An Empirical Study on An Organized Industrial Zone: Investigating the Intermediary Function of Green Voice Behavior in the Connection between Green Human Resource Management and Environmental Performance

Yıl 2023, , 69 - 95, 25.10.2023

Sercan Edinsel

https://doi.org/10.54733/smar.1357961

Öz

The aim of this study is to find the mediating role of green voice behavior (GVB) in the relationship between green human resource management (GHRM) and environmental performance (EP). In order to achieve the stated purpose, the study was conducted in Aydın organized industrial zone which encompasses 45 enterprieses. Data were collected by questionnaire method. And structural equation model (SEM) used in this study. 517 men and 180 women answered the questionnarie and a total of 697 questionnaires were returned. And nearly the half of this questionnaires (348) answered by food products manufacturing companies. The analyses in the study were conducted with SPSS 26 and AMOS programs. The result of the study shows that green promotive behavior (GPromVB or PROM) and green prohibitive behavior (GProhVB or PROH) has a partially mediator effect in the relationship between GHRM and EP. And GHRM has a significant effect on EP. Given the interdisciplinary nature of the study, it contributes to the integration of environmental management and Human Resource Management (HRM) theories and more holistic understanding of how organizations can effectively manage their environmental initiatives through GHRM. Based on the findings of the study, it contributes to the generalizability and external validity of GHRM principles. Furthermore, this study demonstrates that the mediating role of GVB is consistent across different organizational contexts and provides a valuable theoretical foundation for practitioners in various sectors. These results have implications for understandings about mediating role of GVB.

Anahtar Kelimeler

green human resource management, green voice behavior, environmental performance, green practices, sustainability

Bir Organize Sanayi Bölgesi Üzerine Ampirik Bir Çalışma: Yeşil İnsan Kaynakları Yönetimi ve Çevresel Performans Arasındaki Bağlantıda Yeşil Ses Davranışının Aracılık İşlevinin İncelenmesi

Öz

Bu çalışmanın amacı, yeşil insan kaynakları yönetimi (YİKY) ile çevresel performans (EP) arasındaki ilişkide yeşil ses davranışının (YSD) aracılık rolünü tespit etmektir. Belirtilen amaca ulaşmak için, çalışma 45 işletmeyi kapsayan Aydın organize sanayi bölgesinde gerçekleştirilmiştir. Veriler anket yöntemi ile toplanmıştır. Çalışmada yapısal eşitlik modeli kullanılmıştır. 517 erkek ve 180 kadın anketi cevaplamış ve toplam 697 anket geri dönmüştür. Bu anketlerin yaklaşık yarısı (348) gıda ürünleri üreten firmalar tarafından cevaplanmıştır. Çalışmadaki analizler SPSS 26 ve AMOS programları ile gerçekleştirilmiştir. Çalışmanın sonucu, yeşil teşvik edici davranış (GPromVB veya PROM) ve yeşil yasaklayıcı davranışın (GProhVB veya PROH) GHRM ve EP arasındaki ilişkide kısmen aracı etkiye sahip olduğunu göstermektedir. Ve GHRM'nin EP üzerinde önemli bir etkisi vardır. Çalışmanın disiplinler arası doğası göz önüne alındığında, çevre yönetimi ve İnsan Kaynakları Yönetimi (İKY) teorilerinin entegrasyonuna ve kuruluşların çevresel girişimlerini GHRM aracılığıyla nasıl etkili bir şekilde yönetebileceklerinin daha bütünsel bir şekilde anlaşılmasına katkıda bulunmaktadır. Çalışmanın bulgularına dayanarak, GHRM ilkelerinin genellenebilirliğine ve dış geçerliliğine katkıda bulunmaktadır. Ayrıca bu çalışma, GVB'nin aracılık rolünün farklı örgütsel bağlamlarda tutarlı olduğunu göstermekte ve çeşitli sektörlerdeki uygulayıcılar için değerli bir teorik temel sağlamaktadır. Bu sonuçlar, GVB'nin aracılık rolüne ilişkin anlayışlar için çıkarımlara sahiptir.

Anahtar Kelimeler

yeşil insan kaynakları yönetimi, yeşil ses davranışı, çevresel performans, yeşil uygulamalar, sürdürülebilirlik

Kaynakça

• Abdeen, T. H., & Ahmed, N. H. S. (2019). Perceived financial sustainability of tourism enterprises: Do green human resource management practices really matter?. Journal of Tourism and Hospitality Management, 7(2), 173-185. https://doi.org/10.15640/jthm.v7n2a15
• Aboramadan, M., Crawford, J., Turkmenoglu, M. A., & Farao, F. (2022a). Green inclusive leadership and employee green behaviors in the hotel industry: Does perceived green organizational support matter?. International Journal of Hospitality Management, 107, 103330. https://doi.org/10.1016/j.ijhm.2022.103330
• Aboramadan, M., Kundi, Y. M., & Becker, A. (2022b). Green human resource management in nonprofit organizations: effects on employee green behavior and the role of perceived green organizational support. Personnel Review, 51(7), 1788-1806. https://doi.org/10.1108/PR-02-2021-0078
• Aftab, J., & Veneziani, M. (2023). How does green human resource management contribute to saving the environment? Evidence of emerging market manufacturing firms. Business Strategy and the Environment. https://doi.org/10.1002/bse.3508
• Aftab, J., Abid, N., Cucari, N., & Savastano, M. (2022). Green human resource management and environmental performance: The role of green innovation and environmental strategy in a developing country. Business Strategy and the Environment, 32(4), 1782-1798. https://doi.org/10.1002/bse.3219
• Aggarwal, P., & Agarwala, T. (2022). Relationship of green human resource management with environmental performance: Mediating effect of green organizational culture. Benchmarking: An International Journal, 30(7), 2351-2376. https://doi.org/10.1108/BIJ-08-2021-0474
• Al-Alawneh, R., Othman, M., & Zaid, A. 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. https://doi.org/10.1108/IJOA-02-2023-3636
• Ali, M. C., Islam, K. A., Chung, S. J., Zayed, N. M., & Afrin, M. (2020). A study of Green Human Resources Management (GHRM) and green creativity for human resources professionals. International Journal of Business and Management Future, 4(2), 57-67. https://doi.org/10.46281/ijbmf.v4i2.857
• Alshaabani, A., Naz, F., Magda, R., & Rudnák, I. (2021). Impact of perceived organizational support on OCB in the time of COVID-19 pandemic in Hungary: Employee engagement and affective commitment as mediators. Sustainability, 13(14), 7800. https://doi.org/10.3390/su13147800
• AOSB. (2023). Aydın Organize Sanayi Bölgesi, Firmalarımız. https://aydinosb.org.tr/firmalar/ (Accessed: 30 August 2023).
• Ari, E., Karatepe, O. M., Rezapouraghdam, H., & Avci, T. (2020). A conceptual model for green human resource management: Indicators, differential pathways, and multiple pro-environmental outcomes. Sustainability, 12(17), 7089. https://doi.org/10.3390/su12177089
• Barlett, J. E., Kotrlik, J., & Higgins, C. (2001). Organizational research: Determining appropriate sample size in survey research appropriate sample size in survey research. Information Technology, Learning, and Performance Journal, 19(1), 43-50.
• Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173
• Bhatti, S. H., Saleem, F., Murtaza, G., & Haq, T. U. (2022). Exploring the impact of green human resource management on environmental performance: The roles of perceived organizational support and innovative environmental behavior. International Journal of Manpower, 43(3), 742-762. https://doi.org/10.1108/IJM-05-2020-0215
• Bissing-Olson, M. J., Iyer, A., Fielding, K. S., & Zacher, H. (2013). Relationships between daily affect and pro-environmental behavior at work: The moderating role of pro-environmental attitude. Journal of Organizational Behavior, 34(2), 156-175. https://doi.org/10.1002/job.1788
• Bornstein, M. H., Jager, J., & Putnick, D. L. (2013). Sampling in developmental science: Situations, shortcomings, solutions, and standards. Developmental Review, 33(4), 357-370. https://doi.org/10.1016/j.dr.2013.08.003
• Brislin, R. W., Lonner, W., & Thorndike, R. M. (1973) Cross-cultural research methods. John Wiley & Sons.
• Burlea-Schiopoiu, A., Shoukat, M. H., Shah, S. A., Ahmad, M. S., & Mazilu, M. (2022). The sustainability of the tobacco industry in the framework of green human resources management. Sustainability, 14(9), 5671. https://doi.org/10.3390/su14095671
• Büyüköztürk, S., Cakmak, E. K., Akgun, O. E, Karadeniz, S., & Demirel, F. (2008). Bilimsel araştırma yöntemleri. Pegem Akademi.
• Carballo-Penela, A., Ruzo-Sanmartín, E., Álvarez-González, P., & Paillé, P. (2023). How do GHRM practices influence firms’ economic performance? A meta-analytic investigation of the role of GSCM and environmental performance. Journal of Business Research, 165, 113984. https://doi.org/10.1016/j.jbusres.2023.113984
• Chand, P., & Tarei, P. K. (2021). Do the barriers of multi-tier sustainable supply chain interact? A multi-sector examination using resource-based theory and resource-dependence theory. Journal of Purchasing and Supply Management, 27(5), 100722. https://doi.org/10.1016/j.pursup.2021.100722
• Dubey, R., Gunasekaran, A., & Ali, S. S. (2015). Exploring the relationship between leadership, operational practices, institutional pressures and environmental performance: A framework for green supply chain. International Journal of Production Economics, 160, 120-132. https://doi.org/10.1016/j.ijpe.2014.10.001
• Dumont, J., Shen, J., & Deng, X. (2016). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values: Effect of green HRM on employee workplace green behavior. Human Resource Management, 56(4), 613-627. https://doi.org/10.1002/hrm.21792
• Elshaer, I. A., Sobaih, A. E. E., Aliedan, M., & Azazz, A. M. (2021). The effect of green human resource management on environmental performance in small tourism enterprises: Mediating role of pro-environmental behaviors. Sustainability, 13(4), 1956. https://doi.org/10.3390/su13041956
• Ercantan, O., & 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(3), 1718. https://doi.org/10.3390/su14031718
• Faisal, S. (2023). Green human resource management—a synthesis. Sustainability, 15(3), 2259. https://doi.org/10.3390/su15032259
• Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.2307/3151312
• Gilal, F. G., Ashraf, Z., Gilal, N. G., Gilal, R. G., & Channa, N. A. (2019). Promoting environmental performance through green human resource management practices in higher education institutions: A moderated mediation model. Corporate Social Responsibility and Environmental Management, 26(6), 1579-1590. https://doi.org/10.1002/csr.1835
• Gill, A., Ahmad, B., & Kazmi, S. (2021). The effect of green human resource management on environmental performance: The mediating role of employee eco-friendly behavior. Management Science Letters, 11(6), 1725-1736. http://dx.doi.org/10.5267/j.msl.2021.2.010
• Henri, J. F., & Journeault, M. (2008). Environmental performance indicators: An empirical study of Canadian manufacturing firms. Journal of Environmental Management, 87(1), 165-176. https://doi.org/10.1016/j.jenvman.2007.01.009
• Irani, F., Kilic, H., & Adeshola, I. (2022). Impact of green human resource management practices on the environmental performance of green hotels. Journal of Hospitality Marketing & Management, 31(5), 570-600. https://doi.org/10.1080/19368623.2022.2022554
• Jager, J., Putnick, D. L., & Bornstein, M. H. (2017). II. More than just convenient: The scientific merits of homogeneous convenience samples. Monographs of the Society for Research in Child Development, 82(2), 13-30. https://doi.org/10.1111/mono.12296
• Kline, R. B. (2011). Principles and practice of structural equation modeling (3rd edition). Guilford.
• Kodua, L. T., Xiao, Y., Adjei, N. O., Asante, D., Ofosu, B. O., & Amankona, D. (2022). Barriers to green human resources management (GHRM) implementation in developing countries. Evidence from Ghana. Journal of Cleaner Production, 340, 130671. https://doi.org/10.1016/j.jclepro.2022.130671
• Larasati, S. (2018). Manajemen sumber daya manusia. Deepublish.
• LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853-868. https://doi.org/10.1037/0021-9010.83.6.853
• Liang, J., Farh, C. I., & Farh, J. L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55(1), 71-92. https://doi.org/10.5465/amj.2010.0176
• Masri, H. A., & Jaaron, A. A. M. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical study. Journal of Cleaner Production, 143, 474-489. https://doi.org/10.1016/j.jclepro.2016.12.087
• Memon, S. B., Rasli, A., Dahri, A. S., & Hermilinda Abas, I. (2022). Importance of top management commitment to organizational citizenship behaviour towards the environment, green training and environmental performance in Pakistani industries. Sustainability, 14(17), 11059. https://doi.org/10.3390/su141711059
• Morrison, E. (2014). Employee Voice and silence. Annual Review of Organizational Psychology and Organizational Behavior, 1, 173-197. https://doi.org/10.1146/annurev-orgpsych-031413-091328
• Mowbray, P. K., Wilkinson, A., & Tse, H. H. (2015). An integrative review of employee voice: Identifying a common conceptualization and research agenda. International Journal of Management Reviews, 17(3), 382-400. https://doi.org/10.1111/ijmr.12045
• Naz, S., Jamshed, S., Nisar, Q. A., & Nasir, N. (2021). Green HRM, psychological green climate and pro-environmental behaviors: An efficacious drive towards environmental performance in China. Current Psychology, 42(2), 1346-1361. https://doi.org/10.1007/s12144-021-01412-4
• Nisar, Q. A., Haider, S., Ali, F., Jamshed, S., Ryu, K., & Gill, S. S. (2021). Green human resource management practices and environmental performance in Malaysian green hotels: The role of green intellectual capital and pro-environmental behavior. Journal of Cleaner Production, 311, 127504. https://doi.org/10.1016/j.jclepro.2021.127504
• Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2015). Pro-environmental organizational culture and climate. J.L. Robertson, & J. Barling (Eds.), The psychology of green organizations (pp. 322-348) Oxford University Press.
• Nourafkan, N. J., Karatepe, O. M., & Rezapouraghdam, H. (2023). Corporate social responsibility, workplace spirituality and their effects on green promotive and prohibitive voice behaviours. Current Issues in Tourism, 1-17. https://doi.org/10.1080/13683500.2023.2199451
• Ogiemwonyi, O., Alam, M. N., & Alotaibi, H. S. (2023). Connecting green HRM practices to pro‐environmental behavior through green human capital in the hospitality sector. Business Strategy & Development. https://doi.org/10.1002/bsd2.297
• Opatha, H. H. P. (2013). Green human resource management a simplified introduction. Proceedings of the HR Dialogue, 1(1), 11-21.
• Opatha, H., & Arulrajah, A. (2014). GHRM: Simplified general reflection. International Business Research, 7(8), 101-113. https://doi.org/10.5539/ibr.v7n8p101
• Palguna, I. G. R. (2021). Green human resource management practices in hospitality industry: A general review. International Journal of Glocal Tourism, 2(2), 75-84. https://doi.org/10.58982/injogt.v2i2.48
• Patel, J. D., Shah, R., & Trivedi, R. H. (2022). Effects of energy management practices on environmental performance of Indian small-and medium-sized enterprises. Journal of Cleaner Production, 333, 130170. https://doi.org/10.1016/j.jclepro.2021.130170
• Peerzadah, S. A., Mufti, S., & Nazir, N. A. (2018). Green human resource management: A review. International Journal of Enhanced Research in Management & Computer Applications, 7(3), 790-795.
• Rawashdeh, A. (2018). The impact of green human resource management on organizational environmental performance in Jordanian health service organizations. Management Science Letters, 8(10), 1049-1058. https://doi.org/10.5267/j.msl.2018.7.006
• Ren, S., Tang, G., & Jackson, S. E. (2021). Effects of Green HRM and CEO ethical leadership on organizations' environmental performance. International Journal of Manpower, 42(6), 961-983. https://doi.org/10.1108/IJM-09-2019-0414
• Roscoe, S., Subramanian, N., Jabbour, C. J., & Chong, T. (2019). Green human resource management and the enablers of green organisational culture: Enhancing a firm's environmental performance for sustainable development. Business Strategy and the Environment, 28(5), 737-749. https://doi.org/10.1002/bse.2277
• Sabokro, M., Masud, M. M., & Kayedian, A. (2021). The effect of green human resources management on corporate social responsibility, green psychological climate and employees’ green behavior. Journal of Cleaner Production, 313, 127963. https://doi.org/10.1016/j.jclepro.2021.127963
• Sedgwick, P. (2013). Convenience sampling. BMJ, 347, f6304. https://doi.org/10.1136/bmj.f6304
• Sobaih, A. E. E., Hasanein, A., & Elshaer, I. (2020). Influences of green human resources management on environmental performance in small lodging enterprises: The role of green innovation. Sustainability, 12(24), 10371. https://doi.org/10.3390/su122410371 Tabachnick, B. G., & Fidell, L. S. (2013). Using multivariate statistics. Pearson.
• Tabrizi, R. S., Karatepe, O. M., Rezapouraghdam, H., Rescalvo-Martin, E., & Enea, C. (2023). Green human resource management, job embeddedness and their effects on restaurant employees’ green voice behaviors. International Journal of Contemporary Hospitality Management, 35(10), 3453-3480. https://doi.org/10.1108/IJCHM-06-2022-0750
• Tanova, C., & Bayighomog, S. W. (2022). Green human resource management in service industries: the construct, antecedents, consequences, and outlook. The Service Industries Journal, 42(5-6), 412-452. https://doi.org/10.1080/02642069.2022.2045279
• Thabeta, B. Z., Al-Nassarb, S. I., Algailani, H. M., Mahmoud, A. K., Nasir, R., & Alrubaiy, A. A. (2023). Characterization of corrosion resistance of silver-hydroxyapetite (Ag-HA) bio-nanocomposite coating. Diyala Journal of Engineering Sciences, 16(1), 27-33. https://doi.org/10.24237/djes.2023.16103
• Trezise, M., & Richardson, M. J. (2023). Risky business: Understanding the green voice behaviour of Australian professionals. International Journal of Ethics and Systems. https://doi.org/10.1108/IJOES-12-2022-0305
• Tyas, T. A., & Puspa T. (2023). Penerapan green human resources management pada organisasi pendidikan vokasi abc dan pengaruhnya terhadap green voice behavior. Jurnal Ekonomi Trisakti, 3(1), 505-518. https://doi.org/10.25105/jet.v3i1.15586
• Ünüvar, B., & Demirtaş, Ö. (2021). Etik liderlik davranışlarının dile getirme davranışı aracılığıyla örgütsel adalet algısına etkisi: Sağlık çalışanları üzerine bir araştırma. Uluslararası Sağlık Yönetimi ve Stratejileri Araştırma Dergisi, 7(1), 117-129.
• Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119. https://doi.org/10.5465/256902
• Yusoff, Y. M., Nejati, M., Kee, D. M. H., & Amran, A. (2020). Linking green human resource management practices to environmental performance in hotel industry. Global Business Review, 21(3), 663-680. https://doi.org/10.1177/0972150918779294
• Zacher, H., & Rudolph, C. W. (2022). Researching employee experiences and behavior in times of crisis: Theoretical and methodological considerations and implications for human resource management. German Journal of Human Resource Management, 36(1), 6-31. https://doi.org/10.1177/23970022211058812