طراحی الگو مدیریت منابع انسانی سبز با رویکرد توسعه پایدار سازمانی

الموضوعات :

حمید رضا محمدی ¹ (مدیر اموراداری)
مسعود پورکیانی ² (استادیار گروه مدیریت دولتی، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران)
سنجر سلاجقه ³ (استادیار بخش مدیریت دانشگاه آزاد واحد کرمان)
سعید صیادی ⁴ (استادیار، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران)
حمیدرضا ملایی ⁵ (استادیار، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران)

تاريخ الإرسال : 19 الإثنين , ذو القعدة, 1440 تاريخ التأكيد : 27 الإثنين , ذو الحجة, 1441 تاريخ الإصدار : 03 السبت , محرم, 1442

الکلمات المفتاحية: توسعه, مدیریت, مدیریت منابع انسانی سبز, توسعه پایدار سازمانی,

ملخص المقالة :

هدف از پژوهش حاضر طراحی الگو مدیریت منابع انسانی سبز با رویکرد توسعه پایدار سازمانی (مطالعه موردی: دستگاه‌های اجرایی شهرستان شیراز) می‌باشد. جامعه آماری پژوهش جهت آزمون الگو 26 نفر از خبرگان بودند و جهت سنجش متغیرها در دستگاه‌های اجرایی شهرستان شیراز از نظرات 732 نفر از کارکنان دستگاه‌های اجرایی شهرستان شیراز استفاده شد. پژوهش حاضر از نوع پژوهش‌های توصیفی- همبستگی است که به روش پیمایشی انجام شده است. همچنین این پژوهش از نظر هدف، توسعه ای- کاربردی است. روش گردآوری اطلاعات در این پژوهش، ترکیبی از مطالعات کتابخانه‌ای و میدانی است و ابزار گردآوری اطلاعات پرسشنامه است که از چهار پرسشنامه استفاده شد و روایی و پایایی پرسشنامه‌ها به تأیید رسید. برای بررسی سؤال‌های پژوهش از روش‌های آماری آزمون t تک نمونه‌ای، تحلیل عاملی تأییدی و معادلات ساختاری استفاده شده است. یافته‌های پژوهش ضمن تأیید الگوهای پیشنهادی پژوهش، نشان داد که بین مدیریت منابع انسانی سبز و مولفه‌های آن: چشم انداز مدیریت منابع انسانی سبز، تجزیه و تحلیل و طراحی سبز شغل، برنامه‌ریزی منابع انسانی سبز، جذب و استخدام سبز، جامعه پذیری و روابط سبز، آموزش و توسعة توانایی‌های سبز، مشارکت و همکاری سبز، نگهداشت سبز منابع انسانی، جبران خدمات سبز، ارزیابی عملکرد سبز، نظم، توانمندسازی، انگیزش سبز، قدرت و اختیار سبز، مدیریت استعداد، حمایت و تعهد مدیران ارشد، کار تیمی، روابط کار، توسعه سبز، فرایند اداری سبز، ارتباطات و همکاری سبز کارکنان با توسعه پایدار سازمانی رابطه معنی‌داری وجود دارد. در پایان پیشنهادهای بر مبنای نتایج تحقیق ارائه شد.

المصادر:

• Adhikari, S. & DIMR. (2013). Green HRM and Sustainability. ASM IBMR.


• Afrazeh, A. Rajab Zadeh, A. & Lajvardi, A. (2016). Provide Human Resources Improvement Model Emphasizing the role of modern technologies. Scientifice Journal of Research in Human Resources Management, Winter 2009 (Serial No. 5), Vol.1, No.2, pp 1 – 26. (In Persian)


• Aggarwai, J. & Sharma, F. (2015). HRM practices used to promote proenvironmental behavior: a UK survey. The International Journal of Human Resource Management, 26(16), pp 2121-2142.


•  Ahmad, S. (2015). Green Human Resource Management: Policies and Practices. Cogent Business & Management, 2, pp 1-13.


• Aibaghi Esfahani, S. Hasani A. & Hosaini nia, R. (2018). Green Human Resource Management, A Sustainable Sample in Sport Organs. Human Resource Management in Sport, Article 10, Vol. 5, Issue 2, Spring and Summer, pp 309 – 328. (In Persian)


• Anusingh, L. & Shikha, G. (2017). Impact of green human resource factors on environmental performance in manufacturing companies: empirical evidence. International journal of engineering and management science, I.J.E.M.S., Vol.6 (1), pp 23-30.


• Arabi, M. (2015). The pivotal process of designing human resources management systems. Political science journal, Strategic defense studies, Summer, Issue 12, pp 51 – 78. (In Persian)


• Arabi, M. & Fayyazi, D. (2014). Customer Satisfaction Measurement Relative to the elements of marketing in After-sales service in heavy industry. Business reviews, Issue 40, pp 70 – 85. (In Persian) 


• Ardalan, M. & Zanganeh Yousef Abadi, K. (2014). Manpower Talent Management. The First International Symposium on Management Sciences Focusing on Sustainable Development, A strategy for developing and organizational effectiveness with Reflection on the factors and processes that affect the success of talent management, Tehran, Mehr Arvand Institute of Higher Education, Center for sustainable development solutions. (In Persian)


• Armstrong, M. (2015). Strategic Human Resource Management: Practice Guide. Translators, Seyyed Mohammad Arabi and Davoud Izadi, Tehran: Cultural Research Office. (In Persian)


• Abbaspour , E & zahiri , A(2017) . Investigating – GHRM – with a sustainable human resources Approach in the financial field of the islamic Republic of iran oil company . international conference on Research in Humanities , management and Economics .


• Arulrajah, A. & Opatha, H. (2015). Green Human Resource Management Practices: A Review. Sri Lankan Journal of Human Resource Management, 5(1).


• Asgharzadeh shirazifard , R . Abbasnejad . T&Ahmadi,R(2016). Investigating the role of GHRM in success of environmental projects . second international conference on management and culture .


• Babapour, A. Seyyedi Sarabi, Sh. & Zabihi, M. (2013). The Role of Training in Human Resource Improvement. The second National Conference on Management Dynamics, Economic development and financial management, Shiraz, Pendarandish Rahpou Company. (In Persian)


• Barioniu, T. (2016). Human Resource Management. 3rd Edition; Mc, Graw-Hill Publication.


• Cherian, J. & Jacob, J. (2012). A Study of Green HR Practices and Its Effective Implementation in the Organization: A Review. CCSE.


• Charbel, J. Lopes, B . (2016) . GHRM and Green Supply Chain management : linking two emerging agendas, journal of cleaner production 112 (2016) 1824-1833 .


• Daily, B. & Huang, S. (2001). Achieving sustainability through attention to human resource factors in environmental management International. Journal of Operations & Production Management, 21(12), pp 1539-1552. Available online at: http://dx.doi.org/10.1108/01443570110410892.


• Daou, F. Muster, V. & Schrader, U. (2011). Green Work-Life Balance: A New Perspective for Green HRM. ZFP.


• Eftekhari, M. (2012). Balancing Exploration and Exploitation by Creating Organizational Think Tanks, with a foreword by prof. Dr Jetta Frost. 1st Editon, Gabler Verlag is part of the specialist publishing group Springer Science, Business Media, www.gabler.de


• Farahi, M. (2005). The Psychological Capital is a New Basis for Competitive Advantage. Tadbir, A Monthly Magazine On Management, Year 19, No. 200. (In Persian)


• Farrokhi, M. Nasr Esfahani, A. & Safari, A. (2017). Presentation of the Green Human Resource Management Framework in the Steel Industry. Quarterly Journal of Human Resource Management, Vol. 9, No. 4 (30). (In Persian)


• Farrokh serreshet , B . salehi , A . (2018).The Relationship between HRM and Green Management , Third national Conference on Resistance Economics, yazd, Baboisar university .


• Fayazi, M . (2016). Green HR traning in the industry scientific and Research Quarterly journal of law Enforcement Education , Third tear , No.3,fall.


• Fayazi,M. Moradi, S. Afshar , Z& Moradi , M.(2016).

Investigating Barriers to implementation of GHRM in the oil industry . Journal of Human Resources Management in oil industry , vqume1 , Number1(2),110-125

• Gajrati, M. (2014). Rehabilitation of Employees; A bridge to future management. Tadbir, A Monthly Magazine On Management, No. 81, pp 36 – 38. (In Persian)


• Ghadrjani, R. (2012). People's Participation in Sustainable Development. Fourth National Student Conference of Geography, Tehran. (In Persian)


• Ghlichkhani, A. (2014). The Importance of Training in Improving Human Resource Organizations, First National Conference on Future Studies, Management and Development, Tehran, Center for Advanced Training in Iran (MTANA). (In Persian)


• Gholami, H. Rezaei, G. Mat Saman, M. Z. Sharif, S. & Zakuan, N. (2016). State-of-the-art Green HRM System: sustainability in the sports center in Malaysia using a multi-methods approach and opportunities for future research. Journal of Cleaner Production, 124, pp 142-163.


• Guest, D.E. ( 2015 ) . Human resource management and performance : A Review and Research Agenda, International Journal of Human Resource management 8 (3),263-276.


• Hajizadeh, M. & Ghasemi, A. (2012). The Role of Green Management in Sustainable Development and Production. The first national conference of Sustainable agriculture development and Healthy environment, Hamedan, Islamic Azad University of Hamedan, Hamandishan Mohiteziste Farda Company. (In Persian)


• Haghdadi, A. Shahmansouri, A. & Khosravizade, A. (2017). Relationship between Human Resource Management Practices on Maintenance of Volunteers’ Sport Boards in Markazi Province, Journal of Human Resource Management in Sport, Vol. 4, No. 2, pp 265 – 276. (In Persian)


• Hashemi, M. (2012). The Role of Training and Improvement of Human Resources on the Organizational Capacity. The First Pathology Conference of Organizational Education, Tehran, Afagh Industrial Co., Institute. (In Persian)


• Hemmati, N. (2017). Promising creativity is a brilliant future for all human beings. Rahyaft Journal Management System, No. 26, Winter, pp 66 – 74. (In Persian)


• Homayounfar, S. (2013). Nature of Human Resources. Socio-Economic Monthly Journal of Work and Society, No. 8. (In Persian)


• Jafri, S. (2012). Green HR practices: an empirical study of certain automobile organizations of India. Human Resource Management, 42, PP 6193-6198.


• Jeong, F. & Park, M. (2017). Towards a New Era of Sustainability in the Automotive Industry: Strategic Human Resource Management and Green Technology Innovation. International Scholarly and Scientific Research & Innovation.


• Khan, M. (2015). Green Human Resource Management- A Prerequisite for Sustainabe Environment, PISER. 


• Loma, T. (2011). Green HRM: Does it Help to Build a Competitive Service Sector? - A Study. Tenth AIMS International Conference on Management.


• Mandip, G. (2012). Green HRM: People Management Commitment to Environmental Sustainability, ISCA.


• Martin, J. (2012). Highinvolvement work practices and environmental capabilities: How hiwps create environmentally based sustainable advantages. Human Resource Management, 51(6), pp 827–850.


• Millar, J. Chandana, S. Michael & Müller, C. (2011). Green human resource management: a comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 27(2), pp 192–211.


• Mohammad Nejad Shurkaii, M. Seyed Javadin, R. Shah Hosseini, M. & Haji Karimi, A. (2016). A Framework for Green Human Resource Management, Public Management Publication, Vol. 8, No. 4, Winter 1959, pp 691- 710. (In Persian)


• Mohammadzadeh , Kh. Ramezani,Y.(2017)

Green Human Resources Management ,Second International Conference on management Tools and techniques, Tehran , Narkish information institute.

• Opatha, H. (2013). Green Human Resource Management: A Simplified General Reflection. International Business Research, 7(8), pp 101-112.


• Pinzone, M. Guerci, M. Lettieri, E. & Redman, T. (2016). Progressing In the Change Journey Towards Sustainability In Healthcare: The Role of ‘Green’ HRM. Journal of Cleaner Production, 122, pp 201-211.


• Poll, H. (2017). self and Supervisor Ratings of Performance: Evidence form an Individualistic Culture. Employee Relations, Vol. 25, No. 4, pp 371-388.


• Rajaee, A. & Salek, S. (2016). The nature of human resources. Karojamehe Cultural Socio-Economic Monthly Journal, No. 8. (In Persian)


• Ramasamy, A. Inore, I. & Sauna, R. (2017). A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations. International Journal of Business and Management, 12(9), pp 117-129.


• Ramezan Tabar, A. (2017). Green Human Resource Management and its role in organizations. The Fourth International Conference on Green Economy, Babolsar, Toroudshomal Industrial Research Company. (In Persian)


• Salmani, A. (2015). Organizational Development. Management Studies in Development & Evolution, No. 33 and 34, Spring and Summer, Journal of Accounting and Management Department of Allameh Tabataba’i University, Tehran. (In Persian)


• Seyyed Javadin, R. Roshanland Arbalani, T. & Noubri, A. (2016). Green Human Resource Management, An Investment Approach and Sustainable Development. Investment Knowledge, Article 15, Vol. 5, Issue 20, Winter, pp 297-327. (In Persian)


• Shatori, N. Nagendra, A. & Kansal, S. (2012). Reducing Carbon Footprint through Green HRM. SIMS.


• Torabi, M. & Talari, M. (2011). Investigating the relationship between organizational conditions and Management Strategies by Empowering School managers. Journal of New Thoughts on Education, Article 1, Vol 8, No. 2, Summer, pp 91 – 114. (In Persian)


• Wagner,M. (2016) . Environmental Management Activities and sustainable HRM in German Manufacturing . Firms-Incidence , Determinants ,and outcomes.


• Westlan, H. (2010). The Dynamics of Green HRM Behaviors: A Cognitive Social Information Processing Approach. German Journal of Research in Human Resource Management, 25(2), pp 117-139.