Araştırma Makalesi
BibTex RIS Kaynak Göster

Yıl 2020, Cilt: 7 Sayı: 2, 95 - 115, 30.06.2020

Kubilayhan Goc Fatma Kusku

https://doi.org/10.17261/Pressacademia.2020.1202

Öz

Kaynakça

  • Agbozo, G. K., Owusu, I. S., Hoedoafia, M. A., & Atakorah, Y. B. (2017). The Effect of Work Environment on Job Satisfaction: Evidence from the Banking Sector in Ghana. Journal of Human Resource Management, 5(1), 12–18. https://doi.org/10.11648/j.jhrm.20170501.12
  • Ahmad, S. (2015). Green Human Resource Management: Policies and practices. Cogent Business & Management, 2(1), 1–13. https://doi.org/10.1080/23311975.2015.1030817
  • Alarcón, D. M., & Cole, S. (2019). No sustainability for tourism without gender equality. Journal of Sustainable Tourism, 27(7), 903–919. https://doi.org/10.1080/09669582.2019.1588283
  • App, S., Merk, J., & Büttgen, M. (2012). Employer Branding: Sustainable HRM as a Competitive Advantage in the Market for High Quality Employees. Management Revue, 23(3), 262–278. https://doi.org/10.1688/1861-9908
  • Arowoshegbe, A. O., Emmanuel, U., & Atu, O. G. (2016). Sustainability and Triple Bottom Line : An Overview of Two Interrelated Concepts. Igbinedion University Journal of Accounting, 2(August), 88–126.
  • Arreola, O. G. (2015). Learning From Theories and Practice Of Sustainability : In Search of Cohesion. Doctoral Dissertation. Michigan State University.
  • Avery, G. (2005). Leadership for Sustainable Futures: Achieving success in a competitive world. Edward Elgar Publishing.
  • Avery, G. C., & Bergsteiner, H. (2011). Sustainable Leadership : Honeybee and Locust Approaches. Routledge.
  • Bansal, P. (2005). Evolving sustainably: A longitudinal study of corporate sustainable development. Strategic Management Journal, 26(3), 197–218. https://doi.org/10.1002/smj.441
  • Bennett, M., Bouma, J. J., & Wolters, T. (Eds.). (2002). Environmental Management Accounting: Informational and Institutional Developments (Vol.9). Springer Science & Business Media.
  • Biglan, A. (2009). The role of advocacy organizations in reducing negative externalities. Journal of Organizational Behavior Management, 29(3–4), 215–230. https://doi.org/10.1080/01608060903092086
  • Boudreau, J., & Lawler, E. E. (2014). Stubborn traditionalism in HRM: Causes and consequences. Human Resource Management Review, 24(3), 232–244. https://doi.org/10.1016/j.hrmr.2014.03.005
  • Boudreau, J. W., & Ramstad, P. M. (2005). Talentship talent segmentation, and sustainability: A new hr decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129–136. https://doi.org/10.1002/hrm.20054
  • Branco, M. C., & Rodrigues, L. L. (2006). Corporate social responsibility and resource-based perspectives. Journal of Business Ethics, 69(2), 111–132. https://doi.org/10.1007/s10551-006-9071-z
  • Brundtland. (1987). Our Common Future, From One Earth to One World (The Brundtland Report). Report of the World Commission on Environment and Development. https://doi.org/10.1080/07488008808408783
  • Cahaya, F. R., & Hervina, R. (2019). Do human rights issues matter? An empirical analysis of Indonesian companies’ reporting. Social Responsibility Journal, 15(2), 226–243. https://doi.org/10.1108/SRJ-10-2016-0171
  • Campopiano, G., & De Massis, A. (2015). Corporate Social Responsibility Reporting: A Content Analysis in Family and Non-family Firms. Journal of Business Ethics, 129(3), 511–534. https://doi.org/10.1007/s
  • Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928
  • Cleveland, J. N., Byrne, Z. S., & Cavanagh, T. M. (2015). The future of HR is RH: Respect for humanity at work. Human Resource Management Review, 25(2), 146–161. https://doi.org/10.1016/j.hrmr.2015.01.005
  • Cohen, E., Taylor, S., & Muller-Camen, M. (2012). HRM’s Role in Corporate Social and Environmental Sustainability. SHRM Report, 1, 1–16.
  • Creswell, J. W., & Clark, V. L. P. (2011). Designing and Conducting Mixed Methods Research (2nd Editio). California: SAGE Publications.
  • De Prins, P., Beirendonck, L. Van, De Vos, A., & Segers, J. (2014). Sustainable HRM: Bridging theory and practice through the ’Respect Openness Continuity (ROC)’-model. Management Revue, 25(4), 263–284. https://doi.org/10.1688/mrev-2014-04-Prins
  • De Prins, P., Stuer, D., & Gielens, T. (2018). Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm. International Journal of Human Resource Management, 5192, 1–21. https://doi.org/10.1080/09585192.2017.1423098
  • Dyllick, T., & Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11(2), 130–141. https://doi.org/10.1002/bse.323
  • Ehnert, I. (2009). Sustainable Human Resource Management : A conceptual and exploratory analysis from a paradox perspective. Contributions to Management Science. Physica-Verlag HD.
  • Ehnert, I., & Harry, W. (2012). Recent Developments and Future Prospects on Sustainable Human Resource Management. Management Revue, 23(3), 221–238.
  • Ehnert, I., Harry, W., & Zink, K. J. (Eds.). (2013). Sustainability and Human Resource Management - Developing Sustainable Business Organizations. Springer Science & Business Media.
  • Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2016). Reporting on sustainability and HRM: a comparative study of sustainability reporting practices by the world’s largest companies. The International Journal of Human Resource Management, 27(1), 88–108. https://doi.org/10.1080/09585192.2015.1024157
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SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS

Yıl 2020, Cilt: 7 Sayı: 2, 95 - 115, 30.06.2020

Kubilayhan Goc Fatma Kusku

https://doi.org/10.17261/Pressacademia.2020.1202

Öz

Purpose - Although the concept of Sustainable Human Resource Management (HRM) has been frequently discussed in recently, the measurement and dimensions of the concept are still vague. This study aims to explore Sustainable HRM practices and provide a guide to facilitate Sustainable HRM implementations and to measure its pertinent practices.
Methodology - The sample of this study consists of 36 sustainability reports of 29 firms listed on the BIST Sustainability Index. The reports belong to two consecutive fiscal years: 2014-2015 and 2015-2016. The researchers have conducted a content analysis to reports by using the indexing technique, in line with a coding guide adopted from The Global Reporting Initiative - Sustainability Reporting Guidelines-G4 (GRI-G4) principles.
Findings- This research has identified the discursive dimension of sustainable HRM in the context of Turkey. Following this purpose, the researchers have prepared a guide and posited the dimensions of Sustainable HRM elaborately. Moreover, the study has demonstrated the applicability of the triple reporting system to the Turkish setting.
Conclusion- Different stakeholder expectations require to take HRM with its macro and micro dimensions. Sustainable HRM stands out as a concept to respond to this demand. After its fast-paced introduction as of 2000, the concept has gained momentum specifically in the last decade. Conceiving the structure of Sustainable HRM with its economic, environmental, and social dimensions constitutes a critical step of meeting this expectation. This study has identified Sustainable HRM practices, which may guide companies to have a sustainable organizational form and provide researchers a measurement tool.

Anahtar Kelimeler

Sustainability human resources management GRI reports Borsa İstanbul Turkey

Kaynakça

  • Agbozo, G. K., Owusu, I. S., Hoedoafia, M. A., & Atakorah, Y. B. (2017). The Effect of Work Environment on Job Satisfaction: Evidence from the Banking Sector in Ghana. Journal of Human Resource Management, 5(1), 12–18. https://doi.org/10.11648/j.jhrm.20170501.12
  • Ahmad, S. (2015). Green Human Resource Management: Policies and practices. Cogent Business & Management, 2(1), 1–13. https://doi.org/10.1080/23311975.2015.1030817
  • Alarcón, D. M., & Cole, S. (2019). No sustainability for tourism without gender equality. Journal of Sustainable Tourism, 27(7), 903–919. https://doi.org/10.1080/09669582.2019.1588283
  • App, S., Merk, J., & Büttgen, M. (2012). Employer Branding: Sustainable HRM as a Competitive Advantage in the Market for High Quality Employees. Management Revue, 23(3), 262–278. https://doi.org/10.1688/1861-9908
  • Arowoshegbe, A. O., Emmanuel, U., & Atu, O. G. (2016). Sustainability and Triple Bottom Line : An Overview of Two Interrelated Concepts. Igbinedion University Journal of Accounting, 2(August), 88–126.
  • Arreola, O. G. (2015). Learning From Theories and Practice Of Sustainability : In Search of Cohesion. Doctoral Dissertation. Michigan State University.
  • Avery, G. (2005). Leadership for Sustainable Futures: Achieving success in a competitive world. Edward Elgar Publishing.
  • Avery, G. C., & Bergsteiner, H. (2011). Sustainable Leadership : Honeybee and Locust Approaches. Routledge.
  • Bansal, P. (2005). Evolving sustainably: A longitudinal study of corporate sustainable development. Strategic Management Journal, 26(3), 197–218. https://doi.org/10.1002/smj.441
  • Bennett, M., Bouma, J. J., & Wolters, T. (Eds.). (2002). Environmental Management Accounting: Informational and Institutional Developments (Vol.9). Springer Science & Business Media.
  • Biglan, A. (2009). The role of advocacy organizations in reducing negative externalities. Journal of Organizational Behavior Management, 29(3–4), 215–230. https://doi.org/10.1080/01608060903092086
  • Boudreau, J., & Lawler, E. E. (2014). Stubborn traditionalism in HRM: Causes and consequences. Human Resource Management Review, 24(3), 232–244. https://doi.org/10.1016/j.hrmr.2014.03.005
  • Boudreau, J. W., & Ramstad, P. M. (2005). Talentship talent segmentation, and sustainability: A new hr decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129–136. https://doi.org/10.1002/hrm.20054
  • Branco, M. C., & Rodrigues, L. L. (2006). Corporate social responsibility and resource-based perspectives. Journal of Business Ethics, 69(2), 111–132. https://doi.org/10.1007/s10551-006-9071-z
  • Brundtland. (1987). Our Common Future, From One Earth to One World (The Brundtland Report). Report of the World Commission on Environment and Development. https://doi.org/10.1080/07488008808408783
  • Cahaya, F. R., & Hervina, R. (2019). Do human rights issues matter? An empirical analysis of Indonesian companies’ reporting. Social Responsibility Journal, 15(2), 226–243. https://doi.org/10.1108/SRJ-10-2016-0171
  • Campopiano, G., & De Massis, A. (2015). Corporate Social Responsibility Reporting: A Content Analysis in Family and Non-family Firms. Journal of Business Ethics, 129(3), 511–534. https://doi.org/10.1007/s
  • Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928
  • Cleveland, J. N., Byrne, Z. S., & Cavanagh, T. M. (2015). The future of HR is RH: Respect for humanity at work. Human Resource Management Review, 25(2), 146–161. https://doi.org/10.1016/j.hrmr.2015.01.005
  • Cohen, E., Taylor, S., & Muller-Camen, M. (2012). HRM’s Role in Corporate Social and Environmental Sustainability. SHRM Report, 1, 1–16.
  • Creswell, J. W., & Clark, V. L. P. (2011). Designing and Conducting Mixed Methods Research (2nd Editio). California: SAGE Publications.
  • De Prins, P., Beirendonck, L. Van, De Vos, A., & Segers, J. (2014). Sustainable HRM: Bridging theory and practice through the ’Respect Openness Continuity (ROC)’-model. Management Revue, 25(4), 263–284. https://doi.org/10.1688/mrev-2014-04-Prins
  • De Prins, P., Stuer, D., & Gielens, T. (2018). Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm. International Journal of Human Resource Management, 5192, 1–21. https://doi.org/10.1080/09585192.2017.1423098
  • Dyllick, T., & Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11(2), 130–141. https://doi.org/10.1002/bse.323
  • Ehnert, I. (2009). Sustainable Human Resource Management : A conceptual and exploratory analysis from a paradox perspective. Contributions to Management Science. Physica-Verlag HD.
  • Ehnert, I., & Harry, W. (2012). Recent Developments and Future Prospects on Sustainable Human Resource Management. Management Revue, 23(3), 221–238.
  • Ehnert, I., Harry, W., & Zink, K. J. (Eds.). (2013). Sustainability and Human Resource Management - Developing Sustainable Business Organizations. Springer Science & Business Media.
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  • Mak, A., Cheung, L., Mak, A., & Leung, L. (2014). Confucian thinking and the implications for sustainability in HRM. Asia-Pacific Journal of Business Administration, 6(3), 173–189. https://doi.org/10.1108/APJBA-02-2014-0029
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  • Marpa, E. P., & Juele, M. H. R. (2016). Environmental Awareness and Practices among High School Students: Basis for Disaster Preparedness Program. In Applied Mechanics and Materials, 848, 240–243. https://doi.org/10.4028/www.scientific.net/amm.848.240
  • Mazur, B. (2015). Sustainable Human Resource Management. The attempt of holistic approach. Ekonomia i Zarządzanie, 7(2), 7–12. https://doi.org/10.12846/j.em.2015.02.01
  • Muster, V., & Schrader, U. (2011). Green Work-Life Balance: A New Perspective for Green HRM. German Journal of Human Resource Management, 25(2), 140–156. https://doi.org/10.1177/239700221102500205
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  • Palaz, S., & Poyraz, O. (2019). Gençlerin Sendikal Algı ve Tutumları Üzerine Bir Araştırma. Yönetim ve Ekonomi Araştırmaları Dergisi, 17(2), 59–73. http://dx.doi.org/10.11611/yead.553284
  • Parsa, S., & Kouhy, R. (2008). Social reporting by companies listed on the alternative investment market. Journal of Business Ethics, 79(3), 345–360. https://doi.org/10.1007/s10551-007-9402-8
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  • Wagner, M. (2011). Environmental Management Activities and Sustainable HRM in German Manufacturing Firms – Incidence, Determinants, and Outcomes. German Journal of Human Resource Management, 25(2), 157–177.
  • Wagner, M. (2013). “Green” Human Resource Benefits: Do they Matter as Determinants of Environmental Management System Implementation? Journal of Business Ethics, 114(3), 443–456. https://doi.org/10.1007/s10551-012-1356-9
  • Weber, R. P. (1990). Basic Content Analysis. Sage Publications (Second edi). Newbury Park, CA: Sage Publications.
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  • Yıldırım, A., & Şimşek, H. (2016). Nitel Araştırma Yöntemleri (10th ed.). Ankara: Seçkin Yayıncılık.
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  • Zaugg, R., Blum, A., & Thom, N. (2001). Sustainability in human resource management. Evaluation Report. Survey in European Companies and Institutions. Arbeitsbericht des Instituts für Organisation und Personal der Universität Bern und des eidgenössischen Personalamtes.
  • Zink, K. J. (2014). Designing sustainable work systems: The need for a systems approach. Applied Ergonomics, 45(1), 126–132. https://doi.org/10.1016/j.apergo.2013.03.023
Toplam 93 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular İşletme
Bölüm Articles
Yazarlar

Kubilayhan Goc 0000-0002-7481-0837

Fatma Kusku 0000-0002-1436-4230

Yayımlanma Tarihi 30 Haziran 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 7 Sayı: 2

Kaynak Göster

APA Goc, K., & Kusku, F. (2020). SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS. Research Journal of Business and Management, 7(2), 95-115. https://doi.org/10.17261/Pressacademia.2020.1202
AMA Goc K, Kusku F. SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS. RJBM. Haziran 2020;7(2):95-115. doi:10.17261/Pressacademia.2020.1202
Chicago Goc, Kubilayhan, ve Fatma Kusku. “SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS”. Research Journal of Business and Management 7, sy. 2 (Haziran 2020): 95-115. https://doi.org/10.17261/Pressacademia.2020.1202.
EndNote Goc K, Kusku F (01 Haziran 2020) SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS. Research Journal of Business and Management 7 2 95–115.
IEEE K. Goc ve F. Kusku, “SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS”, RJBM, c. 7, sy. 2, ss. 95–115, 2020, doi: 10.17261/Pressacademia.2020.1202.
ISNAD Goc, Kubilayhan - Kusku, Fatma. “SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS”. Research Journal of Business and Management 7/2 (Haziran 2020), 95-115. https://doi.org/10.17261/Pressacademia.2020.1202.
JAMA Goc K, Kusku F. SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS. RJBM. 2020;7:95–115.
MLA Goc, Kubilayhan ve Fatma Kusku. “SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS”. Research Journal of Business and Management, c. 7, sy. 2, 2020, ss. 95-115, doi:10.17261/Pressacademia.2020.1202.
Vancouver Goc K, Kusku F. SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS. RJBM. 2020;7(2):95-115.

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