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BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY

Yıl 2024, Cilt: 46 Sayı: 2, 469 - 491, 24.10.2024

Edibe Özbay , Rana İpek , Emel Esen

https://doi.org/10.14780/muiibd.1539468

Öz

This study examines the moderating role of bank type in the relationship between green human resource management and corporate sustainability, based on the AMO (Ability-Motivation-Opportunity) theory. Both quantitative and qualitative methods were adopted in the study. A 5-point Likert-type questionnaire was used to collect data from both public and private banks. The study's sample consisted of participants holding various positions in the banking sector. A total of 151 participants responded to the questionnaire. The survey data were analyzed and interpreted using IBM SPSS Statistics 26.0 and PROCESS Macro (Study 1). To support the quantitative study, content analysis was conducted by coding the sustainability reports of the same banks. The findings suggest that both private and public banks can benefit from implementing GHRM initiatives, albeit with some differences based on their organizational characteristics.

Anahtar Kelimeler

Green Human Resource Management Corporate Sustainability Private Bank Public Bank

Kaynakça

  • Aaker, D. A., Kumar, V. and Day, G. S. (1998). Marketing research, 6th ed., John Wiley& Sons, New York.
  • Abbas, Z., Gull Khan, A., Smaliukienė, R., Zámečník, R., Hussain, K. and Mubarik, S. (2022). Green HRM pursuit of social sustainability in the hotels: AMO theoretical perspective. Quality - Access to Success, 190 (23), 41-50.
  • Adubor, N., Adeniji, A., Salau, O., Olajugba, O. and Onibudo, G. (2022). Exploring green human resource adoption and corporate sustainability in Nigerian manufacturing industry. Sustainability (Switzerland), 19 (14).
  • Ahmad, S. (2015). Green human research management: Policies and practice. Cogent Business and Management, 2 (1), 1-13.
  • Ahmed, U., Alzgool, M. and Shah, S. (2019). The impact of green human resource practices on environmental sustainability. Polish Journal of Management Studies, 20 (1), 9-18.
  • Al-Alawneh, R., Othman, M. and Zaid, A. (2023). Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture. International Journal of Organizational Analysis, Vol. ahead-of-print No. ahead-of-print, https://doi.org/10.1108/IJOA-02-2023-3636.
  • Al-Swidi, A.K., Gelaidan, H.M. and Saleh, R.M. (2021). The joint impact of green human resource management, leadership and organizational culture on employees’ green behavior and organizational environmental performance. Journal of Cleaner Production, Vol. 316, 128112.
  • Ajadi, T. H., Adewumi, S. A. and Ntshangase, B. (2022). Green recruitment practices and employees’ green behaviour in the eThekwini municipality of South Africa. International Journal of Social Science Research and Review, 5(6), 290-304.
  • Ali, M., Puah, C., Ali, A., Raza, S. and Ayob, N. (2022). Green intellectual capital, green HRM and green social identity toward sustainable environment: a new integrated framework for Islamic banks. International Journal of Manpower, 43 (3), 614-638.
  • Alshebami, A. S., (2021). Evaluating the relevance of green banking practices on Saudi Banks’ green image: The mediating effect of employees’ green behaviour. Journal of Banking Regulation, 22:275–286.
  • Amjad, F., Abbas, W., Zia-Ur-Rehman, M., Sajjad Baig, A., Hashim M., Khan A. and Hakeem-Ur-R. (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), 28191–28206.
  • Appelbaum, E. (2000). Manufacturing advantage: Why high-performance work systems pay off, Cornell University Press, Ithaca, New York, NY.
  • Aras, G., Kutlu Furtuna, Ö. and Tezcan, N. (2018). Çok boyutlu kurumsal sürdürülebilirlik yaklaşımı ile Türk bankacılık sektörünün değerlemesi: Kamu - özel banka farklılaşması. Ege Academic Review, 18 (1), 47-62.
  • Bagozzi, R. P. and Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 94 (74), 74-94.
  • Bos‐Nehles, A., Townsend, K., Cafferkey, K. and Trullen, J. (2023). Examining the Ability, Motivation and Opportunity (AMO) framework in HRM research: Conceptualization, measurement and interactions. International Journal of Management Reviews, 725-739.
  • Bray D. (2008). Corporate green teams: A new social trend at work? A conference report and research summary. AltaTerra Research.
  • Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of cross-cultural psychology, 1(3), 185-216.
  • Caliskan, A., Esen, E. and Barkemeyer, R. (2021). Impression management tactics in the CEO statements of Turkish sustainability reports. Business Ethics the Environment & Responsibility,30:485–506.
  • Chaudhary, R. (2020). Green human resource management and employee green behavior: An empirical analysis. Corporate Social Responsibility and Environmental Management, 28 (2), 630-641.
  • Citta, A. and Fattah, H. (2020). Implementation of green human resource management based on triple bottom line theory to support sustainability development. IOP Conference Series: Earth and Environmental Science.
  • Dangelico, R.M. (2014). Improving firm environmental performance and reputation: The role of employee green teams. Business Strategy and the Environment, DOI: 10.1002
  • Das, S. and Dash, M. (2023). Green recruitment and selection: An innovative approach towards organizational development and environmental sustainability. International Journal of Advances in Social Sciences, 69 (61).
  • Demortier, A.-L. P., Delobbe, N. and El Akremi, A. (2014). Opening the black box of hr practices-performance relationship: Testing a three pathways AMO model. Paper presented at the Academy of Management Proceedings.
  • Dumont, J., Shen, J. and Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: the role of psychological green climate and employee green values. Human Resource Management, 56 (4), 613-627.
  • Dyllick, T. and Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11 (2), 130-141.
  • Ercantan, 0. and Eyupoglu S.(2022). How do green human resource management practices encourage employees to engage in green behavior? Perceptions of university students as prospective employees. Sustainability, 14, 1718, 1-21
  • ElAlfy, A., Palaschuk, N., El-Bassiouny, D., Wilson, J. and Weber, O. (2020). Scoping the evolution of corporate social responsibility (CSR) research in the sustainable development goals (SDGs) era. Sustainability, 12.
  • Forcadell, F., Aracil, E. and Úbeda, F. (2019). The influence of innovation on corporate sustainability in the international banking industry. Sustainability (Switzerland), 11 (1).
  • Fornell, C. and Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18, 39-50.
  • Gladwin, T. S., Kennelly, J. J. and Krause, T. S. (1995). Shifting paradigms for sustainable development: Implications for management theory and research. The Academy of Management, 24 (4), 874-907.
  • Guerci, M., Longoni, A. and Luzzini, D. (2018). Translating stakeholder pressures into environmental performance–the mediating role of green HRM practices. The International Journal of Human Resource Management, 27 (2), 262-289.
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  • Iftikar, T., Hussain, S., Malik, M., Hyder, S., Kaleem, M. and Saqib, A. (2022). Green human resource management and pro-environmental behavior nexus with the lens of AMO theory. Cogent Business and Management, 9(1), 1-18.
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YEŞİL BANKACILIĞA YÖNELİM: YEŞİL İNSAN KAYNAKLARI YÖNETİMİ VE KURUMSAL SÜRDÜRÜLEBİLİRLİK İLİŞKİSİNDE BANKA TÜRÜNÜN MODERATÖR ROLÜ

Yıl 2024, Cilt: 46 Sayı: 2, 469 - 491, 24.10.2024

Edibe Özbay , Rana İpek , Emel Esen

https://doi.org/10.14780/muiibd.1539468

Öz

Bu çalışma, AMO (Yetenek-Motivasyon-Fırsat) teorisine dayanarak, yeşil insan kaynakları yönetimi ve kurumsal sürdürülebilirlik arasındaki ilişkide banka türünün düzenleyici rolünü incelemektedir. Araştırmada hem nicel hem de nitel yöntemler kullanılmıştır. Hem kamu hem de özel bankalardan veri toplamak amacıyla 5'li Likert tipi anket kullanılmıştır. Araştırmanın örneklemini bankacılık sektöründe çeşitli görevlerde bulunan katılımcılar oluşturmuştur. Ankete toplam 151 katılımcı yanıt vermiştir. Anket verileri IBM SPSS İstatistik 26.0 ve PROCESS Macro (Çalışma 1) kullanılarak analiz edilmiş ve yorumlanmıştır. Nicel çalışmayı desteklemek amacıyla aynı bankaların sürdürülebilirlik raporları kodlanarak içerik analizi yapılmıştır. Bulgular, kurumsal özelliklerine göre bazı farklılıklar olsa da, hem özel hem de kamu bankalarının GHRM girişimlerini uygulamaktan yararlanabileceğini göstermiştir.

Anahtar Kelimeler

Yeşil İnsan Kaynakları Yönetimi Kurumsal Sürdürülebilirlik Özel Banka Kamu Bankası

Kaynakça

  • Aaker, D. A., Kumar, V. and Day, G. S. (1998). Marketing research, 6th ed., John Wiley& Sons, New York.
  • Abbas, Z., Gull Khan, A., Smaliukienė, R., Zámečník, R., Hussain, K. and Mubarik, S. (2022). Green HRM pursuit of social sustainability in the hotels: AMO theoretical perspective. Quality - Access to Success, 190 (23), 41-50.
  • Adubor, N., Adeniji, A., Salau, O., Olajugba, O. and Onibudo, G. (2022). Exploring green human resource adoption and corporate sustainability in Nigerian manufacturing industry. Sustainability (Switzerland), 19 (14).
  • Ahmad, S. (2015). Green human research management: Policies and practice. Cogent Business and Management, 2 (1), 1-13.
  • Ahmed, U., Alzgool, M. and Shah, S. (2019). The impact of green human resource practices on environmental sustainability. Polish Journal of Management Studies, 20 (1), 9-18.
  • Al-Alawneh, R., Othman, M. and Zaid, A. (2023). Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture. International Journal of Organizational Analysis, Vol. ahead-of-print No. ahead-of-print, https://doi.org/10.1108/IJOA-02-2023-3636.
  • Al-Swidi, A.K., Gelaidan, H.M. and Saleh, R.M. (2021). The joint impact of green human resource management, leadership and organizational culture on employees’ green behavior and organizational environmental performance. Journal of Cleaner Production, Vol. 316, 128112.
  • Ajadi, T. H., Adewumi, S. A. and Ntshangase, B. (2022). Green recruitment practices and employees’ green behaviour in the eThekwini municipality of South Africa. International Journal of Social Science Research and Review, 5(6), 290-304.
  • Ali, M., Puah, C., Ali, A., Raza, S. and Ayob, N. (2022). Green intellectual capital, green HRM and green social identity toward sustainable environment: a new integrated framework for Islamic banks. International Journal of Manpower, 43 (3), 614-638.
  • Alshebami, A. S., (2021). Evaluating the relevance of green banking practices on Saudi Banks’ green image: The mediating effect of employees’ green behaviour. Journal of Banking Regulation, 22:275–286.
  • Amjad, F., Abbas, W., Zia-Ur-Rehman, M., Sajjad Baig, A., Hashim M., Khan A. and Hakeem-Ur-R. (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), 28191–28206.
  • Appelbaum, E. (2000). Manufacturing advantage: Why high-performance work systems pay off, Cornell University Press, Ithaca, New York, NY.
  • Aras, G., Kutlu Furtuna, Ö. and Tezcan, N. (2018). Çok boyutlu kurumsal sürdürülebilirlik yaklaşımı ile Türk bankacılık sektörünün değerlemesi: Kamu - özel banka farklılaşması. Ege Academic Review, 18 (1), 47-62.
  • Bagozzi, R. P. and Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 94 (74), 74-94.
  • Bos‐Nehles, A., Townsend, K., Cafferkey, K. and Trullen, J. (2023). Examining the Ability, Motivation and Opportunity (AMO) framework in HRM research: Conceptualization, measurement and interactions. International Journal of Management Reviews, 725-739.
  • Bray D. (2008). Corporate green teams: A new social trend at work? A conference report and research summary. AltaTerra Research.
  • Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of cross-cultural psychology, 1(3), 185-216.
  • Caliskan, A., Esen, E. and Barkemeyer, R. (2021). Impression management tactics in the CEO statements of Turkish sustainability reports. Business Ethics the Environment & Responsibility,30:485–506.
  • Chaudhary, R. (2020). Green human resource management and employee green behavior: An empirical analysis. Corporate Social Responsibility and Environmental Management, 28 (2), 630-641.
  • Citta, A. and Fattah, H. (2020). Implementation of green human resource management based on triple bottom line theory to support sustainability development. IOP Conference Series: Earth and Environmental Science.
  • Dangelico, R.M. (2014). Improving firm environmental performance and reputation: The role of employee green teams. Business Strategy and the Environment, DOI: 10.1002
  • Das, S. and Dash, M. (2023). Green recruitment and selection: An innovative approach towards organizational development and environmental sustainability. International Journal of Advances in Social Sciences, 69 (61).
  • Demortier, A.-L. P., Delobbe, N. and El Akremi, A. (2014). Opening the black box of hr practices-performance relationship: Testing a three pathways AMO model. Paper presented at the Academy of Management Proceedings.
  • Dumont, J., Shen, J. and Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: the role of psychological green climate and employee green values. Human Resource Management, 56 (4), 613-627.
  • Dyllick, T. and Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11 (2), 130-141.
  • Ercantan, 0. and Eyupoglu S.(2022). How do green human resource management practices encourage employees to engage in green behavior? Perceptions of university students as prospective employees. Sustainability, 14, 1718, 1-21
  • ElAlfy, A., Palaschuk, N., El-Bassiouny, D., Wilson, J. and Weber, O. (2020). Scoping the evolution of corporate social responsibility (CSR) research in the sustainable development goals (SDGs) era. Sustainability, 12.
  • Forcadell, F., Aracil, E. and Úbeda, F. (2019). The influence of innovation on corporate sustainability in the international banking industry. Sustainability (Switzerland), 11 (1).
  • Fornell, C. and Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18, 39-50.
  • Gladwin, T. S., Kennelly, J. J. and Krause, T. S. (1995). Shifting paradigms for sustainable development: Implications for management theory and research. The Academy of Management, 24 (4), 874-907.
  • Guerci, M., Longoni, A. and Luzzini, D. (2018). Translating stakeholder pressures into environmental performance–the mediating role of green HRM practices. The International Journal of Human Resource Management, 27 (2), 262-289.
  • Gunawan, J., Permatasari, P. and Sharma, U. (2022). Exploring sustainability and green banking disclosures: a study of banking sector. Environment, Development and Sustainability 24:11153–11194
  • Hacievliyagil, N. and Eksi İ.H. (2019). A micro based study on bank credit and economic growth: Manufacturing sub-sectors analysis. South East European Journal of Economics and Business, 14 (1), 72-91
  • Hassis, S. Othman, M. and Saleh, Y. (2023). The impact of total quality management on corporate sustainability in the manufacturing sector: corporate social responsibility as a mediator. TQM Journal, 35 (8), 2572-2597.
  • Hooi, L. Liu, M. and Lin, J. (2022). Green human resource management and green organizational citizenship behavior: do green culture and green values matter? International Journal of Manpower, 43 (3), 763-785.
  • Hosain, S. and Rahman, S. (2016). Green human resource management: a theoretical overview. Journal of Business and Management, 18(6), 54-59.
  • Iftikar, T., Hussain, S., Malik, M., Hyder, S., Kaleem, M. and Saqib, A. (2022). Green human resource management and pro-environmental behavior nexus with the lens of AMO theory. Cogent Business and Management, 9(1), 1-18.
  • Imeson, M. and Sim, A. (2013). Sustainable banking: Why helping communities and saving the planet is good for business. SAS Institute Inc. World Headquarters.
  • Islam, N., and Saha, G.C. (2001). Job satisfaction of bank officers in Bangladesh. ABAC Journal, 21(3), 62-74.
  • Jackson, S.E., Renwick, D.W., Jabbour, C.J. and Muller-Camen, M. (2011). State-of-the-art and future directions for green human resource management: Introduction to the special issue. German Journal Human Resources Management, 25, 99–116.
  • Jamal, T., Zahid, M., Martins, J.M., Mata, M.N., Rahman, H.U. and Mata, P.N. (2021). Perceived green human resource management practices and corporate sustainability: Multigroup analysis and major industries perspectives. Sustainability, 13(6), 1-17.
  • Jamali, D. (2006). Insights into triple bottom line integration from a learning organization perspective. Business Process Management Journal, 12 (6), 809- 821.
  • Jeucken, M. (2001). Sustainable Finance and Banking – slow starters are gaining pace, Working paper. Sustainability in Finance, 1–7
  • Jerónimo, H., Henriques, P., Lacerda, T., Da Silva, F. and Vieira, P. (2020). Going green and sustainable: The influence of green HR practices on the organizational rationale for sustainability. Journal of Business Research, 112, 413-421.
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  • Kaur, R., Pingle, S. and Jaiswal, A. (2024). Effect of organisational culture on employer branding and resultant employee brand equity in the private banking sector. International Journal of Bank Marketing. https://doi.org/10.1108/IJBM-11-2022-0517.
  • Khan, M. (2019). Corporate sustainability practices impact on firm financial performance: Evidence from the banking sector of Pakistan. City University Research Journal, 9(2), 427-438.
  • Khan, M.H. and Muktar, S.N. (2024). Green employee empowerment: the missing linchpin between green HRM and sustainable organizational performance. Journal of Cleaner Production, 434, 139812.
  • Kiplangat, T., Sang, H. and Kingori, P. (2022). Influence of green recruitment and selection on sustainability of selected tea factories in Kericho Highlands Region, Kenya, East African. Journal of Business and Economics, 5(1), 1- 10.
  • Linnenluecke, M.K. and Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of World Business, 45, 357– 366.
  • Mahdy, F. M. and Alhadi, A.Y. (2021). The effect of high-performance work systems according to AMO model on HRM performance outcomes: An analytical study on the banking sector. Management Science Letters, 11, 1755–1764
  • Maheshwari, S., Kaur, A. and Renwick, D.W. (2024). Green human resource management and green culture: an integrative sustainable competing values framework and future research directions. Organization and Environment, 37 (1), 32-56.
  • Malhotra, N. K. (2020), Marketing research: An Applied Orientation. Pearson Publishing.
  • Martins, J., Aftab, H., Mata, M., Majeed, M., Aslam, S., Correia, A. and Mata, P. (2021). Assessing the impact of green hiring on sustainable performance: Mediating role of green performance management and compensation. International Journal of Environmental Research and Public Health, 18 (11), 1-18.
  • Masud, M., Jafrin, N., Mohammad, Saif. and AAl-Mamun, A. (2023). The moderating effect of corporate social responsibility between green human resource management and organizations environmental performance. Journal of Environmental Planning and Management, 66 (12), 2424-2446.
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  • Singh, S.K., Del Giudice, M., Chierici, R. and Graziano, D. (2020). Green innovation and environmental performance: The role of green transformational leadership and green human resource management. Technological Forecasting and Social Change 150,1-12.
  • Tandoh, I., Duffour, K.A., Essandoh, M., and Amoako, R.N. (2022). Corporate governance, corporate social responsibility, and corporate sustainability: The moderating role of top management commitment. International Journal Professional Business Review, 7(2), 1- 27.
  • Tang, G., Chen, Y., Jiang, Y., Paillé, P., and Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31-55.
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  • Wright, P. M. and Kehoe, R. R. (2008). Human resource practices and organizational commitment: A deeper examination. Asia Pacific Journal of Human Resources, 46(1), 6-20.
  • Yadav, R. and Pathak, G. S. (2013). Environmental sustainability through green banking: a study on private and public sector banks in India, OIDA International Journal of Sustainable Development, 06: 08.
  • Yahya, A. and Zargar, P. (2023). Achieving corporate sustainability through green human resource management: The role of CSR in the banking industry of a developing country. Sustainability, 15 (14), 1- 17.
  • Yasin, R., Huseynova, A. and Atif, M. (2023), Green human resource management, a gateway to employer branding: Mediating role of corporate environmental sustainability and corporate social sustainability. Corporate Social Responsibility and Environmental Management, 30 (1), 369-383.
  • Zhou, S., Tiruneh, W. and Legese, M. (2023). The effect of corporate social responsibility on environmental performance: the mediating role of green innovation and green human resource management. International Journal of Emerging Markets, Vol. ahead-of-print No. ahead-of-print, https://doi.org/10.1108/IJOEM-02-2022-0211
Toplam 82 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Makaleler
Yazarlar

Edibe Özbay 0000-0003-4233-5792

Rana İpek 0009-0004-1299-920X

Emel Esen 0000-0001-5753-3252

Yayımlanma Tarihi 24 Ekim 2024
Gönderilme Tarihi 27 Ağustos 2024
Kabul Tarihi 20 Eylül 2024
Yayımlandığı Sayı Yıl 2024 Cilt: 46 Sayı: 2

Kaynak Göster

APA Özbay, E., İpek, R., & Esen, E. (2024). BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY. Marmara Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 46(2), 469-491. https://doi.org/10.14780/muiibd.1539468
AMA Özbay E, İpek R, Esen E. BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi. Ekim 2024;46(2):469-491. doi:10.14780/muiibd.1539468
Chicago Özbay, Edibe, Rana İpek, ve Emel Esen. “BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY”. Marmara Üniversitesi İktisadi Ve İdari Bilimler Dergisi 46, sy. 2 (Ekim 2024): 469-91. https://doi.org/10.14780/muiibd.1539468.
EndNote Özbay E, İpek R, Esen E (01 Ekim 2024) BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi 46 2 469–491.
IEEE E. Özbay, R. İpek, ve E. Esen, “BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY”, Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi, c. 46, sy. 2, ss. 469–491, 2024, doi: 10.14780/muiibd.1539468.
ISNAD Özbay, Edibe vd. “BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY”. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi 46/2 (Ekim 2024), 469-491. https://doi.org/10.14780/muiibd.1539468.
JAMA Özbay E, İpek R, Esen E. BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi. 2024;46:469–491.
MLA Özbay, Edibe vd. “BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY”. Marmara Üniversitesi İktisadi Ve İdari Bilimler Dergisi, c. 46, sy. 2, 2024, ss. 469-91, doi:10.14780/muiibd.1539468.
Vancouver Özbay E, İpek R, Esen E. BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi. 2024;46(2):469-91.

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