List of Articles Rough Set Process

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  1 - Implementation of the Rough Set Process to Determine the Most Important Green Transformational Leadership Function based on the Competency Axis of Human Resource Sustainability
  Ehsan Shahhosseini Mahmoodreza Mostaghimi Samere Shojaie
  Purpose: Environment, as one of the foundations of sustainability in various fields of corporate structure, has become a development strategy for effectiveness beyond the recommendations and suggestions of regulatory bodies. Human resources are considered as an integral More

  Purpose: Environment, as one of the foundations of sustainability in various fields of corporate structure, has become a development strategy for effectiveness beyond the recommendations and suggestions of regulatory bodies. Human resources are considered as an integral part of the field of sustainability of environmental behaviors in any structure that focusing on green transformational leadership functions can provide the company with environmental advantages in social contexts. The Purpose of this research is Implementation of the Rough set process to determine the most important green transformational leadership function based on the competency axis of human resource sustainability. Methodology: In this research, where the main basis of analysis was the collection of Raff's pattern, an attempt was made to determine the dimensions of the research through several stages of content screening. Then, through two stages of Delphi analysis, an attempt was made to evaluate the reliability of the components and propositions as the basis of the analysis in order to finally determine the most important functions of green transformative leadership based on the competency axes of human resources sustainability. Result: The results of the research showed the proposition of collaborative competence as the basis of sustainable competence of human resources as a measure of influence on green transformational leadership mechanisms that can help the development and sustainability of environmental behaviors of human resources. Conclusion: The obtained result shows that the collaborative competence of human resources strengthens the level of interactivity and intra-organizational communication in the field of decision-making of environmental issues and problems and it makes the dimension of the effectiveness of the opportunity in green transformative leadership to strengthen the atmosphere of creating ideas and supporting the innovations of human resources in the field of green functions in the oil company. Manuscript profile