ارزیابی پایداری مدیریت منابع انسانی سبز در صنعت فولاد

محورهای موضوعی : توسعه پایدار

الهه لشگری ¹ , علیرضا شیروانی ² , محمدرضا دلوی ³

1 - دانشجوی دکتری، گروه مدیریت، واحد دهاقان، دانشگاه آزاد اسلامی، دهاقان، ایران.
2 - دانشیار گروه مدیریت، واحد دهاقان، دانشگاه آزاد اسلامی، دهاقان، ایران. * (مسوول مکاتبات)
3 - دانشیار گروه مدیریت، واحد دهاقان، دانشگاه آزاد اسلامی، دهاقان، ایران.

تاریخ دریافت : 1401/01/16 تاریخ پذیرش : 1401/06/22 تاریخ انتشار : 1401/12/01

کلید واژه: تحلیل رتبه‌بندی تفسیری, پایداری, مدیریت منابع انسانی سبز,

چکیده مقاله :

زمینه و هدف: امروزه افزایش توسعه جوامع، سبب استفاده بی‌رویه از منابع‌طبیعی؛ تخریب محیط‌زیست؛ ایجاد آلودگی‌های گوناگون و غیره شده که این عامل خود تهدیدی برای توسعه پایدار این جوامع است. از این رو، ضروری است سازمان‌ها به عنوان بزرگ ترین اعضای جوامع، اثرات رفتارهای خود را بر محیط‌زیست شناخته و در جهت کاهش اثرات منفی این رفتارها بر اکوسیستم‌های طبیعی اقداماتی را اتخاذ کند. هدف این پژوهش ارزیابی پایداری مدیریت منابع انسانی سبز در صنعت فولاد می باشد.روش بررسی: روش شناسی این پژوهش توسعه ای و ترکیبی است و براساس ماهیت پژوهش تلاش شد تا براساس تحلیل فراترکیب و دلفی در بخش کیفی پژوهش، نسبت به شناسایی ابعادِ پایداری مدیریت منابع انسانی سبز اقدام گردد. سپس در بخش کمی از تحلیل رتبه‌بندی تفسیری جهتِ شناسایی اثرگذارترین بُعدِ پایداری مدیریت منابع انسانی سبز در سطح شرکت‌های فولاد بهره برده شد. این مطالعه در بازه زمانی 1400-1401 انجام گرفت.یافته ها: نتایج پژوهش نشان داد، درصدِ تاثیرگذاری مولفه‌ی پایداری جریان هویت حرفه‌ای سبز نسبت به بقیه مولفه‌های مدیریت منابع انسانی سبز نقش موثرتری در پایداری زیست‌محیطی دارد، که به معنای آن است که هویت حرفه‌ای سبز که مبتنی بر ارزش‌های زمینه‌های اجتماعی است می‌تواند به پایداری کارکردهای مدیریت منابع انسانی در برابر محیط‌زیست کمک نماید.بحث و نتیجه گیری: نتیجه کسب شده گویای این واقعیت است که وجودِ محرک‌های برآمده از کارکردهای مدیریت منابع انسانی سبز باعثِ ترغیب پایبندی به ارزش‌ها و هنجارهای اجتماعی در بیرون از سازمان خواهد شد و این موضوع می‌تواند زمینه برای شکل‌گیری فرهنگ غالب مدیریت منابع انسانی سبز در سازمان را رقم بزند.

چکیده انگلیسی:

Background and Objective: Today, the increasing development of societies has led to the indiscriminate use of natural resources; Environmental degradation; various pollutions have been created and this factor is a threat to the sustainable development of these communities. Therefore, it is necessary for organizations as the largest members of communities to recognize the effects of their behaviors on the environment and to take measures to reduce the negative effects of these behaviors on natural ecosystems. The purpose of this research is measuring the sustainability of green human resource management in the steel industry.Material and Methodology:  The methodology of this research is developmental and combined and based on the nature of the research, an attempt was made to identify the dimensions of sustainability of green human resource management based on Meta Synthetic and Delphi analysis in the qualitative part of the research. Then, in a small part, Interpretive ranking process and Mick Mac were used to identify the most effective dimension of green human resource management sustainability at the level of steel companies.Fidings: These components were evaluated through Delphi analysis and the results of this section showed that all seven dimensions were approved. The results in the quantitative part of the research showed that from the total impact based on the pair scale between the components of the research, the percentage of the impact of the sustainability component of green professional identity flow has a more effective role in environmental sustainability than other components of green human resource management.Discussion & Conclusion: The identity of the green profession, which is based on the values of social contexts, can contribute to the sustainability of human resource management functions against the environment. In other words, the existence of stimuli arising from the functions of green human resource management will encourage adherence to values and social norms outside the organization, and this can pave the way for the formation of the dominant culture of green human resource management in the organization.

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