SÜRDÜRÜLEBİLİR GELİŞME KAVRAMI ÜZERİNE YAPILAN TARTİŞMALARA BİR BAKIŞ

Öz Özet:Küresel sistemin, yirminci yüzyılın ortalanndan itibaren yüzyüzegeldiği ekolojik, sosyal ve ekonomik soranlara bir çözüm olarak sunulanSürdürülebilir Gelişme (SG) kavramı, uluslararası alanda yoğun bir şekildetartı şılagelmektedir. Ancak, Türkiye'de kavramın yeterince tartışılmadığıgörülmektedir. Bu nedenle, bu çalışmada, SG kavramı üzerine yapılantartışmalara değinilmiş ve ulusa! literatürde bu alanda görülen eksikliğingiderilmesine katkı sağlanması amaçlanmıştır. Kavram üzerine yapılantartışmalar, bu alanda çalışan bilim adamlarının eserlerinden derlenmiştir.ÇaJışmada ulaşılan başlıca sonuçlar şunlardır:SG kavramı, esnek-uyarlanabilir bir "rehber-kavram"dır. Bu nedenle,tanımı uygulandığı alana göre değişebilir.SG kavramının "esnek" bir kavram olması, değişik şartlara vezamanlara uyarlanabilmesi açısından bir avantajdır.Çağdaş toplumlar, "mevcut yaşam tarzında ısrar etme" ya da "varlığımdevam ettirme" arasında bir tercihte bulunma noktasına gelmiştir.Doğal kaynakların tüketimi eşik değerlerde tutulmalıdır."Çevre koruma", "gelişme" ve "katılımcı yönetim" kavramlarıbirbirlerini destekleyebilir.Bilimsel ve teknolojik gelişmeler, gelecek kuşakların yenilenebilir veyenilenemeyen doğal kaynaklardan, bugüne göre daha verimli bir şekildeyararlanmalarına olanak tanıyacaktır.Toplumsal adaletin sağlanması, insanların ve toplumların "yapabilir"kılınmasını gerektirmektedir.SG düşüncesinin yaşama geçirilmesi, etkin demokratik katılımıgerektirmektedir.Yapılan tartışmaların kavramın içeriğini güçlendirdiği ve daha fazlaçevre tarafından kabul görmesine katkı sağladığı söylenebilir. Abstract: The concept of Sustainable Development (SD) which waspresented as a solution to the ecological, social and economic problems inglobal system as from the middle of twentieth century has been debatedintensively in international field. But, it can be said that, the concept hasn't beendebated enough in Turkey. So that, this article focused on the debates on the SDconcept. The debates on the concept were gathered from the works of scientistsswtudying on this concept. The basic results of this article can be summed up asfollows:SD is a "flexible-applicable" guide-concept. Its definition differs withrespect to the area where it is applied,Thanks to its flexiable nature, the SD concept can be adapted todifferent situations,The contemporary societies are in the position of deciding whether tocontinue their existence on earth or to continue present way of life,The consumption of natural resources should be kept at minimal level,The concept of "environment protection", "development" and"participatory management" carı support each other,The scientific and technological developments make it possible that thenew generations will benefit more effectively from both renewable andunrenewable natural resources,The realization of social justice requires the "capability" of bothindividual persons and people,The ralization of SD thought requires an effective democraticparticipation mechanism.It can be said that, the debates on the concept supported its content andmade it accepted by more parts.

___

  • Allen, N.J. ve Meyer, J.P. (1990), "Organizational Socialization Tactics: a Longitudinal Analysis of Links to Newcomers' Commitment and Role Orientation", Academy of Management Journal, 33(4), ss.847 858.
  • Bowen, D.E. ve Lawler HI, E.E. (1992), "The Empowerment of Service Workers: What, Why, How, and When", Sloan Management Review,Spring, ss.31 39.
  • Chen, Z.X. ve Francesco, A.M. (2003), "The Relationship Between The Three Components Of Commitment and Employee Performance in China",Journal of Vocational Behavior, 62(3), June, ss.490 516.
  • Cheng, Y. ve Stockdale, M.S. (2003), "The Validity of the Three-Component Model of Organizational Commitment in Chinese Context", Journal of Vocational Behavior, 62(3), June, ss.465 489.
  • Conger, J.A. ve Kanungo, R.N. (1988), "The Empowerment Process: Integrating Theory and Practice", Academy of Management Review, 13(3), ss.471482.
  • Doğan, S. (2003), Personel Güçlendirme (Empowerment), Sistem Yay.İstanbul.
  • Eren, E. (1993), Yönetim ve Organizasyon, 2.Baskı, Beta Yay, İstanbul.
  • Hançer, M. ve George, R.T. (2003), "Psychological Empowerment of Non-supervisoryEmployees Working in Full-service Restaurants",Hospitallity Management, 22, ss.3 16.
  • Hrebiniak, L.G. ve Alutto, J.A. (1972), "Personal and Role-Related Factors in the Development of Organizational Commitment", Administrative Science Quarterly, 72(17), ss.555 572.
  • Hu, S.L.Y. ve Leung, L. (2003), "Effects of Expectancy-value, Attitudes, and use of the Internet on Psychological Empowerment Experienced by Chinese Women at the Workplace", Telematics and Informatics, Article in Press, ss.365 382.
  • Kanter, R.M. (1986), "Empowerment People to Act on Ideas", Executive Excellence, February:5 6.
  • Kirkman, B.L. ve Rosen, B. (1999), "Beyond Self-Management: Antecedents and Consequences of Team Empowerment", Academy of ManagementJournal 42(1), ss.58 74.
  • Ko, J., Price, J.L. ve Mueller, C.W. (1997), "Assessment of Meyer and Allen's Three Component Model of Organizational Commitment in South Korea", Journal of Applied Psychology, 82(6), ss .961-973.
  • Lamsa, A.M. ve Savolainen, T. (1999), "Exploring Commitment in Different Contexts Change: Findings From a Study on Downsizing and Quality Improvement", Academy of Strategic and Organizational Leadership Journal, 3(1), ss.35 41.
  • Lashley, C. (1995), 'Towards on Understanding of Employee Empowerment in HospitalityServices", International Journal of Contemporary Hospitality Management, Vol:7, No:l, ss.27 32.
  • Me Donald, DJ. ve Makin, P.J. (2000), "The Psychological Contract, Organizational Commitment and Job Satisfaction of Temporary Staff, Leadership & Organization Development Journal, 21(2), ss. 84 91.
  • McGee, G.W. ve Ford, R.C. (1987), "Two (or more?) Dimensions of Organizational Commitment: Reexamination of the Affective and Continuance Commitment Scales", Journal of Applied Psychology,87(72), ss.638 642.
  • Meyer, J.P. ve Allen, N.J. (1991), "A Three-Component Conceptualization ofOrganizational Commitment", Human Resources Management /teview,9l(l),ss.61 89.
  • Meyer, J.P., Stanley, D.J., Herscovitch, L. ve Topolnytsky, L. (2002), "Affective,Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences", Journal of Vocational Behavior, 02(61), ss.20 52.
  • Murat, G. (2001), "Çağdaş Bir Yönetim Yaklaşımı: Personel Güçlendirme", Öneri, 4(16), Haziran, ss.113 126.
  • Nijhof, W.J., De Jong, M.J. ve Beukhof, G. (1998), "Employee Commitment in Changing Organizations: An Exploration", Journal of European Industrial Training, 22(6), ss.243 248.
  • Oliver, N. (1990), "Rewards, Investments, Alternatives and Organizational Commitment; Empirical Evidence and Theoretical Development",Journal of Occupational Psychology, 63(1), ss.19 31.
  • Shore, L.M., Barksdale, K. ve Shore, T.H. (1995), "Managerial Perceptions of EmployeeCommitment to the Organization", Academy of Management Journal, 38(6), ss.1593 1615.
  • Siegall, M. ve Gardner, S.(2000), Contextual Factors of Psychological Empowerment, Personel Review, Vol:29, No:6, ss.7O3 722.
  • Sigler, T.H. ve Pearson, CM. (2000), "Creating an Empowering Culture: Examining the Relationship between Organizational Culture and Perceptions of Empowerment", Journal of Quality Management 5 ss.27 52.
  • Somers, M. ve Birnbaum, D. (2000), "Exploring The Relationship Between Commitment Profiles and Work Attitudes, Employee Withdrawal and Job Performance", Public Personnel Management, 29(3), ss.353 365.
  • Spreitzer, G.M. (1995), "Psychological Empowerment in The Workplace: Dimensions, Measurement, and Validation", Academy of Management Journal, 38(5), ss.1442 1465.
  • Spreitzer, G.M.(1996),"Social Structural Characteristics of Psychological Empowerment", Academy of Management Journal, 39(2), ss.483 504.
  • Spreitzer, G.M., Kizilos, M.A. ve Nason, S.W. (1997), "A Dimensional Analysis of The Relationship Between Psychological Empowerment and Effectiveness Satisfaction and Strain", Journal of Management 23(5), ss.679 704.
  • Thomas,K.W. ve Velthouse, B.A. 1990 COGNITIVE elements of empowerment : An "Interpretıve model of ıntrınsıc task motıvatıon", Academy of Management revıew 15(4),ss 666 681
  • WastiS.A. (2002), "Affective and Continuance Commitment to the Organization: Test of an Integrated Model in the Turkish Context", Internetional Journal of Intercultural Relations, 02(26), ss.525 550.
  • Zanzi,(1987),"How Organic is Your Organization? Determinants of Organic/Mechanistic Tendencies in a Public Accounting Firm",Journal of Management Studies, Vol:24, ss.125 142.