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İşletme Yönetiminde Sürdürülebilir İnsan Kaynakları Yönetiminin Yeri ve Önemi

Year 2016, Volume: 5 Issue: 3, 554 - 573, 09.04.2016

Mustafa Kesen

https://doi.org/10.15869/itobiad.24110
Cited By: 5

Abstract

Bu çalışmada disiplinler arası bir bakış açısıyla sürdürülebilirliğin genelde işletme yönetimine ve
özelde ise insan kaynakları yönetimine yansımaları incelenmiştir. Sürdürülebilirlik kavramının
sıkça vurgulanan özelliklerinden biri geçici olmaktan uzaklaşmak ve böylece uzun ömürlü
olmayı sağlamaktır. Dolayısıyla bu kavram bu çalışmada bu çerçeveden ele alınmıştır.
Organizasyonların uzun ömürlü olmalarını sağlayabilecek insan kaynakları sürdürülebilirlik
ilkelerine değinilmiş ve organizasyonlarda sürdürülebilir odaklı bir değişim sürecinde insan
kaynakları yöneticilerine düşen görevler literatür incelenerek ortaya konmuştur. Araştırma
sonucuna göre yetenek yönetimi, sürdürülebilir liderlik, değişim yönetimi, kariyer yönetimi,
örgütsel adalet, örgütsel etik, örgüt kültürü, performans değerlendirme, örgütsel iletişim, çalışan
motivasyonu, kararlara katılma gibi çoğunlukla insan kaynaklarını ilgilendiren konular,
sürdürülebilirlik uygulamalarında işletmeleri başarıya ulaştıran faktörlerdendir.

Keywords

Sürdürülebilirlik İşletme Yönetimi İnsan Kaynakları Yönetimi Yönetim ve Organizasyon Değişim

References

  • A. Backus, B. and F. Russ-Eft, D. (2010).Sustainability of Two Year Chemistry-Based Technology Training Programs: A Literature Review”, (In Proceedings of the Workplace Learning and Sustainable Development for Individual, Organization and Society: The 9th International Conference of the Academy of HRD (Asia Chapter). Shanghai: East China Normal University)
  • Anderson, V., Garavan, T., and Sadler-Smith, E. (2014). Corporate social responsibility, sustainability, ethics and international human resource development. Human Resource Development International, 17(5), 497-498.
  • Aragon-Correa, J. A., and Sharma, S. (2003). A contingent resource-based view of proactive corporate environmental strategy. Academy of management review, 28(1), 71-88.
  • Aragon-Sanchez, A., Barba-Aragón, I., and Sanz-Valle, R. (2003). Effects of training on business results1. The International Journal of Human Resource Management, 14(6), 956-980.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
  • Boudreau, J. W., and 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.
  • Boudreau, J. W. (2003). Sustainability and the talentship paradigm: Strategic human resource management beyond the bottom line. CAHRS Working Paper Series, 40.
  • Boxall, P., Purcell, J., and Wright, P. (2007). Human resource management: scope, analysis, and significance. in The Oxford Handbook of Human Resource Management, (Oxford: Oxford University Press), pp. 1–6.
  • Brundtland-WCED (1987), (World Commission on Environment and Development), Our Common Future, (Oxford: Oxford University Press)
  • Cohen, E. (2010). CSR for HR. A necessary partnership for advancing responsible business practices. Sheffield, UK: Greenleaf Publishing Limited.
  • Costanza, R., and Patten, B. C. (1995). Defining and predicting sustainability. Ecological economics, 15(3), 193-196.
  • Crane, A. (1995). Rhetoric and reality in the greening of organisational culture. Greener Management International, (15), 49-62.
  • Dodge, J. (1997). Reassessing culture and strategy: Environmental improvement, structure, leadership and control. Corporate environmental management, (2), 104-126.
  • Dunphy, D., Griffiths, A. and Benn, S. (2003). Organizational change for corporate sustainability. Routledge.
  • Dyllick, T., and Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business strategy and the environment, 11(2), 130-141.
  • Ehnert, I. (2006). Sustainability Issues in Human Resource Management: Linkages, theoretical approaches, and outlines for an emerging field, in 21st EIASM Workshop on SHRM, pp. 30-31
  • Ferrer-Balas, D., Buckland, H., and de Mingo, M. (2009). Explorations on the University's role in society for sustainable development through a systems transition approach. Case-study of the Technical University of Catalonia (UPC).Journal of Cleaner Production, 17(12), 1075-1085.
  • Gatto, M. (1995). Sustainability: is it a well defined concept?. Ecological Applications, 5(4), 1181-1183
  • Guerci, M., Radaelli, G., Siletti, E., Cirella, S., and Shani, A. R. (2015). The impact of human resource management practices and corporate sustainability on organizational ethical climates: an employee perspective. Journal of Business Ethics, 126(2), 325-342.
  • Guerci, M., and Pedrini, M. (2014). The consensus between Italian HR and sustainability managers on HR management for sustainability-driven change–towards a ‘strong'HR management system. The International Journal of Human Resource Management, 25(13), 1787-1814.
  • Harris, L. C., and Crane, A. (2002). The greening of organizational culture: Management views on the depth, degree and diffusion of change. Journal of organizational change management, 15(3), 214-234.
  • Hart, S. L. (1995). A natural-resource-based view of the firm. Academy of management review, 20(4), 986-1014.
  • Hugé, J., Waas, T., Dahdouh-Guebas, F., Koedam, N., and Block, T. (2013). A discourse-analytical perspective on sustainability assessment: interpreting sustainable development in practice. Sustainability science, 8(2), 187-198.
  • Jabbour, C. J. C., and Santos, F. C. A. (2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), 2133-2154.
  • Johnson, K., Hays, C., Center, H., and Daley, C. (2004). Building capacity and sustainable prevention innovations: A sustainability planning model. Evaluation and Program Planning, 27(2), 135-149.
  • Kaya, N., Ergün, E., and Kesen, M. (2014). The Effects of Human Resource Management Practices and Organizational Culture Types on Organizational Cynicism: An empirical study in Turkey. British Journal of Arts and Social Sciences ,17(1), 43-61.
  • Kemp, R., and Martens, P. (2007). Sustainable development: how to manage something that is subjective and never can be achieved. Sustainability: Science, Practice, and Policy, 3(2), 5-14.
  • Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
  • Kramar, R., Bartram, T., De Cieri, H., Noe, R. A., Hollenbeck, J. R., Gerhart, B. and Wright, P. M. (2013). Human resource management: Strategy, people, performance, (McGraw-Hill Education)
  • Linnenluecke, M. K., and Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business, 45(4), 357-366.
  • Bryson, J. M. (2011). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (Vol. 1). John Wiley and Sons.
  • Mariappanadar, S. (2003). Sustainable human resource strategy: the sustainable and unsustainable dilemmas of retrenchment. International Journal of Social Economics, 30(8), 906-923.
  • Mariappanadar, S. (2012). The harm indicators of negative externality of efficiency focused organizational practices. International Journal of Social Economics, 39(3), 209-220.
  • McKenzie, S. (2004). Social sustainability: towards some definitions. Magill: Hawke Research Institute, University of South Australia.
  • Moore, J. (2005). Barriers and pathways to creating sustainability education programs: policy, rhetoric and reality. Environmental Education Research,11(5), 537-555.
  • Müller-Christ, G., and Remer, A. (1999). Umweltwirtschaft oder Wirtschaftsökologie? Vorüberlegungen zu einer Theorie des Ressourcenmanagements. In Betriebliches Umweltmanagement im 21.
  • Jahrhundert (pp. 69-87). Springer Berlin Heidelberg.
  • Müller-Christ, G. (2001). Nachhaltiges Ressourcenmanagement: Eine wirtschaftsökologische Fundierung, (Metropolis-Verlag)
  • OECD (2014), Developing a sustainable and flexible human resources management system, in OECD, Spain: From Administrative Reform to Continuous Improvement, (Paris: OECD Publishing)
  • Peteraf, M. A. (1993). The cornerstones of competitive advantage: a resource‐based view. Strategic management journal, 14(3), 179-191.
  • Pfeffer, J. (2010). Building sustainable organizations: The human factor. The Academy of Management Perspectives, 24(1), 34-45.
  • Porter, M. E. (1985). Competitive advantage: Creating and sustaining superior performance, (New York, London: Free Press, Collier Macmillan)
  • Porter, M. E. (1980). Competitive Strategy, (New York: The Free Press)
  • Preuss, L., Haunschild, A., and Matten, D. (2009). The rise of CSR: implications for HRM and employee representation. The International Journal of Human Resource Management, 20(4), 953-973.
  • Russo, M. V., and Fouts, P. A. (1997). A resource-based perspective on corporate environmental performance and profitability. Academy of management Journal, 40(3), 534-559.
  • Sadatsafavi, H., and Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in healthcare settings. HERD: Health Environments Research and Design Journal, 6(2), 98-118.
  • Senbel, M. (2015). Leadership in sustainability planning: propagating visions through empathic communication. Journal of Environmental Planning and Management, 58(3), 464-481.
  • Siebenhüner, B., and Arnold, M. (2007). Organizational learning to manage sustainable development. Business strategy and the environment, 16(5), 339-353.
  • Stead, W. E., and Garner Stead, J. (1994). Can humankind change the economic myth? Paradigm shifts necessary for ecologically sustainable business.Journal of Organizational Change Management, 7(4), 15-31.
  • Sterling, S. (2004). Higher education, sustainability, and the role of systemic learning. In Higher education and the challenge of sustainability (pp. 49-70). Springer Netherlands.
  • Thom, N., and Zaugg, R. J. (2004). Nachhaltiges und innovatives Personalmanagement. In Nachhaltiges Innovationsmanagement (pp. 215-245). Gabler Verlag.
  • Florea, N. V., Goldbach, I., and Goldbach, F. (2011). Relationships between human resources management and organizational culture. Proceedings Conferinţa internaţională ECMLG, 486-496.
  • Visser, W., and Courtice, P. (2011). Sustainability leadership: Linking theory and practice. (October 21, 2011). Available at SSRN: http://ssrn.com/abstract=1947221 or http://dx.doi.org/ 10.2139/ssrn.1947221
  • Wagner, M. (2011). Environmental management activities and sustainable HRM in German manufacturing firms—Incidence, determinants, and outcomes.Zeitschrift für Personalforschung/German Journal of Research in Human Resource Management, 157-177.
  • Wilkinson, A., Hill, M., and Gollan, P. (2001). The sustainability debate.International Journal of Operations and Production Management, 21(12), 1492-1502.
  • Yavuz, V. A. (2010). Sürdürülebilirlik Kavramı ve İşletmeler Açısından Sürdürülebilir Üretim Stratejileri. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(14).
  • Yeşil, S., ve Dereli, S. F. (2012). Örgütsel Adalet ve İş Tatmini Üzerine Bir Alan Çalışması. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 2(1), 105-122.
  • Zaugg, R. J. (2002). Mit Profil am Arbeitsmarkt agieren. Personalwirtschaft, 13-18.

Year 2016, Volume: 5 Issue: 3, 554 - 573, 09.04.2016

Mustafa Kesen

https://doi.org/10.15869/itobiad.24110
Cited By: 5

Abstract

References

  • A. Backus, B. and F. Russ-Eft, D. (2010).Sustainability of Two Year Chemistry-Based Technology Training Programs: A Literature Review”, (In Proceedings of the Workplace Learning and Sustainable Development for Individual, Organization and Society: The 9th International Conference of the Academy of HRD (Asia Chapter). Shanghai: East China Normal University)
  • Anderson, V., Garavan, T., and Sadler-Smith, E. (2014). Corporate social responsibility, sustainability, ethics and international human resource development. Human Resource Development International, 17(5), 497-498.
  • Aragon-Correa, J. A., and Sharma, S. (2003). A contingent resource-based view of proactive corporate environmental strategy. Academy of management review, 28(1), 71-88.
  • Aragon-Sanchez, A., Barba-Aragón, I., and Sanz-Valle, R. (2003). Effects of training on business results1. The International Journal of Human Resource Management, 14(6), 956-980.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
  • Boudreau, J. W., and 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.
  • Boudreau, J. W. (2003). Sustainability and the talentship paradigm: Strategic human resource management beyond the bottom line. CAHRS Working Paper Series, 40.
  • Boxall, P., Purcell, J., and Wright, P. (2007). Human resource management: scope, analysis, and significance. in The Oxford Handbook of Human Resource Management, (Oxford: Oxford University Press), pp. 1–6.
  • Brundtland-WCED (1987), (World Commission on Environment and Development), Our Common Future, (Oxford: Oxford University Press)
  • Cohen, E. (2010). CSR for HR. A necessary partnership for advancing responsible business practices. Sheffield, UK: Greenleaf Publishing Limited.
  • Costanza, R., and Patten, B. C. (1995). Defining and predicting sustainability. Ecological economics, 15(3), 193-196.
  • Crane, A. (1995). Rhetoric and reality in the greening of organisational culture. Greener Management International, (15), 49-62.
  • Dodge, J. (1997). Reassessing culture and strategy: Environmental improvement, structure, leadership and control. Corporate environmental management, (2), 104-126.
  • Dunphy, D., Griffiths, A. and Benn, S. (2003). Organizational change for corporate sustainability. Routledge.
  • Dyllick, T., and Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business strategy and the environment, 11(2), 130-141.
  • Ehnert, I. (2006). Sustainability Issues in Human Resource Management: Linkages, theoretical approaches, and outlines for an emerging field, in 21st EIASM Workshop on SHRM, pp. 30-31
  • Ferrer-Balas, D., Buckland, H., and de Mingo, M. (2009). Explorations on the University's role in society for sustainable development through a systems transition approach. Case-study of the Technical University of Catalonia (UPC).Journal of Cleaner Production, 17(12), 1075-1085.
  • Gatto, M. (1995). Sustainability: is it a well defined concept?. Ecological Applications, 5(4), 1181-1183
  • Guerci, M., Radaelli, G., Siletti, E., Cirella, S., and Shani, A. R. (2015). The impact of human resource management practices and corporate sustainability on organizational ethical climates: an employee perspective. Journal of Business Ethics, 126(2), 325-342.
  • Guerci, M., and Pedrini, M. (2014). The consensus between Italian HR and sustainability managers on HR management for sustainability-driven change–towards a ‘strong'HR management system. The International Journal of Human Resource Management, 25(13), 1787-1814.
  • Harris, L. C., and Crane, A. (2002). The greening of organizational culture: Management views on the depth, degree and diffusion of change. Journal of organizational change management, 15(3), 214-234.
  • Hart, S. L. (1995). A natural-resource-based view of the firm. Academy of management review, 20(4), 986-1014.
  • Hugé, J., Waas, T., Dahdouh-Guebas, F., Koedam, N., and Block, T. (2013). A discourse-analytical perspective on sustainability assessment: interpreting sustainable development in practice. Sustainability science, 8(2), 187-198.
  • Jabbour, C. J. C., and Santos, F. C. A. (2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), 2133-2154.
  • Johnson, K., Hays, C., Center, H., and Daley, C. (2004). Building capacity and sustainable prevention innovations: A sustainability planning model. Evaluation and Program Planning, 27(2), 135-149.
  • Kaya, N., Ergün, E., and Kesen, M. (2014). The Effects of Human Resource Management Practices and Organizational Culture Types on Organizational Cynicism: An empirical study in Turkey. British Journal of Arts and Social Sciences ,17(1), 43-61.
  • Kemp, R., and Martens, P. (2007). Sustainable development: how to manage something that is subjective and never can be achieved. Sustainability: Science, Practice, and Policy, 3(2), 5-14.
  • Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
  • Kramar, R., Bartram, T., De Cieri, H., Noe, R. A., Hollenbeck, J. R., Gerhart, B. and Wright, P. M. (2013). Human resource management: Strategy, people, performance, (McGraw-Hill Education)
  • Linnenluecke, M. K., and Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business, 45(4), 357-366.
  • Bryson, J. M. (2011). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (Vol. 1). John Wiley and Sons.
  • Mariappanadar, S. (2003). Sustainable human resource strategy: the sustainable and unsustainable dilemmas of retrenchment. International Journal of Social Economics, 30(8), 906-923.
  • Mariappanadar, S. (2012). The harm indicators of negative externality of efficiency focused organizational practices. International Journal of Social Economics, 39(3), 209-220.
  • McKenzie, S. (2004). Social sustainability: towards some definitions. Magill: Hawke Research Institute, University of South Australia.
  • Moore, J. (2005). Barriers and pathways to creating sustainability education programs: policy, rhetoric and reality. Environmental Education Research,11(5), 537-555.
  • Müller-Christ, G., and Remer, A. (1999). Umweltwirtschaft oder Wirtschaftsökologie? Vorüberlegungen zu einer Theorie des Ressourcenmanagements. In Betriebliches Umweltmanagement im 21.
  • Jahrhundert (pp. 69-87). Springer Berlin Heidelberg.
  • Müller-Christ, G. (2001). Nachhaltiges Ressourcenmanagement: Eine wirtschaftsökologische Fundierung, (Metropolis-Verlag)
  • OECD (2014), Developing a sustainable and flexible human resources management system, in OECD, Spain: From Administrative Reform to Continuous Improvement, (Paris: OECD Publishing)
  • Peteraf, M. A. (1993). The cornerstones of competitive advantage: a resource‐based view. Strategic management journal, 14(3), 179-191.
  • Pfeffer, J. (2010). Building sustainable organizations: The human factor. The Academy of Management Perspectives, 24(1), 34-45.
  • Porter, M. E. (1985). Competitive advantage: Creating and sustaining superior performance, (New York, London: Free Press, Collier Macmillan)
  • Porter, M. E. (1980). Competitive Strategy, (New York: The Free Press)
  • Preuss, L., Haunschild, A., and Matten, D. (2009). The rise of CSR: implications for HRM and employee representation. The International Journal of Human Resource Management, 20(4), 953-973.
  • Russo, M. V., and Fouts, P. A. (1997). A resource-based perspective on corporate environmental performance and profitability. Academy of management Journal, 40(3), 534-559.
  • Sadatsafavi, H., and Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in healthcare settings. HERD: Health Environments Research and Design Journal, 6(2), 98-118.
  • Senbel, M. (2015). Leadership in sustainability planning: propagating visions through empathic communication. Journal of Environmental Planning and Management, 58(3), 464-481.
  • Siebenhüner, B., and Arnold, M. (2007). Organizational learning to manage sustainable development. Business strategy and the environment, 16(5), 339-353.
  • Stead, W. E., and Garner Stead, J. (1994). Can humankind change the economic myth? Paradigm shifts necessary for ecologically sustainable business.Journal of Organizational Change Management, 7(4), 15-31.
  • Sterling, S. (2004). Higher education, sustainability, and the role of systemic learning. In Higher education and the challenge of sustainability (pp. 49-70). Springer Netherlands.
  • Thom, N., and Zaugg, R. J. (2004). Nachhaltiges und innovatives Personalmanagement. In Nachhaltiges Innovationsmanagement (pp. 215-245). Gabler Verlag.
  • Florea, N. V., Goldbach, I., and Goldbach, F. (2011). Relationships between human resources management and organizational culture. Proceedings Conferinţa internaţională ECMLG, 486-496.
  • Visser, W., and Courtice, P. (2011). Sustainability leadership: Linking theory and practice. (October 21, 2011). Available at SSRN: http://ssrn.com/abstract=1947221 or http://dx.doi.org/ 10.2139/ssrn.1947221
  • Wagner, M. (2011). Environmental management activities and sustainable HRM in German manufacturing firms—Incidence, determinants, and outcomes.Zeitschrift für Personalforschung/German Journal of Research in Human Resource Management, 157-177.
  • Wilkinson, A., Hill, M., and Gollan, P. (2001). The sustainability debate.International Journal of Operations and Production Management, 21(12), 1492-1502.
  • Yavuz, V. A. (2010). Sürdürülebilirlik Kavramı ve İşletmeler Açısından Sürdürülebilir Üretim Stratejileri. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(14).
  • Yeşil, S., ve Dereli, S. F. (2012). Örgütsel Adalet ve İş Tatmini Üzerine Bir Alan Çalışması. Kahramanmaraş Sütçü İmam Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 2(1), 105-122.
  • Zaugg, R. J. (2002). Mit Profil am Arbeitsmarkt agieren. Personalwirtschaft, 13-18.
There are 58 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Mustafa Kesen

Publication Date April 9, 2016
Published in Issue Year 2016 Volume: 5 Issue: 3

Cite

APA Kesen, M. (2016). İşletme Yönetiminde Sürdürülebilir İnsan Kaynakları Yönetiminin Yeri ve Önemi. İnsan Ve Toplum Bilimleri Araştırmaları Dergisi, 5(3), 554-573. https://doi.org/10.15869/itobiad.24110

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