تحلیلی برابعاد مدیریت منابع انسانی پایدار با رویکرد محیط زیست در سازمانهای مدیریت پسماند
محورهای موضوعی : مدیریت پسماند
گوهر پوراحمدی
1
,
منصور ایراندوست
2
,
جمال ادهمی
3
1 - دانشجوی دکتری مدیریت دولتی، دانشکده علوم انسانی، دانشگاه آزاد سنندج، سنندج، ایران
2 - استادیار گروه مدیریت دانشکده علوم انسانی، دانشگاه آزاد سنندج، سنندج، ایران. *(مسوول مکاتبات)
3 - استادیار گروه جامعه شناسی دانشکده علوم انسانی دانشگاه آزاد سنندج، سنندج، ايران.
کلید واژه: مدیریت منابع انسانی پایدار, محیط زیست, سازمان مدیریت پسماند.,
چکیده مقاله :
زمینه و هدف: مدیریت منابع انسانی پایدار در درجه اول به پایداری محیط زیست پیرامون سازمان ها مربوط می‌شود. این مفهوم به فعاليتها و تئوريهاي مديريت منابع انساني اشاره دارد كه به كاهش خسارتهاي زيسـت محيطـي كمـك مي‌كند و برتمرکز تشویق اقدامات برای بهبود سوابق زیست محیطی نیروی انسانی در سازمانها تاکید دارد.
روش بررسی: روش پژوهش از نظر هدف کاربردی و از نظر شیوه گردآوری و تحلیل اطلاعات، توصیفی از نوع میدانیاست. رویکرد پژوهش آمیخته و جامعه آماری در حوزه کیفی شامل 15نفر از خبرگان دانشگاهی و ده نفراز خبرگان سازمانی و بخش کمی شامل 125 نفر از کارکنان سازمانهای مدیریت پسماند می‌باشد که به روش نمونه‌گیری تصادفی انتخاب شده‌اند. بخش کیفی پژوهش، از روش دلفی و بخش کمی پژوهش از پرسشنامه استفاده شده که از طریق آزمون آلفای کرونباخ پایایی آن سنجیده شده است. آزمون فرضیه ها از طریق آزمون دوجمله ای به کمک نرم افزار spss انجام شد.
يافته‌ها: یافته‌های این پژوهش در راستای تبیین ابعاد مدیریت منابع انسانی پایدار با تاکید بر بعد محیط زیستی آن می باشد که در حال حاضر اکثر عملکرد سازمانها در زمینه جذب و نگهداشت نیروی انسانی با درنظرگرفتن ابعاد سبز مدیریت و توجه به بعد زیست محیطی می باشد.
بحث و نتيجه‌گيري: نتایج حاصل از این پژوهش نشان داد که ابعاد مدیریت منابع انسانی پایدار شامل انتخاب و استخدام پایدار، آموزش و توسعه پایدار، جبران خدمات پایدار، ارزیابی عملکرد پایدارو سلامت و ایمنی پایدار می‌باشد.
Background and Objective: Sustainable human resource management is primarily related to the sustainability of the environment around organizations. This concept refers to the activities and theories of human resource management that help to reduce environmental damage and emphasizes the focus of encouraging actions to improve the environmental records of human resources in organizations.
Material and Methodology: The research method is a descriptive field type in terms of practical purpose and in terms of data collection and analysis. The mixed research approach and the statistical population in the qualitative field include 15 academic experts and ten organizational experts, and the quantitative part includes 125 employees of waste management organizations who were selected by random sampling. The qualitative part of the research used the Delphi method, and the quantitative part of the research used a questionnaire whose reliability was measured through Cronbach's alpha test. Hypotheses were tested through binomial test using spss software.
Findings: The findings of this research are in line with explaining the dimensions of sustainable human resource management with an emphasis on its environmental dimension, which currently most organizations' performance in the field of attracting and retaining human resources is done by considering the green dimensions of management and paying attention to the environmental dimension.
Discussion and Conclusion: The results of this research showed that the dimensions of sustainable human resources management include sustainable recruitment and selection, sustainable training and development, sustainable service compensation, sustainable performance evaluation and sustainable health and safety.
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