Yeşil İnsan Kaynakları Yönetiminin Çalışan Yeşil Davranışı Üzerindeki Etkisi: Çevreye İlişkin İnancın ve Yeşil Örgütsel Kimliğin Aracılık Etkisi

Öz

Amaç: Araştırma, yeşil insan kaynakları yönetimi, çalışan yeşil davranışı, çevreye ilişkin inanç ve yeşil örgütsel kimlik değişkenlerine odaklanmaktadır.

Yöntem: Araştırma verilerinin toplanmasında anket tekniğinden yararlanılmıştır. Araştırma Adana Hacı Sabancı Organize Sanayi Bölgesi’nde (AOSB) yer alan üretim işletmelerindeki çalışanlara yönelik gerçekleştirilmiş ve toplamda 487 adet geçerli anket elde edilmiştir. Değişkenler arasındaki ilişki “kısmi en küçük kareler” (PLS) ve “yapısal eşitlik modellemesi” (SEM) ile test edilmiştir.

Bulgular: Gerçekleştirilen yapısal eşitlik modeli sonuçlarına göre yeşil insan kaynakları yönetiminin gönüllü yeşil davranış, göreve ilişkin yeşil davranış, çevreye ilişkin inanç ve yeşil örgütsel kimlik üzerinde pozitif anlamlı etkisi olduğu sonucuna ulaşılmıştır. Araştırmada ayrıca çevreye ilişkin inancın gönüllü yeşil davranış üzerinde pozitif anlamlı etkisi olduğu sonucuna ulaşılmıştır. Araştırmada yeşil örgütsel kimliğin göreve ilişkin yeşil davranış üzerinde pozitif anlamlı etkisi olduğu sonucuna ulaşılmıştır. Araştırmada son olarak çevreye ilişkin inancın, yeşil insan kaynakları yönetiminin gönüllü yeşil davranış üzerindeki etkisinde kısmi aracılık etkisi olduğu tespit edilmiştir. Bununla birlikte yeşil örgütsel kimliğin, yeşil insan kaynakları yönetiminin göreve ilişkin yeşil davranış üzerindeki etkisinde kısmi aracılık etkisi olduğu sonucuna ulaşılmıştır.

Sonuç: Araştırmada elde edilen her bir sonuç ayrı ayrı ele alınmış, değerlendirilmiş ve uygulayıcılara yönelik öneriler sunulmuştur.

Anahtar Kelimeler

• Yeşil insan kaynakları yönetimi
• Gönüllü yeşil davranış
• Göreve ilişkin yeşil davranış
• Çevreye ilişkin inanç
• Yeşil örgütsel kimlik

Etik Beyan

Gaziantep Üniversitesi Sosyal ve Beşeri Bilimler Bilimsel Araştırma ve Yayın Etiği Kurulunun 03.02.2025 tarih ve 02 nolu toplantısında alınan kararla etik uygunluk onayı alınmıştır

The Effect of Green Human Resource Management on Employee Green Behavior: The Mediating Effect of Environmental Belief and Green Organizational Identity

Öz

Aim: The research focuses on green human resource management, employee green behavior, environmental belief and green organizational identity variables.

Method: Survey technique was used in collecting research data. The research was conducted on employees in manufacturing enterprises located in Adana Hacı Sabancı Organized Industrial Zone (AOIZ) and a total of 487 valid surveys were obtained. The relationship between the variables was tested with “partial least squares” (PLS) and “structural equation modeling” (SEM).

Results: According to the results of the structural equation model, it was concluded that green human resource management has a positive and significant effect on voluntary green behavior, task-related green behavior, environmental belief and green organizational identity. The research also found that environmental belief has a positive and significant effect on voluntary green behavior. The study concluded that green organizational identity has a positive and significant effect on task-related green behavior. Finally, it was determined in the research that environmental belief has a partial mediating effect on the effect of green human resource management on voluntary green behavior. However, it was concluded that green organizational identity has a partial mediating effect on the effect of green human resource management on task-related green behavior.

Conclusion: Each result obtained in the research was discussed and evaluated separately and recommendations for practitioners were presented.

Anahtar Kelimeler

• Green human resource management
• Voluntary green behavior
• Task-related green behavior
• Environmental belief
• Green organizational identity

Kaynakça

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