ارزیابی پایداری مدیریت منابع انسانی سبز در صنعت فولاد
محورهای موضوعی :
توسعه پایدار
الهه لشگری
1
(دانشجوی دکتری، گروه مدیریت، واحد دهاقان، دانشگاه آزاد اسلامی، دهاقان، ایران.)
علیرضا شیروانی
2
(دانشیار گروه مدیریت، واحد دهاقان، دانشگاه آزاد اسلامی، دهاقان، ایران. * (مسوول مکاتبات))
محمدرضا دلوی
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.
منابع و مأخذ:
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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.
Margaretha, M., & Saragih, S. (2013). Developing new corporate culture through green human resource practice. International Conference on Business, Economics, and Accounting, 1-10.
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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
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
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
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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.
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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.
Masri, HA, & Jaaron, A. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical. Journal of Cleaner Production 143, 474-489.
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
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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
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.
Sushil (2009). Interpretive ranking process, Global Journal of Flexible Systems Management, 10(4): 1-10.
Sushil (2017a), “Multi- criteria valuation of flexibility initiatives using integrated TISM–IRP with a big data framework, Production Planning & Control, 28(11/12): 999-1010
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
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
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
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
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
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
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
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)
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.
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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
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
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.
Margaretha, M., & Saragih, S. (2013). Developing new corporate culture through green human resource practice. International Conference on Business, Economics, and Accounting, 1-10.
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
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
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
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
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
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.
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.
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
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
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.
Masri, HA, & Jaaron, A. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical. Journal of Cleaner Production 143, 474-489.
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
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
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
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.
Sushil (2009). Interpretive ranking process, Global Journal of Flexible Systems Management, 10(4): 1-10.
Sushil (2017a), “Multi- criteria valuation of flexibility initiatives using integrated TISM–IRP with a big data framework, Production Planning & Control, 28(11/12): 999-1010
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
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
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
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
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
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
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
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)
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.
