Mahbobeh Nikkhesal; Mohamad Hassan Shakki
Abstract
1- INTRODUCTION
This study aimed to investigate the effect of social responsibility on the performance of managers and employees with the moderating role of green human resource management in Babol University of Medical Sciences.
2- THEORETICAL FRAMEWORK
The quantitative and survey ...
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1- INTRODUCTION
This study aimed to investigate the effect of social responsibility on the performance of managers and employees with the moderating role of green human resource management in Babol University of Medical Sciences.
2- THEORETICAL FRAMEWORK
The quantitative and survey research method and the statistical population included all managers and employees of Babol University of Medical Sciences (6400 people).
3- METHODOLOGY
This study was a quantitative survey research, and its statistical population comprised all managers and employees of Babol University of Medical Sciences (6400 people). According to Cochran's formula, the sample size was 384, selected by conducting a multistage random cluster sampling. A researcher-made questionnaire was used to collect data. To analyze the data, we used one-way analysis of variance, Pearson and Spearman correlation analysis, regression analysis, and structural equation modeling in SPSS v.24 and AMOS v.24 software.
4- RESULTS & DISCUSSION
The research findings showed that the employees' performance is high in its average (3.92). There is a positive and significant association between social responsibility and green human resource management with the performance of managers and employees. There is also an association between age, level of education, and service history with employee performance. The structural model indicated a good fit, according to which 47.9 percent of changes in the performance of managers and employees depend on green human resource management and social responsibility.
5- CONCLUSIONS & SUGGESTIONS
The relationship between social responsibility and employee performance decreases if human resource management is modified and controlled so that the relationship between the two is not statistically significant. As a result, the green human resource management variable plays a moderating role.