تأثیر مدیریت منابع انسانی سبز و شیوه‌های آن بر عملکرد و تعالی سازمانی با میانجی‌گری نوآوری سبز
محورهای موضوعی : مدیریت منابع انسانیسعید لندران اصفهانی 1 , مینا عمرانی قهجاورستانی 2 , بابک معلمی نیا 3
1 - استادیار، گروه مدیریت، واحد مبارکه، دانشگاه آزاد اسلامی، اصفهان، ایران.
2 - دانشجوی دکتری مدیریت بازرگانی بازاریابی، گروه مدیریت، واحد مبارکه، دانشگاه آزاد اسلامی، اصفهان، ایران.
3 - دانشجوی دکتری مدیریت بازرگانی بازاریابی، گروه مدیریت، واحد مبارکه، دانشگاه آزاد اسلامی، اصفهان، ایران.
کلید واژه: تعالی سازمانی, نوآوری سبز, مدیریت منابع انسانی سبز, خلاقیت سبز,
چکیده مقاله :
زمانی که اهداف سازمان و سرمایه انسانی هم‌راستا شود، مدیریت سبز سرمایه انسانی با ایجاد ارتباطات سازنده و درونی کردن اشتراکات می‌تواند موجب ایجاد خواصیت هولوگرافیک در سازمان شده و تعهد سازمانی را افزایش دهد. مدیریت سبز با تشویق آموزش یادگیری و سؤال محوری موجب افزایش خلاقیت و در نتیجه بهبود عملکرد سازمان می‌شود. در این تحقیق یک پژوهش مقطعی بر اساس پرسشنامه برای جمع‌آوری داده‌ها از نمونه‌ای از ۲۰۷ نفر، که کارکنان شرکت ذوب آهن اصفهان هستند، اجرا گردیده است. برای آزمون فرضیه‌های پژوهش از روش مدل‌سازی معادلات ساختاری و نرم‌افزار Smart PLS استفاده شد. نتایج پژوهش حاکی از آن که مدیریت منایع انسانی سبز و شیوه‌های آن بر خلاقیت و تعهد سازمانی سبز و همچنین فرهنگ تأثیرگذار هستند. همچنین، تأثیر تعهد و خلاقیت و فرهنگ در نوآوری نیز تأیید شده است. علاوه بر این، نتایج نشان می‌دهد که وجود نوآوری سبز در سازمان می‌تواند تأثیر به‌سزایی بر عملکرد و تعالی سازمانی داشته باشد.
When the goals of the organization and human capital are aligned, the green management of human capital by creating constructive communication and internalizing commonalities can create holographic properties in the organization and increase organizational commitment. By encouraging learning and question-oriented training, green management increases creativity and, as a result, improves the organization's performance. In this research, a cross-sectional research was conducted based on a questionnaire to collect data from a sample of 207 people, who are employees of Zob Ahan Isfahan Company. Structural equation modeling method and Smart PLS software were used to test research hypotheses. The results of the research indicate that green human resource management and its methods are effective on green organizational creativity and commitment, as well as culture. Also, the influence of commitment and creativity and culture in innovation has also been confirmed. In addition, the results show that the presence of green innovation in the organization can have a significant impact on organizational performance and excellence.
Aragon-Correa, J. A., Matı́as-Reche, F., & Senise-Barrio, M. E. (2004). Managerial discretion and corporate commitment to the natural environment. Journal of Business Research, 57(9), 964-975.
Basadur, M. (2003). Simplifying organization-wide creativity - A new mental model. www.Basadur.com
BteMarmaya, N. H., Hitam, M., Zawawi, N., & Jody, J. M. (2011). Organizational commitment and jobburnout among employees in Malaysia International Conference on Business and Economics Research,
Buregeman, R. (2006). Managing the internal corporate venturing process. Solan management review. Council for small business, Boston.
Chang, C. H., & Chen, Y. S. (2013). Green organizational identity and green innovation. Management decision, 51(5), 1056-1070.
Chen, Y.-S. (2011). Green organizational identity: sources and consequence. Management decision, 49(3), 384-404.
Chen, Y.-S., Chang, C.-H., & Wu, F.-S. (2012). Origins of green innovations: the differences between proactive and reactive green innovations. Management decision, 50(3), 368-398.
Chen, Y. S., & Chang, C. H. (2013). The determinants of green product development performance: green dynamic capabilities, green transformational leadership, and green creativity. Journal of Business Ethics, 116(1), 107-119.
Cichy, R. F., Cha, J., & Kim, S. (2009). The relationship between organizational commitment and contextual performance among private club leaders. International Journal of Hospitality Management, 28(1), 53–62.
El-Kassar, A.-N., & Singh, S. J. (2018). Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices. Technological Forecasting and Social Change, 144, 483-498. https://doi.org/10.1016/j.techfore.2017.12.016
Fussler, C., & James, P. (1996). Driving Eco-innovation: A Breakthrough Discipline for Innovation and Sustainability. Pearson Education, London.
Ganter, A., & Hecker, A. (2013). Configurational paths to organizational innovation: qualitative comparative analyses of antecedents and contingencies. Journal of Business Research, 1-8.
Hofstede, G. (1991). Organizations and cultures: Software of the mind. McGrawHill, New York.
Jabbour, C., Santos, F., & Nagano, M. (2010). Contributions of HRM throughout the stages of environmental management methodological triangulation applied to companies in Brazil. The International Journal of Human Resource Management, 21(7), 1049-1089.
Jabbour, C. J. C., de Freitas, T. P., Soubihia, D. F., Gunasekaran, A., & Jabbour, A. B. L. d. S. (2015). Green and competitive: Empirical evidence from ISO 9001 certified Brazilian companies. The TQM Journal, 27(1), 22–41. https://doi.org/10.1108/TQM-01-2013-0013
Jackson, S., Renwick, D., Jabbour, C., & Camen, M. (2011). State-of-the-Art and Future Directions for Green Human Resource Management. ZFP.
Kazancoglu, Y., Kazancoglu, I., & Sagnak, M. (2018). A new holistic conceptual framework for green supply chain management performance assessment based on circular economy. Journal of Cleaner Production, 195, 1282-1299.
Kemp, R. (2000). Technology and Environmental Policy—Innovation effects of past policies and suggestions for improvement. Innovation and the Environment, 35-61. http://www.oecd.org/sti/inno/2108491.pdf
Kemp, R., & Arundel, A. (1998). Survey Indicators for Environmental Innovation. Maastricht: Step Group, 8(26).
Kim, Y.-C., & Rhee, M. (2010). The contingent effect of social networks on organizational commitment: A comparison of instrumental and expressive ties in a multinational high-technology company. Sociological Perspectives, 53(4), 479–502.
Li, D., Zhao, Y., Zhang, L., Chen, X., & Cao, C. (2018). Impact of quality management on green innovation. Journal of Cleaner Production, 170, 462-470.
Liu, Z., Li, J., Zhu, H., Cai, Z., & Wang, L. (2014). Chinese firms’ sustainable development—the role of future orientation, environmental commitment, and employee training. Asia Pac J Manag, 31, 195–213.
Lopez-Cabrales, A., Pérez-Luo, A., & Cabrera, R. V. (2009). Knowledge as a mediator between HRM practices and innovative activity. Human Resource Management, 48(4), 485-503.
Magadley, W., & Birdi, K. (2009). Innovation Labs: An Examination into the Use of Physical Spaces to Enhance Organizational Creativity. Creativity and Innovation Management, 18(4), 315-325.
Mahdi, O. R., Mohd, E. S. B. G., & Almsafir, M. K. (2014). Empirical study on the impact of leadership behavior on organizational commitment in plantation companies in Malaysia. Procedia-Social and Behavioral Sciences, 109, 1076–1087.
Mittal, S., & Dhar, R. L. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels. Tourism Management, 57, 118-127.
Motowidlo, J. S. (2003). Job Performance. Handbook of Psychology (Vol. 12). Industrial and Organizational Psychology.
Mustapha, M. A., Abdul Manan, Z., & Wan Alwi, S. R. (2018). Sustainable green management system (SGMS) – An integrated approach towards organizational sustainability. Journal of Cleaner Production, 146, 158-172.
Muster, V., & Schrader, U. (2011). Green Work-Life Balance: A New Perspective for Green HRM. ZFP.
Ng, A. W. (2018). From sustainability accounting to a green financing system: Institutional legitimacy and market heterogeneity in a global financial centre. Journal of Cleaner Production, 195, 585-592.
Oluwakemi, A., & Olanrewaju, A. (2014). Counterproductive behaviour and job performance among secondary school teachers: School climate as a mediator. Journal of Education and Practice, 15(8), 198-204.
Przychodzen, W., Gomez-Bezares, F., & Przychodzen, J. (2018). Green information technologies practices and financial performance – The empirical evidence from Greman publicly traded companies. Journal of Cleaner Production, 201, 570-579.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Rivai, V., Sagala, E. J., Murni, S., & Abdullah, B. (2008). Performance Aprraisal. PT Raja Grafindo Persada, Jakarta.
Robbins, S. (2003). Essentials of organization behavior (7 ed.). Printis Hall, New Jersey.
Santis, A. S., Neto, M. T. R., & Verwaal, E. (2018). Does cultural capital matter for indi-vidual job performance? A large-scale survey of the impact of cultural, social andpsychological capital on individual performance in Brazil. International Journalof Productivity and Performance Management, 67(8), 1352–1370.
Shirvani, A., & Iranban, S. (2013). Organizational excellence performance and human force productivity promotion: A case study in South Zagros Oil and Gas Production Company, Iran. European Online Journal of Natural and Social Sciences, 2(3), 3010-2015.
Simanjuntak, P. J. (2011). Manajemen & Evaluasi Kerja (3 ed.). LembagaPenerbit Fakultas Ekonomi Universitas Indonesia, Jakarta.
Singh, S. K. (2018). Sustainable people, process and organization management in emerging markets. Benchmarking: An International Journal, 25(3), 774-776.
Standing, C., & Kiniti, S. (2011). How can organizations use wikis for innovation? . Technovation, 31(7), 287-295.
Tolentino, R. C. (2013). Organizational commitment and job performance of theacademic and administrative personel. International Journal of Information Tech-nology and Business Management (JITBM), 15(1), 51–59.
Torrance, E. P. (1969). Creativity. Dimensions Publishing, San Rafael, CA.
Van Dick, R., Van Knippenberg, D., Kerschreiter, R., Hertel, G., & Wieseke, J. (2008). Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior. Journal of Vocational Behavior, 72(3), 388–399.
Woodman, R., Sawyer, J., & Griffin, R. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Zaid, A. A., Jaaron, A. A. M., & Bon, A. T. (2018). The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study. Journal of Cleaner Production, 204, 965-979.
Zhang, L., Li, D., Cao, C., & Huang, S. (2018). The influence of greenwashing perception on green purchasing intentions: The mediating role of green word-of-mouth and moderating role of green concern. Journal of Cleaner Production, 187, 740-750.
_||_Aragon-Correa, J. A., Matı́as-Reche, F., & Senise-Barrio, M. E. (2004). Managerial discretion and corporate commitment to the natural environment. Journal of Business Research, 57(9), 964-975.
Basadur, M. (2003). Simplifying organization-wide creativity - A new mental model. www.Basadur.com
BteMarmaya, N. H., Hitam, M., Zawawi, N., & Jody, J. M. (2011). Organizational commitment and jobburnout among employees in Malaysia International Conference on Business and Economics Research,
Buregeman, R. (2006). Managing the internal corporate venturing process. Solan management review. Council for small business, Boston.
Chang, C. H., & Chen, Y. S. (2013). Green organizational identity and green innovation. Management decision, 51(5), 1056-1070.
Chen, Y.-S. (2011). Green organizational identity: sources and consequence. Management decision, 49(3), 384-404.
Chen, Y.-S., Chang, C.-H., & Wu, F.-S. (2012). Origins of green innovations: the differences between proactive and reactive green innovations. Management decision, 50(3), 368-398.
Chen, Y. S., & Chang, C. H. (2013). The determinants of green product development performance: green dynamic capabilities, green transformational leadership, and green creativity. Journal of Business Ethics, 116(1), 107-119.
Cichy, R. F., Cha, J., & Kim, S. (2009). The relationship between organizational commitment and contextual performance among private club leaders. International Journal of Hospitality Management, 28(1), 53–62.
El-Kassar, A.-N., & Singh, S. J. (2018). Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices. Technological Forecasting and Social Change, 144, 483-498. https://doi.org/10.1016/j.techfore.2017.12.016
Fussler, C., & James, P. (1996). Driving Eco-innovation: A Breakthrough Discipline for Innovation and Sustainability. Pearson Education, London.
Ganter, A., & Hecker, A. (2013). Configurational paths to organizational innovation: qualitative comparative analyses of antecedents and contingencies. Journal of Business Research, 1-8.
Hofstede, G. (1991). Organizations and cultures: Software of the mind. McGrawHill, New York.
Jabbour, C., Santos, F., & Nagano, M. (2010). Contributions of HRM throughout the stages of environmental management methodological triangulation applied to companies in Brazil. The International Journal of Human Resource Management, 21(7), 1049-1089.
Jabbour, C. J. C., de Freitas, T. P., Soubihia, D. F., Gunasekaran, A., & Jabbour, A. B. L. d. S. (2015). Green and competitive: Empirical evidence from ISO 9001 certified Brazilian companies. The TQM Journal, 27(1), 22–41. https://doi.org/10.1108/TQM-01-2013-0013
Jackson, S., Renwick, D., Jabbour, C., & Camen, M. (2011). State-of-the-Art and Future Directions for Green Human Resource Management. ZFP.
Kazancoglu, Y., Kazancoglu, I., & Sagnak, M. (2018). A new holistic conceptual framework for green supply chain management performance assessment based on circular economy. Journal of Cleaner Production, 195, 1282-1299.
Kemp, R. (2000). Technology and Environmental Policy—Innovation effects of past policies and suggestions for improvement. Innovation and the Environment, 35-61. http://www.oecd.org/sti/inno/2108491.pdf
Kemp, R., & Arundel, A. (1998). Survey Indicators for Environmental Innovation. Maastricht: Step Group, 8(26).
Kim, Y.-C., & Rhee, M. (2010). The contingent effect of social networks on organizational commitment: A comparison of instrumental and expressive ties in a multinational high-technology company. Sociological Perspectives, 53(4), 479–502.
Li, D., Zhao, Y., Zhang, L., Chen, X., & Cao, C. (2018). Impact of quality management on green innovation. Journal of Cleaner Production, 170, 462-470.
Liu, Z., Li, J., Zhu, H., Cai, Z., & Wang, L. (2014). Chinese firms’ sustainable development—the role of future orientation, environmental commitment, and employee training. Asia Pac J Manag, 31, 195–213.
Lopez-Cabrales, A., Pérez-Luo, A., & Cabrera, R. V. (2009). Knowledge as a mediator between HRM practices and innovative activity. Human Resource Management, 48(4), 485-503.
Magadley, W., & Birdi, K. (2009). Innovation Labs: An Examination into the Use of Physical Spaces to Enhance Organizational Creativity. Creativity and Innovation Management, 18(4), 315-325.
Mahdi, O. R., Mohd, E. S. B. G., & Almsafir, M. K. (2014). Empirical study on the impact of leadership behavior on organizational commitment in plantation companies in Malaysia. Procedia-Social and Behavioral Sciences, 109, 1076–1087.
Mittal, S., & Dhar, R. L. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels. Tourism Management, 57, 118-127.
Motowidlo, J. S. (2003). Job Performance. Handbook of Psychology (Vol. 12). Industrial and Organizational Psychology.
Mustapha, M. A., Abdul Manan, Z., & Wan Alwi, S. R. (2018). Sustainable green management system (SGMS) – An integrated approach towards organizational sustainability. Journal of Cleaner Production, 146, 158-172.
Muster, V., & Schrader, U. (2011). Green Work-Life Balance: A New Perspective for Green HRM. ZFP.
Ng, A. W. (2018). From sustainability accounting to a green financing system: Institutional legitimacy and market heterogeneity in a global financial centre. Journal of Cleaner Production, 195, 585-592.
Oluwakemi, A., & Olanrewaju, A. (2014). Counterproductive behaviour and job performance among secondary school teachers: School climate as a mediator. Journal of Education and Practice, 15(8), 198-204.
Przychodzen, W., Gomez-Bezares, F., & Przychodzen, J. (2018). Green information technologies practices and financial performance – The empirical evidence from Greman publicly traded companies. Journal of Cleaner Production, 201, 570-579.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Rivai, V., Sagala, E. J., Murni, S., & Abdullah, B. (2008). Performance Aprraisal. PT Raja Grafindo Persada, Jakarta.
Robbins, S. (2003). Essentials of organization behavior (7 ed.). Printis Hall, New Jersey.
Santis, A. S., Neto, M. T. R., & Verwaal, E. (2018). Does cultural capital matter for indi-vidual job performance? A large-scale survey of the impact of cultural, social andpsychological capital on individual performance in Brazil. International Journalof Productivity and Performance Management, 67(8), 1352–1370.
Shirvani, A., & Iranban, S. (2013). Organizational excellence performance and human force productivity promotion: A case study in South Zagros Oil and Gas Production Company, Iran. European Online Journal of Natural and Social Sciences, 2(3), 3010-2015.
Simanjuntak, P. J. (2011). Manajemen & Evaluasi Kerja (3 ed.). LembagaPenerbit Fakultas Ekonomi Universitas Indonesia, Jakarta.
Singh, S. K. (2018). Sustainable people, process and organization management in emerging markets. Benchmarking: An International Journal, 25(3), 774-776.
Standing, C., & Kiniti, S. (2011). How can organizations use wikis for innovation? . Technovation, 31(7), 287-295.
Tolentino, R. C. (2013). Organizational commitment and job performance of theacademic and administrative personel. International Journal of Information Tech-nology and Business Management (JITBM), 15(1), 51–59.
Torrance, E. P. (1969). Creativity. Dimensions Publishing, San Rafael, CA.
Van Dick, R., Van Knippenberg, D., Kerschreiter, R., Hertel, G., & Wieseke, J. (2008). Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior. Journal of Vocational Behavior, 72(3), 388–399.
Woodman, R., Sawyer, J., & Griffin, R. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Zaid, A. A., Jaaron, A. A. M., & Bon, A. T. (2018). The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study. Journal of Cleaner Production, 204, 965-979.
Zhang, L., Li, D., Cao, C., & Huang, S. (2018). The influence of greenwashing perception on green purchasing intentions: The mediating role of green word-of-mouth and moderating role of green concern. Journal of Cleaner Production, 187, 740-750.