Presenting a Recruitment and Utilization Model for Employees Based on Green Human Resource Management in the National Iranian Tanker Company

Document Type : Original Article

Authors

Niusha Hellatabadi ¹

Mojtaba Amiri ²

Mahdi Kheirandish ³

¹ 1. Ph.D. Student in Public Management, Qa. C, Islamic Azad University, Qazvin, Iran.

² Department of Leadership and Human Capital, Faculty of Public Administration and Organizational Sciences, College of Management, University of Tehran, Tehran, Iran

³ Prof., Department of Public Administration, Shahid Satari University, Tehran, Iran

https://doi.org/10.22067/tmj.2025.94975.1748

Abstract

Green Human Resource Management (GHRM), as a modern approach in recent decades, has increasingly attracted the attention of researchers and managers with the aim of integrating environmental considerations into human resource processes. This approach, by enhancing employees’ environmental awareness, strengthening organizational commitment to social responsibility, and institutionalizing a culture of sustainability, paves the way for achieving long-term and responsible performance. In Iran, given the strategic role of the oil industry and the key position of the National Iranian Tanker Company (NITC) in the energy supply chain, designing and localizing a model for green recruitment and employment holds particular importance. This study aimed to identify the key factors influencing green recruitment and employment and to explain their mechanisms of impact on organizational sustainability. The research is applied–developmental in nature and was designed with a qualitative approach based on thematic analysis. Data were collected through semi-structured interviews with 20 academic experts and human resource managers and analyzed using MAXQDA 20 software. Findings revealed that green recruitment and employment, as a foundational construct, enhance sustainable organizational performance through strengthening green management and a meritocratic culture, as well as mechanisms such as alignment with environmental values, customer orientation, empowerment, and social responsibility. Moreover, a green performance management system, by integrating environmental indicators and continuous feedback, creates a sustainable competitive advantage. Despite limitations such as focusing on a single organization and the qualitative nature of the research, this study provides a conceptual framework for future quantitative investigations. It is recommended that policymakers develop standardized GHRM guidelines to facilitate its implementation in key industries and thereby pave the way toward achieving organizational sustainability.

Keywords

Green Human Resource Management

National Iranian Tanker Company

Organizational Sustainability

Recruitment and Utilization Employees

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