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

Yıl 2024, Cilt: 8 Sayı: 1, 174 - 194, 31.01.2024

Dilçe Baş , Mustafa Kesen

https://doi.org/10.29023/alanyaakademik.1300910

Cited By: 1

Öz

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.

Anahtar Kelimeler

Ankara İli, Anket, Örgütsel Bağlılık, Örgütsel Özdeşleşme, Yeşil İnsan Kaynakları Yönetimi Uygulamaları.

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

Öz

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.

Anahtar Kelimeler

Ankara Province, Survey, Organizational Commitment, Organizational Identification, Green Human Resource Management Practices

Kaynakça

• Acar, S. (2022). Örgütlerde yeşil insan kaynakları yönetiminin önemi. İksadi Yayınevi. Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent Business & Management, 2(1), 1-13.
• 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.
• Allen, A.J., Crawe, J., & Baran, A.B. (2015). Organizational identificiton: A context- specific mitigating resource of work- family conflict. Journal of Contingencies and Crisis Management, 1-9.
• 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.
• Büyüköztürk, Ş. (2002). Sosyal bilimler için veri analizi el kitabı (2. Baskı). Pegem Yayıncılık.
• Büyüköztürk, Ş. (2008). Sosyal bilimler için veri analizi el kitabı (9. Baskı). Pegem Akademi.
• Cherian, J., & Jacob, J. (2012). A study of green HR practices and its effective implementation in the organization: A review. International Journal of Business and Management, 7, 25–33.
• 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.
• Comrey, A.L., & Lee, H.B. (1992). A first course in factor analysis (2nd Edition). Hillsdale, NJ: Lawrence Erlbaum Associates, Inc.
• 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.
• Ly, B. (2023). Green HRM and eco-friendly behavior in Cambodian public organizations: The mediation of organizational commitment. Environmental Challenges, 10, 100674.
• Lythreatis, S., Mostafa, A.M.S., Pereira, V., & Wang, X. (2021). Del Giudice, M. Servant leadership, CSR perceptions, moral meaningfulness and organizational identification-evidence from the Middle East. Int. Bus. Rev, 30, 101772.
• Mafrachi, A.M., Abed, H., & Mohammed, M. (2020). Assessing the role of green human resources management and environmental cooperation: A case study on food industries sector in Iraq. Economic Sciences Series, 20(1), 14-23.
• Mashala, Y.L. (2018). Green human resource management and environmental sustainability in Tanzania: A review and research agenda. International Journal of Academic Multidisciplinary Research, 2(12), 60-68.
• Mehta, K., & Chugan, K.P. (2015). Green HRM in pursuit of environmentally sustainable business. Universal Journal of Industrialand Business Management, 3(3), 74-81.
• Meyer, P., & Allen, J.N. (1984). Testing the 'side-bet theory' of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(1), 372-378.
• Meyer, P.H., & Herscovitch, L. (2001). Commitment in the work place: Toward a general model. Human Resource Management Review, 11(3), 299-326.
• 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.
• Mowday, R.T., Porter, L.W., & Steers, R.M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism and turnover. New York: Academic Press.
• Mwita, M.K. (2019). Conceptual review of green human resource management practices. East African Journal of Social and Applied Sciences, 1(2), 13-20.
• Mwita, K., & Kinemo, M.S. (2018). The role of green recruitment and selection on performance of processing industries in Tanzania: A case of tanzania tobacco processors limited (TTPL). International Journal of Human Resource Studies, 8(4), 35-46.
• Paillé, P., Boiral, O., & Chen, Y. (2013). Linking environmental management practices and organizational citizenship behaviour for the environment: A social exchange perspective. Int. J. Hum. Resour. Manag., 24, 3552–3575.
• Parveen J.M.S., Com, M., M.B.A., & Phil, M. (2018). Green human resource management. International Journal of Research and Analytical Reviews, 5(3), 251- 254.
• Peerzadah, A.S., Mufti, S., & Nazir, A.N. (2018). Green human resource management: A review. International Journal of Enhanced Research in Management &Computer Applications, 7(3), 790-795.
• Pham, T.D.D., & Paiile, P. (2019). Green recruitment and selection: An insight into green patterns. International Journal of Manpower, 41(3), 258-271.
• Rani, S., & Mishra, K. (2014). Green HRM: Practices and strategic implementation in the organizations. International Journal on Recent and Innovation Trends in Computing and Communication, 2(11), 3633-3639.
• Reade, C. (2001). Antecedents of organizational identification in multinational corporations: Fostering psychological attachment to the local subsidiary and the global organization. Human Resource Management, 12 (8), 1269–1291.
• Ribeiro, N., Gomes, D.R., Ortega, E., Gomes, G.P., & Semedo, A.S. (2022). The impact of green HRM on employees’ eco-friendly behavior: The mediator role of organizational identification. Sustainability, 14(5), 2897.
• Roe, A.R., Solinger, O., & Olffen, V. (2009). Shaping organizational commitment. The SAGE Handbook of Organizational Behavior, 2(1), 130-149.
• Saifudin, A., Aima, M., Sutawidjaya, A., & Sugiyono, S. (2021). Hospital digitalization in the era of industry 4.0 based on GHRM and service quality. International Journal of Data and Network Science, 5(2), 107-114.
• Shah, M. (2019). Green human resource management: Development of a valid measurement scale. Business Strategy and the Environment, 28(5), 771-785.
• Sharma, R., & Gupta, N. (2015). Green HRM: An innovative approach to environmental sustainability. Twelfth AIMS International Conference on Management, 825-830.
• Shoaib, M., Abbas, S., Yousaf, M., Zamecnik, R., Ahmet, J., & Sagip, S. (2021). The role of GHRM practices towards organizational commitment: A mediation analysis of green human capital. Cogent Business &Management, 1-14.
• Singh, B.D. (2019). Green HRM: The perspectives and concerns. Pramana Research Journal, 9(6), 551-555.
• Singh, D., & Pandey, A., (2020). Green HRM: An organizational commitment. JIMS8M J. Indian Manag. Strategy, 25 (1), 14–18.
• Stites, J.P., Michael, J.H., (2011). Organizational commitment in manufacturing employees: Relationships with corporate social performance. Bus. Soc. 50, 50–70.
• Tang, G., Chen, Y., Jiang, Y., Paille, P., & Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56, 31–55.
• Tekin. E., & Doğan, A. (2022). Yeşil insan kaynakları yönetimi. Faruk. D., & Esmer. Y. (Ed.), Küresel sistemde yeşil yönetim içinde (s. 47-74). Gazi Kitapevi.
• Tompkins, P.K., & Cheney, G. (1985). Communication and unobtrusive control in contemporary organizations. In R. McPhee & P. Tompkins (Eds.), Organizational communication: Traditional themes and new directions. Newbury Park, CA: Sage., 179-210.
• Turgut H., Tokmak, İ., & Cem, G. (2012). The effect of employees organizatıonal justıce perceptıons on their organızatıonal commıtment: A university sample. International Journal of Business and Management, 4(1), 21-30.
• Trafımova, A., Bondar, I., Trafimova, D., Miliutina, K., & Iaroslav, R. (2016). Organizational commitment factors: Role of employee work engagement. Revısta Espacıos, 38(24).
• Uslu, D.Y., & Kedikli, E. (2017). Sürdürülebirlik kapsamında yeşil insan kaynakları yönetimine genel bir bakış. Üçüncü Sektör Sosyal Ekonomi, 52(3), 67-82.
• Velde, N. (2021). Job satisfaction and organizational commitment. A case study: Professors and administrative staff of the Al Dar University College. 1-18.
• Walton, R.E. (1985). From control to commitment in the workplace. Harvard Business Review, 63 (2): 77–84
• Wasti, S.A. (2003). The influence of cultural values on antecedents of organisational commitment: An individual‐level analysis. Applied Psychology, 52 (4), 533-554.
• Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418-428.
• Opatha, H.H.D.N.P., & Hewapathirana, R.A. (2019). Defining green and green human resource management: A conceptual study. International Journal of Arts and Commerce, 8(5), 1-10.
• O’reilly, C., & Chatman, J. (1986), Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.
• Yeşil, S., & Burcu, Ö. (2019). İnsan kaynakları yönetimi (İKY) uygulamalarının örgütsel bağlılık ve bireysel performansa etkisi: Banka çalışanları üzerinde bir uygulama. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 9(2), 13-34.
• Yusliza, M.Y., Norazmi, N.A., Jabbour, C.J.C., Fernando, Y., Fawehinmi, O., & Seles, B.M.R.P., (2019). Top management commitment, corporate social responsibility and green human resource management. Benchmarking Int. J, 26 (6), 2051–2078.
• Zubair, S.S., & Khan, A.M. (2019). Sustainable development: The role of green HRM. International Journal of Research in Human Resource Management, 1(2), 01-06.