نوع مقاله : مقالات

نویسندگان

1 استادیار گروه مدیریت دولتی دانشگاه سیستان و بلوچستان

2 استاد گروه مدیریت دولتی دانشگاه سیستان و بلوچستان

3 کارشناس ارشد مدیریت منابع انسانی دانشگاه سیستان و بلوچستان

4 دانشجوی دکتری مدیریت دولتی دانشگاه سیستان و بلوچستان

چکیده

چکیده
هدف این پژوهش ارائه مدل معادلات ساختاری ابعاد و مؤلفه­های مدیریت منابع انسانی سبز در شرکت­های شهرک صنعتی بیرجند است.  پژوهش حاضر از نظر هدف بنیادی- کاربردی و از نظر روش گردآوری داده­ها، توصیفی- پیمایشی است. جهت انجام پژوهش از روش آمیخته (کیفی و کمی) استفاده شده است.  در مرحله کیفی با بهره‌گیری از مطالعات کتابخانه‌ای  شاخص­ها و ابعاد مدل استخراج شد و در قالب مدلی، ترکیبی از مدل لیکرت و اهرنجانی مقوله­بندی شدند. با بهره­گیری از فن دلفی ابعاد و مؤلفه­ها به تأیید خبرگان رسید . جامعه آماری مرحله کیفی خبرگان فعال در حوزه منابع انسانی و محیط‌زیست بودند، که با بهره­گیری از روش گلوله برفی 10 نفر از آنان به­عنوان نمونه انتخاب شدند. در مرحله کمی، جامعه آماری ترکیبی از کارشناسان و مدیران ارشد شرکت­های مستقر در شهرک صنعتی بیرجند در نظر گرفته‌شدند که با توجه به جدول مورگان  و با کمک نمونه­گیری تصادفی ساده 130 نفر آنان به­عنوان نمونه تعیین گردیدند. شاخص­های استخراج شده از مرحله کیفی در قالب پرسش­نامه در اختیار نمونه قرار داده شد.  روایی پرسش­نامه در مرحله کیفی به تأیید خبرگان رسید و پایایی آن از طریق آلفای کرونباخ تعیین شد. نتایج حاصل از تحلیل داده­ها نشان داد عوامل علی -ساختاری سبز و عوامل میانجی- رفتاری سبز بر پیامدهای سبز تأثیر مثبت و معناداری دارند. همچنین نقش میانجی عوامل میانجی- رفتاری سبز در رابطه میان عوامل علی- ساختاری سبز و پیامدهای سبز تأیید شد. با توجه به نتایج به مدیران شرکت­ها توصیه می­شود به عوامل علی- ساختاری و میانجی- رفتاری توجه ویژه نمایند.

کلیدواژه‌ها

عنوان مقاله [English]

Structural Equation Modeling for Dimensions and Components of Green Human Resource Management of Firms Located in Birjand Industrial Town

نویسندگان [English]

  • Abdul Majid imani 1
  • Noor Mohammad Yaghoubi 2
  • Fatemeh Sadat Amidi 3
  • Farahnaz Ahang 4

1 Assistant professor, department of Public Administration, University of Sistan and Baluchestan

2 Professor, department of Public Administration, University of Sistan and Baluchestan

3 Master of Human Resource Management, University of Sistan and Baluchestan

4 PhD Candidate in Public Administration, University of Sistan and Baluchestan

چکیده [English]

Extended abstract
1- INTRODUCTION
Greening is a sustainable vision for the world and helps all parts of the organization, especially, marketing, manufacturing, financial, and human resource departments. Formulating and institutionalizing green values on an extra-organizational scale causes employees to love their job and change their personal lifestyles, and on the organizational scale, it reduces internal costs, improves the employer brand, and attracts eco-friendly applicants. Therefore, it is important to pay attention to issues such as green human resources.
2- THEORETICAL FRAMEWORK
Green human resource management refers to sustainable management of human capital for participating and making the environment healthy, and thus, it is currently of great importance in the field of business. In other words, it means using human resources to improve the organization's environmental actions and increase employees’ awareness and commitment to environmental issues. According to the literature, green human resource management is based on the coordination of routine human resource management activities by approaching environmental goals.
3- METHODOLOGY
The current research is a fundamental-applied study in terms of purpose, and in terms of data collection method, it is a descriptive mixed-methods study. In the qualitative phase, the statistical population of the study was comprised of HRM and environment experts 10 of which selected as a sample using the snowball sampling method. Based on findings of the qualitative phase, a 43-item questionnaire was designed the validity of which established taking into account the opinions of experts. Its reliability, in the quantitative phase, was confirmed using Cronbach's alpha coefficients. The statistical population of the quantitative phase was comprised of experts and senior managers of companies operating in various industries of Birjand Industrial Town. According to Morgan’s table, a sample size of 130 was selected by conducting a stratified sampling method.
4- RESULTS & DISCUSSION
Based on data analysis, the first hypothesis corresponding to the effect of green causal-contextual factors on green intermediary-behavioral factors was not confirmed. The second hypothesis corresponding to the effect of green causal-structural factors on green intermediary-behavioral factors was confirmed. The third hypothesis corresponding to the effect of green causal-contextual factors on green outcomes was not confirmed. The fourth hypothesis corresponding to the effect of green causal-structural factors on green outcomes was confirmed. The fifth hypothesis corresponding to the effect of green intermediary-behavioral factors on green outcomes was also confirmed. In addition, the mediating effect of green intermediary-behavioral factors in the relationship between green structural-causal factors and green outcomes was confirmed. The green structural-causal factors also indirectly affected green outcomes through green intermediary-behavioral factors.
5- CONCLUSIONS & SUGGESTIONS
According to the obtained results, attention to causal-structural and intermediary-behavioral factors is of fundamental importance for companies operating in Birjand Industrial Town. Therefore, managers are suggested to pay special attention and place environmental issues in their strategic planning. To place the environmental issues in the company's vision and mission statement and values hierarchy would imply the importance of these issues.
 

کلیدواژه‌ها [English]

  • Green Human Resource Management
  • Structural factors؛ Behavioral factors؛ Contextual factors؛ Likert model؛ Birjand Industrial Town
References
Abbaspour, M., & Khadivi, S. (2006). Green management challenges in sustainable development of the country. National Biennial Conference of the Iranian Environmentalists Association. (In Persian).
Abdullah, M. M., & Thurasamy, R. (2015). An exploratory study of green supply chain management practices & supply chain integration among malaysia manufacturing firms. Basic Appl Sci, 9(37), 50–56
Adhikari, S., & Dimr. (2013). Green hrm & sustainabiIlty. Asm Ibmr
Aggarwal, M., & Sharma, M. (2015). Green hrm: need of the hour. Management & Social Science Research Review, 1(8), 63-70
Ahmad, S. (2015). Green human resource management policies & practices. Cogent Business & Management,2, 1-13
Boraghani, S.; Photovat, B., & Khadem, M. (2017). The effects of green human resources on environmental performance of manufacturing organizations. Management Tomorrow, 16, 30-40. (In Persian).
Chaudhary, R. (2018). Can green human resource management attract young talent? an empirical analysis. Organizational Analysis, 25(5), 762-788
Dumont, J.; Shen, J., & Deng, X. (2017). Effects of green hrm practices on employee workplace green behavior: the role of psychological green climate & employee green values. Human Resource Management, 56(4), 613-627
Esfahani, S.; Hasani, A. A., & Hosseininei, S. R. (2018). Green human resource management; amodel for sustainability in sports organizations. Human Resources Management in Sport, 5(2), 309-328. (In Persian).
Fayyazi, M.; Shahbaz Moradi, S.; Afshar, Z., & Shahbaz Moradi, M. R. (2014). The basis for implementing green human resource management in the green industry. Human Resource Management in the Oil Industry, 7, 24, 182-201. (In Persian).
Ghaffari, R. (2018). The merits of managers are a fundamental constituent in the realization of good corporate governance & green human resources management in all the departments of cooperation. Work & Social Welfare in the North of the Country Social, 18(70), 244-270. (In Persian).
Guerci, M., & Carollo, L. (2016). A paradox view on green human resource management: insights from the italian context. Human Resource Management, 27(2), 212-238.
Hussain, N.; Rigoni, U., & Orij, R. P. (2018). Corporate governance & sustainability performance analysis of triple bottom line performance. Bus, Ethic, 149(2), 411-43                                              
Jabbour, C. (2017). Envisioning the invisible: underst&ing the synergy between green human resource management & green supply chain management. Cleaner Production, 168(1), 163-172.
Jeong, J., & Park, N. (2017). Core elements for organizational sustainability in global markets: korean public relations practitioners’ perceptions of their job roles. Sustainability, 9(9), 3-15
Kim, Y. J.; Kim, W. G.; Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ ecofriendly behavior & environmental performance. Hospitality Management, 76, 83-93.
Marciniuk-Kluska, A., & Bombiak, E. (2018). Green human resource management as a tool for the sustainable development of enterprises. Polish Young Company Experience, 10(39), 1-22
Masri, H. A., & Jaaron, A. M. (2017). Assessing green human resources management practices in palestinian manufacturing context: an empirical study. Cleaner Production, 143(1), 474-489
Millar, J.; Ch&ana, S.; Michael Müller, C. (2016). Green human resource management: a comparative qualitative case study of a united states multinational corporation. Human Resource Management, 27(2), 192–211
Mirzai Ahranjani, H., & Sarlak, M. A. (2007). A look at organizational epistemology. Peak Light, 3(3), 69-78. (In Persian).
Mishra, P. (2017). Green human resource management: a framework for sustainable organizational development in an emerging economy. Organizational Analysis, 760-788
Mohammad Nejad Shoorakai, M.; Seyyed Javadin, S. R.; Shah Hosseini, M. A., & Haj Karimi, Ali. (2016). Providing a framework for green human resource management. Public Administration, 8 (4), 710-691. (In Persian).
Nejati, M.; Rabiei, S., & Chiappetta Jabbour, C. J. (2017). Envisioning the invisible: underst&ing the synergy between green human resource management & green supply chain management in manufacturing firms in Iran in light of the moderating effect of employees' resistance to change. Cleaner Production, 168, 163-172
Opatha, h. h., & arulrajah, a. a. (2014). green human resource management: simplified general reflections. International Business Research, 7(8), 101–112.
Hersie, P., & Blanchard, K. (1988). Management of organizational behavior: Utilizing Human Resources, 12-18.
Pavithradevi, V., & S&hya, R. C. (2016). Green hr: does its performance match with the value perceived by the employees? Business & Management, 4(3), 312-314.
Rajabpour, E. (2017). Impact of human resource management on the development of environmental management. Human Resource Management Research, 9(1), 51-73. (In Persian).
Seyed Naghavi, M. A., & Daroeyon, S. (2014). Green human resource management. Management Magazine, 175, 15-1. (In Persian).
Shakirian, H. (2018). Identifying & prioritizing green human resource management activities using fuzzy topsis technique. New Approach to Management & Accounting, 6, 143-152. (In Persian).
Siyambalapitiya, J.; Zhang, X., & Liu, X. (2018). green human resource management: a proposed model in the context of srilanka’s tourism industry. Cleaner Production, 18, 1-30
Tang, G.; Chen, Y.; Jiang, Y.; Paille, P., & Jia, J. (2018). Green human resource management practices: scale development & validity, asia pacific. Human Resources, 56(1), 31–55
Tavakoli, A.; Hashemi, A.; Fateh, A., & Razaghi, S. (2018). Provide a model of green human resource management based on human resources management systems. Human Resource Management Research at Imam Hossein University, 10(1), 77-103. (In Persian).
Yusliza, M. Y.; Othman, N. Z., & Chiappetta Jabbour, C. J. (2017). Deciphering the implementation of green human resource management in an emerging economy. Management Development, 1-34
Zaid, A. A.; Jaaron, A. A. M., & Bon, A. T. (2018). The impact of green human resource management & green supply chain management practices on sustainable: an empirical study. Cleaner Production, 18, 1-51