele etkiler modeli kullanılarak yürütülen analizde, YİKY uygulamaları ile sürdürülebilir performans arasında pozitif ve istatistiksel olarak anlamlı bir ilişki saptanmıştır (r̄=0.39, p<.01). Ayrıca bulgular bu ilişkinin heterojenlik düzeyinin yüksek olduğunu (I²=96.77%) ortaya koymaktadır. Yüksek heterojenlik YİKY’nin etkisinin bağlama duyarlı bir nitelik taşıdığını göstermektedir. Çalışma, literatürdeki dağınık bulguları nicel olarak sentezleyerek, YİKY’nin sürdürülebilir performansa olan katkısını kuramsal ve ampirik düzeyde bütünleştirmesi bakımından özgün değere sahiptir. Bulgular, işletmelerin yeşil insan kaynakları uygulamalarını örgütsel koşullarını dikkate alarak geliştirmelerinin ve politika yapıcıların bu süreci uygun destek mekanizmalarıyla teşvik etmelerinin yararlı olabileceğine işaret etmektedir.

Keywords

• Yeşil İnsan Kaynakları Yönetimi
• Sürdürülebilir Performans
• Örgütsel Dönüşüm
• Yeşil Dönüşüm
• Sürdürülebilir Kalkınma.

The Impact of Green Human Resource Management Practices on Sustainable Performance: A Meta-Analytic Approach

Abstract

This study aims to examine the effect of green human resource management (GHRM) practices on firms’ sustainable performance using a meta-analytic approach. In the study, six empirical articles obtained from various databases that investigate the relationship between GHRM and sustainable performance were included in the meta-analysis. The analysis, conducted using a random-effects model, revealed a positive and statistically significant relationship between GHRM practices and sustainable performance (r̄ = 0.39, p < .01). In addition, the findings indicate that the level of heterogeneity in this relationship is high (I² = 96.77%). This high heterogeneity suggests that the effect of GHRM is context-sensitive in nature. By quantitatively synthesizing the fragmented findings in the existing literature, the study has original value in integrating the contribution of GHRM to sustainable performance at both theoretical and empirical levels. The findings suggest that businesses may benefit from developing green human resource management practices in line with their organizational conditions and that policymakers may support this process through appropriate support mechanisms.

Keywords

• Green Human Resource Management
• Sustainable Performance
• Organizational Transformation
• Green Transformation
• Sustainable Development.

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