Abstract:

Recently, the results of green human resource management (GHRM) and green supply chain management (GSCM) practices of companies such as environmental protection, sustainable development and gaining competitive advantage are widely discussed in the literature. As the activities of the companies to increase their ecological performance within the scope of sustainability become widespread in all sectors, it is seen that some companies begin to play important roles in supply chain processes by designing HRM practices, which are referred to as the best green human resource management practices. This study seeks to answer the questions of (i) what are the main components of GHRM and GSCM applications and (ii) which HRM and SCM applications produce effective results in terms of firms' ecological performance in ensuring GHRM and GSCM integration. In this respect, the study consists of two main parts. In the first part of the study, a conceptual model explaining the effects of GSCM and GHRM on the ecological performance of firms as a result of their separate and joint interactions is proposed for the first time in the national literature. In the second part of the study, research conducted with senior supply chain unit managers and HRM directors of leading companies in the sector with their environmentally sensitive practices. The research was conducted with an in-depth interview method, which is one of the qualitative data collection methods. As a result of the analyzes, significant differences were found between GSCM and GHRM relations between supply chain unit managers and HRM unit managers. Besides, the level and commitment of the senior management and other department managers to adopt environmental values were determined by all participants as the most important human factor in determining the effectiveness of GHRM and GSCM practices.

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