Istanbul Business Research

SUBMITINFORMATION
EnglishTürkçe

Research Article


DOI :10.26650/ibr.2020.49.0053   IUP :10.26650/ibr.2020.49.0053    Full Text (PDF)

Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study

Burcu Özgül, Serdar Bozkurt, Yonca Gürol

This study conducted between November 2017 and October 2018 investigates companies included in the stock market sustainability index (BIST) in Istanbul. The focus of the research was on whether or not their sustainability works/ projects materialized, which shareholders were involved in this process and whether sustainability was integrated into their company activities. In addition, the issue of the relationship between sustainability studies and human resources applications and the question of whether or not human resources took a strategical role were investigated. 18 of the 44 companies included in the BIST Sustainability Index (41%) participated in the study. The result of the study shows that companies integrated sustainability into their corporate policies. Furthermore, the companies internalized sustainability with the aims of increasing corporate dignity and brand value, contributing to economic and social recovery, improving relations with shareholders and gaining trust from public opinion.

Keywords: Corporate sustainability, BIST sustainability index, Strategic human resources management, Sustainable human resources management
DOI :10.26650/ibr.2020.49.0053   IUP :10.26650/ibr.2020.49.0053    Full Text (PDF)

Sürdürülebilirlik Perspektifinden İnsan Kaynakları Uygulamalarının İncelenmesi: Görgül Bir Çalışma

Burcu Özgül, Serdar Bozkurt, Yonca Gürol

Araştırmada Kasım 2017- Ekim 2018 döneminde Borsa İstanbul (BIST) Sürdürülebilirlik Endeksi’nde yer alan şirketlerin yürütmekte oldukları sürdürülebilirlik çalışmalarını/projelerini hangi amaçlar doğrultusunda gerçekleştirdikleri, bu sürece hangi paydaşların dahil edildiği ve sürdürülebilirliğin şirket faaliyetlerine entegrasyonunun sağlanıp sağlanamadığı incelenmiştir. Ayrıca araştırmada, sürdürülebilirlik çalışmalarının insan kaynakları uygulamaları ile ilişkisi ve insan kaynaklarının stratejik bir rol üstlenip üstlenmedikleri araştırılmıştır. Araştırmaya, BİST Sürdürülebilirlik Endeksi’nde yer alan 44 şirketten 18’i katılmıştır (%41). Araştırma sonucu, şirketlerin sürdürülebilirliği kurumsal politikalarına entegre etmiş olduklarını göstermektedir. Yine şirketlerin; kurumsal itibarı ve marka değerini artırma, ekonomik ve sosyal kalkınmaya katkıda bulunma, paydaşlarla ilişkilerini geliştirme ve kamuoyunun güvenini kazanma gayeleriyle sürdürülebilirliği içselleştirdikleri görülmektedir.  

Keywords: Kurumsal sürdürülebilirlik, BIST sürdürülebilirlik endeksi, Stratejik insan kaynakları yönetimi, Sürdürülebilir insan kaynakları yönetimi

EXTENDED ABSTRACT


The way that businesses obtain the human resources they need and protect natural resources, is through the concept of sustainable development. The idea of sustainable development was defined by the Brundtland Commission (1987) as “a development that meets today’s needs without compromising the ability of future generations to meet their own needs”. Corporate sustainability is a business approach that focuses on sustainable development. It is defined as the integration of economic, social, and environmental responsibilities with corporate governance principles into business management (Azapagic, 2003; Borsa İstanbul, 2014). The nature of the corporate sustainability paradigm argues that, by its very nature, these three responsibilities should be handled together without neglect. From this point of view, it is quite clear that enterprises should adopt strategies and activities that can meet the needs of themselves and their partners by protecting, maintaining, and developing both human and natural resources. To do this, it is vital that they regulate management tools, concepts, and systems. In the light of this, businesses adopt sustainability as an organizational culture, and formulate, and implement corporate sustainability strategies in line with the sustainability axis, considering the views of all stakeholders. They also publish their results in the form of sustainability reports on the principle of transparency and accountability. Moreover, businesses set up a sustainability committee to address economic, social, and environmental issues in terms of risk and strategic opportunities, and discuss their mission, vision, and strategies and their short- and long-term objectives in line with the sustainability paradigm.

The importance of human resources, which is one of the most important elements of intellectual capital, is an undeniable fact in the realization of the vision and mission of corporate sustainability. It is critically important for an enterprise to manage its human resources in line with the sustainability paradigm to achieve sustainability-oriented change. Among the various management systems involved in sustainability-driven transformation, the belief that human resources management has a central role in facilitating and supporting this transformation is striking in the current literature (Ramus & Steger 2000; Daily & Huang 2001; Vickers 2005; Jabbour & Santos 2008; Preuss, Haunschild & Matten 2009). In this context, the concept of sustainable human resources management gains importance for the enterprises to perform their activities in line with corporate sustainability. From this point of view, the purposes of this research are three-fold, namely, to ascertain the reason for the use of sustainability studies/projects carried out by the enterprises included in the BIST Sustainability Index, to determine which stakeholders are involved in this process, and to investigate the impact of sustainability studies on the human resources function and practices and their level. Also, it will be analyzed whether human resources managers play a strategic role in sustainability studies. According to Ehnert (2009), sustainable human resources management is the prolongation of strategic human resources management. It is, therefore, clear that the strategic role of human resources management should also be questioned and uncovered.

The sample of this study, which was conducted to measure the impact of corporate sustainability efforts on human resources practices and the strategic contribution and level of human resources management to these studies, involved 44 companies included in the BIST Sustainability Index between November 2017 and October 2018. These companies are preferred because their corporate sustainability performance levels are high.

In this study, the questionnaire technique was used as a data collection tool. The questions in the survey, which also includes a detailed literature review and the CRANET 2015-2016 Report on Turkey, were formed utilizing expressions which are accepted as an indication of the strategic role of this research. 18 of the 44 companies included in the BIST Sustainability Index (41%) participated in the survey. The results of the research show that the participant enterprises have integrated sustainability into their corporate policies. It can be said that businesses internalize sustainability to increase the corporate reputation and brand value, contribute to economic and social development, develop relations with stakeholders, and gain public confidence. Furthermore, it is understood that sustainability has an impact on human resources functions and practices, and it can be stated that the human resources department plays a strategic role.


PDF View

References

  • Aghaei, N., M. Keivan ve S. Shahrbanian (2012), Relationship between organizational justice and intention to leave in employees of sport and youth head office of Tehran. European Journal of Experimental Biology, 2 (5), 1564–1570. google scholar
  • Akgeyik, T. (2010). İnsan kaynakları yönetimi boyutuyla kurumsal sosyal sorumluluk: Bir alan araştırması. Sosyal Siyaset Konferansları Dergisi, 65–106. google scholar
  • Aktaş, Hakkı. (2017). İşletmelerde sürdürülebilirliğin sağlanmasında lider yöneticilerin rolü ve küresel en iyi uygulama örnekleri”, İşletmelerde Sürdürülebilirlik Dinamikleri, Ed. (Işıl Menteş Pekdemir), İstanbul: Beta Yayıncılık. google scholar
  • Alt, E., Diez-de-Castro, E. P., & Llorens-Montes, F. J. (2015). Linking employee stakeholders to environmental performance: the role of proactive environmental strategies and shared vision. Journal of Business Ethics, 128, 167–18. google scholar
  • Anderson, V., Garavan, T., & Sadler-Smith, E. (2014). Corporate social responsibility, sustainability, ethics and international human resource development. Human Resource Development International, 17(5), 497–498. google scholar
  • Aras, G. ve Sarıoğlu, G. U. (2015). Kurumsal raporlamada yeni dönem: Entegre raporlama. İstanbul: TÜSİAD Yayınları. Argüden, Y. (2007). Yönetim kurulu sırları, İç Denetim Dergisi, 20, 30–32. google scholar
  • Azapagic, A. (2003). Systems Approach to corporate sustainability- a general management framework. Process Safety and Environmental Protection-Part B, 81, 303–316 google scholar
  • Baird, L. ve Meshoulam, I. (1988). Managing two fits of strategic human resource management. Academy of Management Review, 14, 116–128. google scholar
  • Bansal, P. (2005). Evolving sustainably: A longitudinal study of corporate sustainable development. Strategic Management Journal, 26(3), 197–218. google scholar
  • Bansal, P., Jiang, G. F., & Jung, J. C. (2015). Managing responsibly in though economic times: Strategic and tactical csr during the 2008-2009 global recession. Long Range Planning, 48(2), 69–79. google scholar
  • Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120. google scholar
  • Becker, B. E., & Gerhart B. (1996). The impact of human resource management on organizational performance: progress and prospects. Academy of Management Journal, 39(4), 779–801. Borsa İstanbul (2014). Sürdürülebilirlik Rehberi. İstanbul. google scholar
  • 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. google scholar
  • Bjorkman, I., & Xiucheng. F. (2002). Human resource management and the performance of wern firms in China. International Journal of Human Resource Management, 13(6), 853–864. google scholar
  • Boxall, P., Purcell, J., & Wright, P. (2007). Human resource management: scope, analysis, and significance”. içinde The Oxford Handbook of Human Resource Management. Oxford: Oxford University Press. google scholar
  • Bowen, D. E., Galang, C., & Pillai, R. (2002). The role of human resource management: an exploratory study of cross‐country variance. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 41(1), 103–122. Bratton J. ve Gold, J. (2007). Human Resource Management: Theory and Practice. 6th ed. Palgrave Macmillan. google scholar
  • Clutterbuck, D. (2003) Managing Work-Life Balance: A Guide for HR in Achieving Organisational and Individual Change, London, CIPD Publishing. google scholar
  • Collins, C. J ve Clark, K. D. (2003). Strategic human resources practices and top management team social networks: an examination of the role of HR practices in creating organizational competitive advantage. Academy of Management Journal, 46 (6), 740–752. google scholar
  • Cook, T. (2004). Communicating with Employees, A Jackson Wells Morris White Paper. google scholar
  • Daily, B. F., & Huang, S. (2001). Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management, 21(12), 1539–1552. google scholar
  • Darnall, N., Jolley, G. J., & Handfield, R. (2008). Environmental management systems and green supply chain management: Complements for sustainability? Business Strategy and the Environment, 17(1), 30–45. google scholar
  • Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949–969. google scholar
  • Delmas, M., & Keller, A. (2005). Free riding in voluntary environmental programs: The case of the U.S. EPA WasteWise program. Policy Sciences, 38(2–3), 91–106. google scholar
  • Dyllick, T., & Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11(2), 130–141. google scholar
  • Eccles, R. G., Miller Perkins, K., & Serafeim, G. (2012). How to become sustainable company. MIT Sloan Management Review, 53(4), 43–50. google scholar
  • Ehnert, I. (2006, March). Sustainability Issues in Human Resource Management: Linkages, theoretical approaches, and outlines for an emerging field. In 21st EIASM Workshop on SHRM (pp. 30-31). Aston, Birmingham. google scholar
  • Ehnert, I. (2009). Sustainable Human Resource Management A Conceptual and Exploratory Analysis from a Paradox Perspective. Springer, London New York. google scholar
  • Ehnert, I., & Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: Introduction to the special issue. Management Revue, 23 (3), 231–238. google scholar
  • Ericksen, J., & Dyer. L. (2005). Toward a strategic human resource management model of high reliability organizational performance. International Journal of Human Resource Management, 16(6), 907–928. google scholar
  • Esfahani, S. A., Rezaii, H., Koochmeshki, N., & Parsa, S. S. (2017). Sustainable and flexible human resource management for innovative organizations. Ad-Minister, 30, 195–215. google scholar
  • Faris, C., Gilbert, B., LeBlanc, B., Ballou, B., & Heitger, D. L. (2013). Demystifying Sustainability Risk: Integrating the Triple Bottom Line into an Enterprise Risk Management Program; Committee of Sponsoring Organizations of the Treadway Commission. google scholar
  • Freitas, W., Jabbour, Ch., & Santos, F. (2011). Continuing the Evolution: towards Sustainable HRM and Sustainable Organizations. Business Strategy Series, 12(5), 226–234. google scholar
  • Fisk, P. R. (2010). Sürdürülebilir büyüme: İnsan, gezegen, kar (Çeviri: E. Yıldırım). İstanbul: Media Cat Kitapları. google scholar
  • Galpin, T., Whitttington, J. L., & Bell, G. (2015). Is your sustainability strategy sustainable? Creating a culture of sustainability. Corporate Governance, 15(1), 1–17. google scholar
  • Gladwin, T. N., Kennelly, J. J., & Krause, T. S. (1995). Shifting paradigms for sustainable development: Implications for management theory and research. Academy of Management Review, 20(4), 874–907. google scholar
  • Glavič, P., & Lukman, R. (2007). Review of sustainability terms and their definitions. Journal of Cleaner Production. 15(18), 1875–1885. google scholar
  • Gollan, P. J. (2005). High involvement management and human resource sustainability: The challenges and opportunities. Asia Pacific Journal of Human Resources, 43(1), 18–33. google scholar
  • Guerci, M., & 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. google scholar
  • Gürer, Ç. ve Tutkun, S. (2014). Sürdürülebilirlik yolculuğu, KPMG Gündem Dergisi. 19, 20–22. google scholar
  • Gürol, Y. D. ve Gemici, E. (2017). Armstrong’un stratejik insan kaynakları yönetimi el kitabı. Ankara: Nobel Yayınları. google scholar
  • Hassan, A. (2002). Organizational Justıce as a Determınant of Organızatıonal Commıtment And Intentıon To Leave, Asian Academy of Management Journal, 7(2), 55–66. google scholar
  • Helfaya, A. ve Moussa, T. (2017). Do board’s corporate social responsibility strategy and orientation influence environmental sustainability disclosure? UK evidence. Business Strategy and the Environment, 26, 1061– 1077. google scholar
  • Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38(3), 635–672. google scholar
  • Jabbour, C. J. C., & 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. google scholar
  • Jarlström, M. Saru, E., & Vanhala, S. (2016). Sustainable human resource management with salience of stakeholders: A top management perspective. Journal of Business Ethics, 1–22. google scholar
  • Jerome, N. (2013). Impact of Sustainable Human Resource Management and Organizational Performance. International Journal of Asian Socaial Science, 3(6), 1287-1292. google scholar
  • Jenkins, H. (2003). Small and Medium Sized Enterprises and Corporate Social Responsibility, The ESRC Centre for Business Relationships, Accountability, Sustainability and Society, Cardiff. google scholar
  • Keçecioğlu. T. (2009). Stratejik insan kaynakları yönetimine kaynak bazlı bakış açısı üzerine değerlendirmeler, Ege Akademik Bakış, 9(1), 159–171. google scholar
  • 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. google scholar
  • Koçoğlu, M. (2017). Sürdürülebilirlik çerçevesinde insan kaynakları yönetimi, içinde İşletmelerde Sürdürülebilirlik Dinamikleri, Ed. (Işıl Menteş Pekdemir), İstanbul: Beta Yayınevi. google scholar
  • KPMG. (2005). KPMG International Survey of Corporate Responsibility Reporting, Amsterdam. google scholar
  • Kurtuluş, K. (2004). Pazarlama Araştırmaları (7. bs). İstanbul: Literatür Yayınları. Kuşat, N. (2012). sürdürülebilir işletmeler için kurumsal sürdürülebilirlik ve içsel unsurları. Afyon Kocatepe Üniversitesi İİBF Dergisi, 14(2), 227–242 google scholar
  • Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantadge: A competency-based perspective. Academy of Management Review, 19(4), 699–727. google scholar
  • Mahajan, A., & Benson, P. (2013). Organisational justice climate, social capital and firm performance. The Journal of Management Development, 32(7), 721–736. google scholar
  • McGraw, P., & Heidtman, D. (2009). Work life balance in australian legal firms. IJES, 17(2), 1–33. google scholar
  • Malone, E. K., & Issa, R. R. (2012). Work-life balance and organizational commitment of women in the US construction industry. Journal of Professional Issues in Engineering Education and Practice, 139(2), 87–98. google scholar
  • Manfredi, S., & Holliday, M. (2004). Work-life balance, great Britain. The Centre for Diversity Policy Research. Mazur, B. (2015). Sustainable human resource management. The attempt of holistic approach. Ekonomia i Zarządzanie, 7(2), 158–170. google scholar
  • Melnyk, S. A., Sroufe, R. P., & Calantone, R. L. (2003). Assessing the impact of environmental management systems on corporate and environmental performance. Journal of Operations Management, 21(3), 329–351. google scholar
  • Montiel, I. (2008). Corporate social responsibility and corporate sustainability: separate pasts, common futures. Organization & Environment, 21(3), 245–269. google scholar
  • Naithani, P. (2010). Overview of work-life balance discourse and its relevance in current economic scenario. Asian Social Science, 6(6), 148–155. google scholar
  • Osterman, P. (1987). Choice of employment systems in internal labor markets. Industrial Relations: A Journal of Economy and Society, 26(1), 46–67. google scholar
  • Oswal, N., & Narayanappa, G.L. (2014). Evolution of HRM to E-HRM towards organizational effectiveness and sustainability. International Journal of Recent Development in Engineering and Technology, 2(4), 7–14. google scholar
  • Özçelik, A. O. (2006). Türkiye ve ABD’deki işletmelerde insan kaynakları departmanlarının stratejik rolüne ilişkin karşılaştırmalı bir çalışma. Yönetim Bilimleri Dergisi, 4(1), 69–94. google scholar
  • Özgül, B. ve Tarhan-Mengi, B. (2016). Kurumsal sürdürülebilirlik ve güvencesi: İç denetim. İstanbul: Beta Yayınevi. google scholar
  • Özgül, B. ve Gürol, Y. (2019). Kurumsal sürdürülebilirlikte sürdürülebilir insan kaynakları yönetiminin rolü üzerine bir içerik analizi. Doğuş Üniversitesi Dergisi ,20(1), 107–126. google scholar
  • Peters F., & Romi, M. (2015). The association between sustainability governance characteristics and the assurance of corporate sustainability reports. Auditing, 34(1), 163–198. google scholar
  • Petrini, M., & Pozzebon, M. (2010). Integrating sustainability into business practices: Learning from Brazilian firms. Brazilian Administration Review, 7(4), 362–378. google scholar
  • Pfeffer, J. (1994). Competitive advantage through people. Cambridge MA: Harvard Business Scholl Pres. google scholar
  • Pisani, J. A. Du. (2006). Sustainable development- historical roots of the concept. Enviromental Science, 3(2), 83–96. google scholar
  • Preuss, L., Haunschild, A., & Matten, D. (2009). The rise of CSR: Implications for HRM and employee representation. The International Journal of Human Resource Management, 20(4), 953–973. google scholar
  • Prins, De. P., Van Beirendonck, L., De Vos, A., & Segers, J. (2014). Sustainable HRM: Bridging theory and practice through the “Respect Openness Continuity (ROC)”- model. Management Revue, 263–284. google scholar
  • PWC. (2011). İMKB ve iş dünyası ve sürdürülebilir kalkınma derneği, Türk İş Dünyası’nda Sürdürülebilir Uygulamaları Değerlendirme Raporu. google scholar
  • Ramus, C. A., & Steger, U. (2000). The roles of supervisory support behaviors and environmental policy in employee “Eco-initiatives” at leading-edge European companies. Academy of Management Journal, 43(4), 605–626. google scholar
  • Roosa, A. S. (2010). Sustainable development handbook. Fairmont Press. google scholar
  • Ryder, G. (2003). Social Responsibilities of Business and Workers Rights içinde Labour Education: Corporate Social responsibility: Myth or Reality?, 130, 21–24. google scholar
  • Saif, M. I., Malik, M. I., & Awan, M. Z. (2011). Employee work satisfaction and work - life balance: a pakistani perspective. Interdisciplinary Journal of Contemporary Research In Business, 3(5), 606–617. google scholar
  • Schaltegger, S., & Christian H. (2006). Corporate Sustainability Reporting-An Overview, (Ed. Stefan Schaltegger, Martin Bennett, Roger Burritt, Sustainability Accounting and Reporting, Dordrecht, Springer Publishing, ss.301-324. google scholar
  • Schein, E. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass, San Francisco : California. google scholar
  • Schuler, R. S. (1992). Strategic human resource management: linking people with the strategic needs of the business, Organization Dynamics, 21(1), 18–32. google scholar
  • Schuler, R., & Jackson, S. E. (1987). Linking competitive strategies with human resource management practices. Academy of Management Executive, 1(3), 207–219. google scholar
  • Schuler, R., & Jackson, S. E. (2014). Human resource management and organizational effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1(1), 35–55. google scholar
  • Seviçin, A. (2006). Kaynaklara dayalı rekabet stratejisi geliştirme. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 15, 109–124. google scholar
  • Seow, C., Hillary, R., Gao, S. S., & Zhang, J. J. (2006). Stakeholder engagement, social auditing and corporate sustainability. Business Process Management Journal, 12(6), 722–740. google scholar
  • Sohn, Y. W., & Shin, J. (2015). Effects of employees’ social comparison behaviors on distributive justice perception and job satisfaction. Social Behavior & Personality, 43(7), 1071–1083. google scholar
  • Spector, P. E., & Che, X. X. (2014). Re-examining citizenship: How the control of measurement artifacts affects observed relationships of organizational citizenship behavior and organizational variables. Human Performance, 27(2), 165–182. google scholar
  • Sakthivel, D., & Jayakrishnan, J. (2012). Work life balance and organizational commitment for nurses. Asian Journal of Business and Management Sciences, 2(5), 1–6. google scholar
  • Stankeviciute, Z., & Savaneviciene, A. (2013). Sustainability as a concept for human resource management. Economics and Management, 18(4), 837–846. google scholar
  • Stead, W. E., & Stead, G. J. (1994). Can humankind change the economic myth? Paradigm shifts necessary for ecologically sustainable business. Journal of Organizational Change Management, 7(4), 15–31. google scholar
  • Susi, S., & Jawaharrani, K. (2011). Work-life balance: the key driver of employee engagement. Asian Journal of Management Research, 2(1), 474–483. google scholar
  • Taylor, S., Osland, J., & Egri, C. P. (2012). Guest editors’ introduction: Introduction to HRM’s role in sustainability: Systems, strategies, and practices. Human Resource Management, 51(6), 789–798. google scholar
  • Thom, N., & Zaugg, R. J. (2004). Nachhaltiges und innovatives Personal management. In Nachhaltiges Innovations management. Gabler Verlag, 215–245. google scholar
  • Van Marrewijk, & M., 2003. Concepts and definitions of CSR and corporate sustainability: between agency and communion. Journal of Business Ethics, 44, 95–105. google scholar
  • Vickers, M. R. (2005). Business ethics and the HR role: past, present, and future. Human Resource Planning, 28 (1), 26–33. google scholar
  • Wilkinson, A., Hill, M., & Gollan, P. (2001). The sustainability debate. International Journal of Operations and Production Management, 21(12), 1492–1502. google scholar
  • Wirtenberg, J., Harmon, J., Russell, W. G., & Fairfield, K. D. (2007). HR’s role in building a sustainable enterprise: Insights from some of the world’s best companies. Human Resource Planning, 30, 10–20. google scholar
  • Wong, S. C. K., & Ko, A. (2009). Exploratory study of understanding hotel employees’ perception on work– life balance issues. International Journal of Hospitality Management, 28, 195–203. google scholar
  • Wright, P. M., & Snell, S. A. (1998). Toward a unifying framework from exploring fit and flexibility in strategic human resource management. Academy of Management Review, 23(4), 756–772. google scholar
  • Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295–320. google scholar
  • Zappala, G., & Cronin, C. (2003). The employee dimensions of corporate community involvement in Australia: Trends and prospects. The Journal of Corporate Citizenship, 12, 59–73. google scholar
  • Zaugg, R. J. (2002). Mit profil am arbeitsmarkt agieren. Personalwirtschaft, 13–18. google scholar

Citations

Copy and paste a formatted citation or use one of the options to export in your chosen format


EXPORT



APA

Özgül, B., Bozkurt, S., & Gürol, Y. (2020). Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study. Istanbul Business Research, 49(1), 117-145. https://doi.org/10.26650/ibr.2020.49.0053


AMA

Özgül B, Bozkurt S, Gürol Y. Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study. Istanbul Business Research. 2020;49(1):117-145. https://doi.org/10.26650/ibr.2020.49.0053


ABNT

Özgül, B.; Bozkurt, S.; Gürol, Y. Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study. Istanbul Business Research, [Publisher Location], v. 49, n. 1, p. 117-145, 2020.


Chicago: Author-Date Style

Özgül, Burcu, and Serdar Bozkurt and Yonca Gürol. 2020. “Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study.” Istanbul Business Research 49, no. 1: 117-145. https://doi.org/10.26650/ibr.2020.49.0053


Chicago: Humanities Style

Özgül, Burcu, and Serdar Bozkurt and Yonca Gürol. “Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study.” Istanbul Business Research 49, no. 1 (Apr. 2024): 117-145. https://doi.org/10.26650/ibr.2020.49.0053


Harvard: Australian Style

Özgül, B & Bozkurt, S & Gürol, Y 2020, 'Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study', Istanbul Business Research, vol. 49, no. 1, pp. 117-145, viewed 16 Apr. 2024, https://doi.org/10.26650/ibr.2020.49.0053


Harvard: Author-Date Style

Özgül, B. and Bozkurt, S. and Gürol, Y. (2020) ‘Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study’, Istanbul Business Research, 49(1), pp. 117-145. https://doi.org/10.26650/ibr.2020.49.0053 (16 Apr. 2024).


MLA

Özgül, Burcu, and Serdar Bozkurt and Yonca Gürol. “Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study.” Istanbul Business Research, vol. 49, no. 1, 2020, pp. 117-145. [Database Container], https://doi.org/10.26650/ibr.2020.49.0053


Vancouver

Özgül B, Bozkurt S, Gürol Y. Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study. Istanbul Business Research [Internet]. 16 Apr. 2024 [cited 16 Apr. 2024];49(1):117-145. Available from: https://doi.org/10.26650/ibr.2020.49.0053 doi: 10.26650/ibr.2020.49.0053


ISNAD

Özgül, Burcu - Bozkurt, Serdar - Gürol, Yonca. “Investigation of Human Resources Applications from Sustainability Perspective: An Empirical Study”. Istanbul Business Research 49/1 (Apr. 2024): 117-145. https://doi.org/10.26650/ibr.2020.49.0053



TIMELINE


Submitted30.09.2019
Accepted16.04.2020
Published Online30.04.2020

LICENCE


Attribution-NonCommercial (CC BY-NC)

This license lets others remix, tweak, and build upon your work non-commercially, and although their new works must also acknowledge you and be non-commercial, they don’t have to license their derivative works on the same terms.


SHARE




Istanbul University Press aims to contribute to the dissemination of ever growing scientific knowledge through publication of high quality scientific journals and books in accordance with the international publishing standards and ethics. Istanbul University Press follows an open access, non-commercial, scholarly publishing.