بررسی تاثیر مدیریت منابع انسانی سبز بر پایداری سازمانی با نقش میانجی نوآوری و توانمندسازی در سازمان تامین اجتماعی استان یزد
محورهای موضوعی : فصلنامه منابع انسانی تحول آفرین
اصغر کریمی خرمی
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استادیار گروه حسابداری.ابرکوه.دانشگاه آزاد اسلامی.ابرکوه. ایران
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کلید واژه: مدیریت منابع انسانی سبز, پایداری سازمانی, توانمندسازی, نوآوری,
چکیده مقاله :
زمینه و هدف: ارتقای پایداری سازمانی موضوع حائز اهمیتی است و بررسی عواملی که بر این مهم اثرگذار می باشند، دغدغه مدیران امروزی می باشد. از این رو، هدف این پژوهش بررسی تاثیر مدیریت منابع انسانی سبز بر پایداری سازمانی با نقش میانجی نوآوری و توانمندسازی در سازمان تامین اجتماعی استان یزد می باشد. روش بررسی: پژوهش حاضر توصیفی-پیمایشی از نوع همبستگی می باشد. جامعه آماری، کارکنان سازمان تامین اجتماعی استان یزد به تعداد 990 نفر بودندکه براساس فرمول کوکران 277 نفر به عنوان حجم نمونه انتخاب شدند. روایی محتوایی پرسشنامه ها و پایایی آنها با استفاده از آلفای کرونباخ تایید گردید. جهت تحلیل داده‌ها از روش مدل‌سازی معادلات ساختاری استفاده شد. یافته ها: نتایج نشان داد که مدیریت منابع انسانی سبز با ضریب مسیر 364/0 بر پایداری سازمانی تاثیر دارد و متغیرهای نوآوری و توانمندسازی در تاثیر مدیریت منابع انسانی سبز بر پایداری سازمانی نقش میانجی را ایفاء می کنند. نتیجه گیری: به کارگیری مدیریت منابع انسانی سبز در سازمان تامین اجتماعی قابل پیاده‌سازی است و باید به جنبه‌هایی نظیر نوآوری و توانمندسازی کارکنان نیز توجه شود تا بتوان به پایداری سازمانی در محیط کار دست یافت.
Background and purpose: Promoting organizational sustainability is an important issue, and examining the factors that affect this issue is the concern of today's managers. Therefore, the purpose of this research is to investigate the impact of green human resources management on organizational sustainability with the mediating role of innovation and empowerment in social security organization of Yazd province. Research method: The present study is a descriptive-survey of correlational type. The statistical population was 990 employees of social security organization of Yazd province, based on Cochran's formula, 277 people were selected as the sample size. The content validity of the questionnaires and their reliability were confirmed using Cronbach's alpha. The structural equation modeling method was used to analyze the data. Findings: The results showed that green human resource management has an effect on organizational sustainability with a path coefficient of 0.364, and innovation and empowerment variables play a mediating role in the effect of green human resource management on organizational sustainability. Conclusion: The application of green human resources management in the social security organization can be implemented, and aspects such as innovation and employee empowerment should also be considered in order to achieve organizational sustainability in the workplace.
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