آیندهنگاری پیشران‌های بهسازی و توسعه رفتار دوستدار محیط‌زیست منابع انسانی نسل Z در سازمان حفاظت محیط‌زیست ایران
محورهای موضوعی : مدیریت و برنامه ریزی محیط زیست
حسین حمزوی
1
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سیده مرضیه حسینی
2
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بنفشه فتوت
3
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حسین عابدی
4
1 - کارشناسی ارشد مدیریت رفتارسازمانی، دانشگاه علامه طباطبائی،تهران،ایران.
2 - کارشناسی ارشد توسعه منابع انسانی، دانشکده مدیریت، دانشگاه عالی کار ، قزوین ، ایران.
3 - استادیار، گروه مدیریت، مؤسسه آموزش عالی کار، قزوین، ایران.
4 - استادیار، گروه مدیریت، مؤسسه آموزش عالی کار، قزوین، ایران.
کلید واژه: محیط‌زیست, رفتار دوستدار محیط‌زیست, رفتار محیط‌زیستی, نسلZ , آیندهنگاری.,
چکیده مقاله :
این پژوهش با هدف شناسایی و اولویت‌بندی پیشران‌های بهسازی و توسعه رفتار دوستدار محیط‌زیست منابع انسانی نسل Z در سازمان حفاظت محیط‌زیست ایران انجام شد. این پژوهش بر اساس روش تحلیل ماتریس اثرات متقابل ساختاری با رویکرد آیندهنگاری و از نظر هدف، از نوع توسعه‌ای-کاربردی انجام و جامعه آماری این پژوهش، 25 نفر از خبرگان شامل اساتید دانشگاه و مدیران سازمان حفاظت محیط‌زیست ایران به روش هدفمند بود. داده‌های این پژوهش از طریق مطالعات کتابخانه‌ای، مصاحبه ساختاریافته و پرسشنامه کیفی به صورت ماتریس اثرات متقابل ساختاری جمع‌آوری شده و با نرم‌افزار آماری میک‌مک تجزیه و تحلیل شد. یافته‌های این پژوهش نشان داد که پیشران‌های همراستایی راهبردهای کلان سازمانی با استراتژی‌های محیط‌زیستی بخش منابع انسانی، بکارگیری مشوق‌های مالی و ایجاد نظام انگیزشی ترغیب‌کننده مبتنی بر مؤلفه‌های محیط‌زیستی، طراحی و پیاده‌سازی دوره‌های آموزشی تخصصی و توانمندسازی حرفه‌ای محیط‌زیستی کارکنان، نهادینه‌سازی باورها، ارزش‌ها و هنجارهای محیط‌زیستی در ساختار و فرهنگ سازمانی پایدار به عنوان تأثیرگذارین پیشران‌های بهسازی و توسعه رفتار دوستدار محیط‌زیست منابع انسانی نسل Z در سازمان حفاظت محیط‌زیست ایران هستند. نتایج این پژوهش نشان داد که شناسایی و اولویت‌بندی پیشران‌های بهسازی و توسعه رفتار دوستدار محیط‌زیست منابع انسانی نسل Z در سازمان حفاظت محیط‌زیست ایران، موجب تمرکز هوشمندانه سازمان‌ها بر ارتقای فرهنگ و رفتار‌های دوستدار محیط‌زیستی، افزایش تعهد منابع انسانی جوان و هم‌سویی اهداف فردی و سازمانی می‌شود.
This study was conducted with the aim of identifying and prioritizing the driving forces for improving and developing pro-environmental behavior among Generation Z human resources in the Department of Environment of Iran. This research was based on the structural cross-impact matrix analysis method with a futures studies approach and, in terms of purpose, was developmental–applied in nature. The statistical population of the study consisted of 25 experts, including university professors and managers of the Department of Environment, selected purposively. The data were collected through library studies, structured interviews, and a qualitative questionnaire in the form of a structural cross-impact matrix, and were analyzed using MICMAC statistical software. The findings of this study revealed that the alignment of the organization’s macro-strategies with environmental strategies in the human resources sector, the application of financial incentives and the establishment of an environmentally oriented motivational system, the design and implementation of specialized training courses and professional environmental empowerment of employees, and the institutionalization of environmental beliefs, values, and norms in a sustainable organizational structure and culture are the most influential drivers for improving and developing pro-environmental behavior among Generation Z human resources in the Department of Environment of Iran. The results showed that identifying and prioritizing these drivers enables organizations to strategically focus on strengthening environmental culture and behaviors, increasing the commitment of young human resources, and achieving alignment between individual and organizational goals.
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