Publication: Yeşil insan kaynakları yönetimi uygulamalarının örgütsel sinizm ve örgütsel bağlılık üzerindeki etkisi =Tthe effect of green human resources management practices on organizational cynicism and organizational commitment
Abstract
Bu araştırmada yeşil insan kaynakları yönetimi uygulamalarının örgütsel sinizm ve örgütsel bağlılık üzerindeki etkisinin ortaya konması amaçlanmıştır. Bu amaç doğrultusunda araştırma tanımlayıcı tipte anket yöntemi ile gerçekleşmiştir. Araştırmanın çalışma grubunu özel bir üniversite hastanesinde görev yapmakta olan 346 sağlık çalışanı oluşturmaktadır. Araştırma verilerinin toplanmasında “Yeşil İnsan Kaynakları Yönetimi Ölçeği (YİKYÖ)”, “Örgütsel Sinizm Ölçeği (ÖSÖ)” ve “Örgütsel Bağlılık Ölçeği (ÖBÖ)” kullanılmıştır. Araştırma sonucunda yeşil insan kaynakları yönetimi uygulamaları ile örgütsel bağlılık arasında pozitif yönde anlamlı ilişki bulunmuştur. Yeşil performans yönetimi, yeşil katılım ve eğitim, yeşil ücret ve ödül ile örgütsel bağlılık arasında da pozitif yönde anlamlı ilişki bulunurken; örgütsel sinizm ile negatif ilişki bulunmuştur. Araştırmada yaş ve mesleki deneyimin artmasıyla birlikte yeşil performans yönetimi, örgütsel bağlılık ve devam bağlılığı düzeylerinin arttığı, örgütsel sinizm düzeylerinin düştüğü bulunmuştur. Erkek katılımcıların yeşil performans yönetimi ve örgütsel bağlılık puanlarının kadınlardan yüksek olduğu saptanmıştır. Benzer biçimde lisans mezunlarında yeşil performans yönetimi ve örgütsel sinizm düzeylerinin, ön lisans mezunlarında ise örgütsel bağlılık ve duygusal bağlılık düzeylerinin daha yüksek olduğu tespit edilmiştir. Medeni durumun YİKY uygulamaları, örgütsel sinizm ve bağlılık üzerinde anlamlı bir fark yaratmadığı bulunmuştur.
In this study, it is aimed to reveal the effect of green human resources management practices on organizational cynicism and organizational commitment. For this purpose, the research was carried out with a descriptive type questionnaire method. The study group of the study consists of 346 healthcare professionals working in a private university hospital. Demographic Information Form, Green Human Resources Management Scale (YKYÖ), Organizational Cynicism Scale (ÖS) and Organizational Commitment Scale (ÖBÖ) were used to collect the research data. As a result of the research, a significant positive relationship was found between green human resources management practices and organizational commitment. While there is a significant positive relationship between green performance management, green participation and training, green wages and rewards, and organizational commitment; A negative correlation was found with organizational cynicism. In the study, it was found that with the increase in age and professional experience, the levels of green performance management, organizational commitment and attendance commitment increased, and the levels of organizational cynicism decreased. It was determined that the green performance management and organizational commitment scores of male participants were higher than women. Similarly, it was determined that green performance management and organizational cynicism levels were higher in undergraduate graduates, and organizational commitment and emotional commitment levels were higher in associate degree graduates. Marital status was found to make no significant difference in HRM practices, organizational cynicism, and commitment.
In this study, it is aimed to reveal the effect of green human resources management practices on organizational cynicism and organizational commitment. For this purpose, the research was carried out with a descriptive type questionnaire method. The study group of the study consists of 346 healthcare professionals working in a private university hospital. Demographic Information Form, Green Human Resources Management Scale (YKYÖ), Organizational Cynicism Scale (ÖS) and Organizational Commitment Scale (ÖBÖ) were used to collect the research data. As a result of the research, a significant positive relationship was found between green human resources management practices and organizational commitment. While there is a significant positive relationship between green performance management, green participation and training, green wages and rewards, and organizational commitment; A negative correlation was found with organizational cynicism. In the study, it was found that with the increase in age and professional experience, the levels of green performance management, organizational commitment and attendance commitment increased, and the levels of organizational cynicism decreased. It was determined that the green performance management and organizational commitment scores of male participants were higher than women. Similarly, it was determined that green performance management and organizational cynicism levels were higher in undergraduate graduates, and organizational commitment and emotional commitment levels were higher in associate degree graduates. Marital status was found to make no significant difference in HRM practices, organizational cynicism, and commitment.