Vol. 9 No. 3 (2021): Business & Management Studies: An International Journal

The role of green human resources management practices in corporate social responsibility

Yeliz Kavgacı
Yıldız Technical University
Turhan Erkmen
Assoc. Prof. Dr., Yıldız Technical University

Published 2021-09-24


  • Yeşil İnsan Kaynakları Yönetimi, Kurumsal Çevre Sorumluluğu, Kurumsal Sosyal Sorumluluk, Sürdürülebilirlik
  • Green Human Resources Management; Corporate Environmental Responsibility, Corporate Social Responsibility, Sustainability

How to Cite

Kavgacı, Y., & Erkmen, T. (2021). The role of green human resources management practices in corporate social responsibility. Business &Amp; Management Studies: An International Journal, 9(3), 794–821. https://doi.org/10.15295/bmij.v9i3.1792


Hrm department is the most critical contributor to all the companies for attracting and motivating the participation of employees in conducting environmental responsibility projects and activities. This paper elaborated on various Green-HR practices that can be incorporated to create a sustainable workplace. With this context, green recruitment, green performance evaluation, green education and development, green compensation and reward systems, green employee relations, employee empowerment and employee participation dimensions work discussed together with corporate social responsibility. In this study, six firms that published the current sustainability report and achieved success were selected from 50 Istanbul Stock Exchange sustainability index firms as samples. The primary purpose of the research is to analyze the green human resources dimensions of these firms with their corporate environmental responsibility approaches and activities and to identify sectoral differences. Furthermore, content analysis from qualitative research methods analyses companies’ websites and current sustainability reports published annually. As a result of the analyzes, it has been determined that there are sectoral differences for Green-HR dimensions in Corporate Environmental Responsibility projects, daily organizational activities and practices. Furthermore, it was observed that all of the firms involved in the study conducted Green-HR activities such as green recruitment, green training and development, green performance management and performance evaluation, green employee relations, employee participation and empowerment. However, for the green wage and reward practices in green HR, no critical data was available to be collected.


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