Gaining a Competitive Advantage through Green Human Resource Management

The practices of environmental protection and the prevention of environmental pollution have emerged as a result of recent environmental problems when the humans noticed that natural resources are limited. Environmental management practices have accelerated with the conscious acts of businesses on environmental issues since they have the greatest responsibility for environmental pollution. After the 2000s, businesses have started to prefer to be a part of the solution rather than being at the center of the problem and tended to green business and management practices. For improved environmental performance, sustainable competitive advantage, and environmental management, environmental consciousness should be taken into consideration in each and every human resource function ranging from recruitment to training of employees, from performance assessment to rewarding. In this sense, green human resources management (GHRM), allowing improved employee consciousness and commitment to environmental sustainability, has become an interesting issue. In the present study, green human resources management and practices are evaluated, significant issues are pointed out, and recommendations are made for future researchers who wish to work upon this subject

Green Value Chain: A Case Study in Turkey about the Relationships among Antecedents, Initiatives and Results of Green Value Chain Implementations

The present study was conducted to determine the green value chain implementations of large and medium size businesses and to investigate the relationships among antecedents, initiatives and results of green value chain implementations. The antecedents of green value chain implementations were considered from four dimensions namely regulations, public concerns, expected competitive advantage and top management commitment; green value chain initiatives were considered from three dimensions namely green primary activities, green internal support activities and green external support activities; the results of green value chain implementations were considered from two dimensions namely economic performance and socio-ecologic performance. A model was created according to the objectives of the study and hypotheses were formed. Multiple regression analyses were performed to investigate the relationships between the antecedents and initiatives of green value chain implementations. A relationship was not observed between green primary activities and economic and socio-ecologic performance. While a positive relationship was observed between green external support activities and economic performance, a positive relationship was observed between green internal support activities and both economic and socio-ecologic performance.</p

Relationships Between Emotional Competence And Task-Contextual Performance Of Employees

The present study was conducted to determine the relationships between the emotional competence and task-contextual performance of employees. Data were gathered from 342 employees working in state and private banks. Relationships between the variables, significant relationships between the emotional competence dimensions and performance dimensions were observed in this study. No relationship was observed between the “guilty” dimension of emotional competence and task performance.Non-hierarchical cluster analysis was selected and K-means cluster analysis was performed to determine the emotional competence levels of participant banking professionals. The seven pre-specified emotional competences were classified by using Ward’s method. Cluster analysis revealed that the emotional competences of the participants were clustered in two groups as high and low. Regression analyses revealed insignificant relationships between the emotional competence and task performance of employees, but positive significant relationships between emotional competence and contextual performance. Significant differences were also observed in the emotional competence levels and task-contextual performances of employees. In other words, individuals with high emotional competence levels also exhibited high performances

Örgütlerde İnsan Kaynakları Uygulamaları İle Algılanan Örgütsel Destek Arasındaki İlişkilerin Belirlenmesine Yönelik Bir Araştırma

1990&rsquo;lı yıllardan itibaren pop&uuml;ler hale gelen algılanan &ouml;rg&uuml;tsel destek, &ouml;rg&uuml;t ve &ccedil;alışanlar &uuml;zerinde olumlu ve olumsuz etkileri olan &ouml;nemli bir konudur. Algılanan &ouml;rg&uuml;tsel destek, pek &ccedil;ok a&ccedil;ıdan işletmelerin uzun d&ouml;nemde devamlılığının belirleyicisi olabilmektedir. Bu &ccedil;alışmada beş boyutta ele alınan insan kaynakları uygulamaları ile &ouml;rg&uuml;tsel destek algısı arasındaki ilişkiler hem tek tek boyutlar itibarı ile hem de t&uuml;m boyutlarıyla ele alınarak incelenmiştir. Kayseri ilinde faaliyet g&ouml;steren yatak ve yan sanayi işletmelerinde y&uuml;r&uuml;t&uuml;len araştırmada, boyutlar itibarı ile eğitim ve insan kaynakları politikaları oluşturma uygulamaları ile algılanan &ouml;rg&uuml;tsel desteği arasında ve genel insan kaynakları uygulamaları ve algılanan &ouml;rg&uuml;tsel destek arasında pozitif y&ouml;nl&uuml; ilişkiler olduğu sonucuna ulaşılmıştır.</p

Effects of Perceived Psychological Contract Breach on Turnover Intention: Intermediary Role of Loneliness Perception of Employees

AbstractThe present study was conducted to determine the effects of perceived breaches in two types of psychological contracts (relational and transactional) on turnover intention and to determine the intermediary role of loneliness perception of the employee (social and emotional loneliness) in those effects. Along with these objectives, a research was conducted on manufacturing industry businesses operating in Kayseri Organized Industrial Region. Survey results revealed a positive relationship between relational psychological contract breach and turnover intention, however a relationship was not observed between transactional contract breach and turnover intention. Intermediary role of emotional loneliness on turnover intention of employees feeling a contract breach in their work places was also determined and emotional loneliness perception had augmenting impacts on turnover intentions