The effect of organizational learning on sustainable human resources management: A research on companies in BIST sustainability index

Human resources for businesses are one of the important competitive advantages. Thanks to the acquisition and retention of critical human resources, the competitive advantage of enterprises increases. However, due to the environmental uncertainty faced by businesses, human resources are affected as much as other resources. Businesses make significant contributions to the fight against environmental uncertainty in the organizational learning process. For this reason, organizational learning is considered as an important contribution to combating environmental uncertainty in ensuring the sustainability of human resources management. This study was prepared to examine the effect of organizational learning on sustainable HRM practices applied in businesses. For this purpose, a quantitative study was conducted with the participation of 132 employees working as human resources specialists in 58 companies included in the BIST sustainable index. The data obtained from the participants were subjected to correlation, regression, t-test and ANOVA tests to determine the relationship between organizational learning and sustainable HRM, the effect of organizational learning on sustainable HRM and the effect of demographic variables on the perception of sustainable HRM. According to the findings obtained, the sub-factors of sustainable HRM, working conditions, employee development and happiness sub-factor, in-house knowledge sharing sub-factor, environmental sensitivity sub-factor and determination to learn sub-factor significantly and positively affect, at the same time, working conditions, employee development and It was seen that the happiness sub-factor was affected by the open-mindedness sub-factor and the environmental sensitivity sub-factor was significantly and negatively affected by the shared vision sub-factor. Considering the effects of the variables on the perception of sustainable HRM, it was concluded that the age factor had an effect on the perception of flexibility practices, while the age and education variables had an effect on the perception of the paperless-digital processes sub-factor. As a result, it was concluded that there is a weak relationship between organizational learning and sustainable human resource management.