Measuring the Sustainability of Green Human Resource Management in the Steel Industry

Subject Areas : Sustainable Development

Elaheh Lashgari ¹ ( PhD student, Department of Management, Dehaghan Branch, Islamic Azad University, Dehaghan, Iran. )
Alireza Shirvani ² ( Associate Professor, Department of Management, Dehagan Branch, Islamic Azad University, Dehagan, Iran. *(CorrespondingAuthor) )
Mohammadreza Delvi ³ ( Associate Professor, Department of Management, Dehagan Branch, Islamic Azad University, Dehagan, Iran. )

Received: 2022-04-05 Accepted : 2022-09-13 Published : 2023-02-20

Keywords: Interpretive Ranking Process, Sustainability, green human resource management,

Abstract :

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.

References:

1. Orefice, Ch., Nyarko, N. (2020). Sustainable value creation in event ecosystems – a business models perspective, Journal of Sustainable Tourism, https://doi.org/10.1080/09669582.2020.1843045


2. Amjad, F., Abbas, W., Zia-UR-Rehman, M., Baig, S, A., Hashim, M., Khan, A., Rehman, H. (2021). Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance, Environmental Science and Pollution Research, 28(3): 28191-28206. https://doi.org/10.1007/s11356-020-11307-9


3. Asadolahidehkordi, E., Ghorbanpour, A., ahmadi, H. (2020). The Impact of Green Human Resource Management and Environmental Practices on Sustainable Performance in Downstream Petrochemical Industries. Journal of Sustainable Human Resource Management, 2(3): 156-139.


4. Margaretha, M., & Saragih, S. (2013). Developing new corporate culture through green human resource practice. International Conference on Business, Economics, and Accounting, 1-10.


5. Amrutha, V, N., Geetha, S, N. (2020). A systematic review on green human resource management: Implications for social sustainability, Journal of Cleaner Production, 247(1): 190-226. https://doi.org/10.1016/j.jclepro.2019.119131


6. Singh, S. K., Del Giudice, M., Chierici, R., & Graziano, D. (2020). Green innovation and environmental performance: The role of green transformational leadership and green human resource management. Technological Forecasting and Social Change, 150


7. Nisar, Q, A., Haider, Sh., Ali, F., Jamshed, S., Ryu, K., Gill, S, S. (2021). Green human resource management practices and environmental performance in Malaysian green hotels: The role of green intellectual capital and pro-environmental behavior, Journal of Cleaner Production, 311(3): 134-162. https://doi.org/10.1016/j.jclepro.2021.127504


8. Rawashdeh, A, M. (2018). The impact of green human resource management on organizational environmental performance in Jordanian health service organizations. Growing Science. Management Science Letters 8(4): 1049–1058


9. Benevene, P., Buonomo, I. (2020). Green Human Resource Management: An Evidence Based Systematic Literature Review, Sustainability, 12(15): 59-74. https://doi.org/10.3390/su12155974


10. Janalizadeh Ghazvini, M., Kaffashpoor, A., Rahimpour, A., Samanian, M. (2021). Ranking of green human resource management components affecting the environmental performance of Mashhad Municipality (Hierarchical analysis approach). Public Policy In Administration, 12(41): 163-177.


11. Deputy Minister of Human Environment of the Ministry of Silence. (2019). Instructions and guidelines for the implementation of the regulations of the Green Management System, Secretariat of the Green Management System of the Cabinet.


12. Ergene, S., Calás, M, B., Smircich, L. (2017). Ecologies of Sustainable Concerns: Organization Theorizing for the Anthropocene, 28(3): 222-245. https://doi.org/10.1111/gwao.12189


13. Lozano, R., Barreiro-Gen, M., Zafar, A. (2021). Collaboration for organizational sustainability limits to growth: Developing a factors, benefits, and challenges framework, Sustainable Development, 29(4): 728-737. https://doi.org/10.1002/sd.2170


14. Zaid, A. A., Jaaron, A. A., & 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.


15. Masri, HA, & Jaaron, A. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical. Journal of Cleaner Production 143, 474-489.


16. Lu, H., Xu, W., Cai, Sh., Yang, F., Chen, Q. (2022). Does top management team responsible leadership help employees go green? The role of green human resource management and environmental felt-responsibility, Corporate Social Responsibility and Environmental Management, https://doi.org/10.1002/csr.2239


17. Kramar, R. (2022). Sustainable human resource management: six defining characteristics, Asia Pacific Journal of Human Resources, 60(1): 146-170. https://doi.org/10.1111/1744-7941.12321


18. Chaudhary, R. (2019). Green Human Resource Management and Employee Green Behavior: An Empirical Analysis, Corporate Social Responsibility and Environmental Management, 27(2): 630-641. https://doi.org/10.1002/csr.1827


19. Tavakoli, A., Hashmi, A., Sabet, A., Razeghi, S. (2018). Proposing a Green Human Resource Management Model on the Basis of Human Resource Management. Journal of Research in Human Resources Management, 10(1): 77-104.


20. Sushil (2009). Interpretive ranking process, Global Journal of Flexible Systems Management, 10(4): 1-10.


21. Sushil (2017^a), “Multi- criteria valuation of flexibility initiatives using integrated TISM–IRP with a big data framework, Production Planning & Control, 28(11/12): 999-1010


22. Chithambaranathan, P., Subramanian, N. and Palaniappan, P.K. (2015). An innovative framework for performance analysis of members of supply chains, Benchmarking: An International Journal, 22(2): 309-334


23. Islam, M, A., Mendy, J., Haque, A., Rahman, M. (2022). Green human resource management practices and millennial employees' retention in small and medium enterprises: The moderating impact of creativity climate from a developing country perspective, Business Strategy and Development, https://doi.org/10.1002/bsd2.202


24. Napathorn, Ch. (2021). The implementation of green human resource management bundles across firms in pursuit of environmental sustainability goals, Sustainable Development, https://doi.org/10.1002/sd.2271


25. Piwowar-Sulej, K. (2021). Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H-Classics methodology, Sustainable Development, 29(4): 671-693. https://doi.org/10.1002/sd.2166


26. Sorribes, J., Celma, D., Martínez-Garcia, E. (2021). Sustainable human resources management in crisis contexts: Interaction of socially responsible labour practices for the wellbeing of employees, Corporate Social Responsibility and Environmental Management, 28(2): 936-952. https://doi.org/10.1002/csr.2111


27. Sathasivam, K., Abu Bakar, R., Hashim, R, Ch. (2020). Embracing organizational environmental sustainability: Experiences in green human resource management, Business Strategy and Development, 4(2): 123-135. https://doi.org/10.1002/bsd2.133


28. Ansari, N, Y., Farrukh, M., Reza, A. (2020). Green human resource management and employees pro-environmental behaviours: Examining the underlying mechanism, Corporate Social Responsibility and Environmental Management, 28(1): 229-238. https://doi.org/10.1002/csr.2044


29. Eghbal, S., Rousta, A., Asayesh, F. (2021). Effect of Green human resource management on Green supply chain management: Moderating role of Top management commitment. Journal of Business Management, 13(51): 167-189. (In Persian)


30. Deljoo, S., Hosseini, S., Karami, A., Sanoubar, N., Nikkhah, Y. (2021). The Effect of Green Human Resource Management on Green Innovation with the Moderating Role of Green Intellectual Capital. Quartely Journal of Logistics & Human Resources Management, 1400(61): 1-28.