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  • اثر مدیریت منابع انسانی و زنجیرۀ تامین سبز بر عملکرد پایدار سازمان ورزش شهرداری تهران با نقش میانجی پایداری سازمانی

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آدرس مقاله


کد مقاله : JEST-2111-5559 (R1) بازدید : 164 صفحه: 61 - 77

10.30495/jest.2023.64240.5559

نوع مقاله: پژوهشی

اثر مدیریت منابع انسانی و زنجیرۀ تامین سبز بر عملکرد پایدار سازمان ورزش شهرداری تهران با نقش میانجی پایداری سازمانی

محورهای موضوعی : اقتصاد محیط زیست

داور خاکسار بلداجی 1 , مجید سلیمانی 2 , عادل افکار 3

1 - دانشجوی دکتری گروه مدیریت ورزشی، واحد همدان، دانشگاه آزاد اسلامی، همدان، ایران.
2 - استادیار گروه تربیت بدنی، واحد ملایر، دانشگاه آزاد اسلامی، ملایر، ایران. *(مسوول مکاتبات)
3 - استادیار گروه تربیت بدنی، واحد ملایر، دانشگاه آزاد اسلامی، ملایر، ایران.

تاریخ دریافت : 1400/09/27 تاریخ پذیرش : 1401/06/27 تاریخ انتشار : 1401/12/01

کلید واژه: زنجیرۀ تامین سبز, عملکرد پایدار, سازمان ورزش شهرداری تهران, مدیریت منابع انسانی سبز, پایداری سازمانی,

چکیده مقاله :

زمینه و هدف: سازمان ورزش شهرداری تهران در ایجاد توسعه پایدار و به طور ویژه در حوزۀ محیط زیستی می تواند نقش چشمگیری ایفا کند. اما یکی از مهم ترین شکاف های موجود در این حوزه عدم توجه راهبردی به مسئلۀ مدیریت سبز در بین منابع انسانی و در برنامه های راهبردی و عملیاتی سازمان می باشد که این شکاف می تواند در عملکرد محیط زیستی و پایداری سازمانی این سازمان نقش چشمگیری را ایفا کند. از این رو، هدف پژوهش حاضر تعیین اثر مدیریت منابع انسانی سبز و زنجیرۀ تامین سبز بر عملکرد پایدار سازمان ورزش شهرداری تهران با نقش میانجی پایداری سازمانی بوده است.روش بررسی: پژوهش توصیفی از نوع همبستگی و مبتنی بر مدلسازی معادلات ساختاری است. جامعۀ آماری را کارکنان سازمان ورزش شهرداری تهران تشکیل دادند(2610 نفر) و نمونۀ آماری براساس جدول مورگان 335 نفر و به صورت در دسترس در نظر گرفته شد. از پرسشنامه های مدیریت منابع انسانی زاید و همکاران (2018)، زنجیرۀ تامین سبز زاید و همکاران (2018)، پایداری سازمانی کارکولیان و همکاران (2016)، عملکرد پایدار زاید و همکاران (2018) استفاده شد. برای تحلیل داده ها از مدلسازی معادلات ساختاری با رویکرد حداقل مربعات جزئی و برای بررسی روایی سازۀ پرسشنامه از تحلیل عاملی تاییدی استفاده شد. برای تجزیه و تحلیل آماری این تحقیق از نسخه 24 نرم افزار SPSS و نسخۀ 3 نرم افزار Smart Pls استفاده شد.یافته ها: نتایج تحقیق نشان داد که مدیریت منابع انسانی سبز بر پایداری سازمانی سازمان ورزش شهرداری تهران اثر مثبت معنادار دارد. زنجیرۀ تامین سبز بر عملکرد پایدار و پایداری سازمانی سازمان ورزش شهرداری تهران اثر مثبت معنادار دارد. پایداری سازمانی بر عملکرد پایدار سازمان ورزش شهرداری تهران اثر مثبت معنادار دارد. پایداری سازمانی در اثر مدیریت منابع انسانی سبز و زنجیرۀ تامین سبز بر عملکرد پایدار سازمان ورزش شهرداری تهران نقش میانجی معنادار دارد.بحث و نتیجه گیری: نتایج این پژوهش می تواند در راستای بهبود عملکرد پایدار سازمان ورزش شهرداری تهران در زمینه عوامل محیط زیستی مورد استفاده و کاربرد قرار گیرد.

چکیده انگلیسی:

Background and Objective: The aim of the research was to determine the effect of green human resource management and green supply chain on the sustainable performance of Tehran Municipal Sports Organization with the mediating role of organizational sustainability.Material and Methodology: descriptive research is correlational and based on structural equation modeling. The statistical population was formed by the employees of Tehran Municipal Sports Organization (2610 people) and the statistical sample was considered to be 335 people based on Morgan's table and available. The questionnaires of human resource management by Zayed et al. (2018), Sabze supply chain by Zayed et al. (2018), organizational sustainability by Karkulian et al. (2016), sustainable performance by Zayed et al. (2018) were used. Structural equation modeling with partial least squares approach was used to analyze the data, and confirmatory factor analysis was used to check the validity of the questionnaire. SPSS software version 24 and Smart Pls software version 3 were used for the statistical analysis of this research.Findings: The results of the research showed that green human resource management has a significant positive effect on the organizational sustainability of Tehran Municipal Sports Organization. The green supply chain has a significant positive effect on the sustainable performance and organizational sustainability of Tehran Municipal Sports Organization. Organizational sustainability has a significant positive effect on the sustainable performance of Tehran Municipal Sports Organization. Organizational sustainability has a significant mediating role as a result of green human resource management and green supply chain on the sustainable performance of Tehran Municipal Sports Organization.Discussion and Conclusion: The results of this research can be used and applied in order to improve the sustainable performance of Tehran Municipal Sports Organization in the field of environmental factors.

منابع و مأخذ:


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_||_

  1. Alexandra, T. (2017). Human Resource Management Characteristics of the Olympic Sport Organizations. Global Journal of Human Resource Management, Vol.5, No.6, pp.61-72.
    2.
  2. Porter, M., and F. Reinhardt. )2007(. “A Strategic Approach to Climate Change.” Harvard Business Review 85 (10): 22–26.
    3.
  3. Ahmad, S. (2015). Green Human Resource Management: Policies and Practices. Cogent Business & Management, 2(1), 1-13.
    4.
  4. McCullough, B.P., Pfahl, M., Nguyen, SH. (2015). The green waves of environmental sustainability in sport. Sport in Society, http://dx.doi.org/10.1080/17430437.2015.1096251.
    5.
  5. C. J. C. (2011). How green are HRM practices, organizational culture, learning and teamwork? A Brazilian study. Industrial and commercial training, 43(2), 98-105.
    6.
  6. Millar, J, Chandana, S, Michael & Müller, C. (2016), Green human resource management: a comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 27(2): 192–211.
    7.
  7. Liu, Z., Mei, S., & Guo, Y. (2020). Green human resource management, green organization identity and organizational citizenship behavior for the environment: the moderating effect of environmental values. Chinese Management Studies.
    8.
  8. Chaudhary, R. (2020). Green human resource management and employee green behavior: An empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630-641.
    9.
  9. Aboramadan, M., & Karatepe, O. M. (2021). Green human resource management, perceived green organizational support and their effects on hotel employees’ behavioral outcomes. International Journal of Contemporary Hospitality Management.
    10.
  10. Opatha, H., (2013), Green Human Resource Management: A Simplified Introduction, HR Dialogue, Department of HRM, Faculty of Management Studies and Commerce, University of Sri Jayewardenepura, 22-41.
    11.
  11. Jenny, D., Jie, S., & Xin, D. (2017). Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values. Human Resource Management, 56(4), 613-627.
    12.
  12. Stefano, G & Fiorentino, R. (2014), An integrated framework to support the process of green management adoption. Business Process Management, 20(2): 68 – 89.
    13.
  13. Pavithradevi, V., and Sandhya, R.C., (2016), Green HR: Does Its Performance Match with the Value Perceived by the Employees?, International Journal Of Business & Management, March, 4(3), 312-314.
    14.
  14. Jacob, C., and Jolly, J., (2012), A Study of Green HR Practices and Its Effective Implementation in the Organization: A Review, International Journal of Business and Management, 7(21), 25-33. Available online at: ccsenet.org/ijbm.
    15.
  15. Saragih, S., Margaretha, M., (2013). Developing new corporate culture through green human resource practice. International Conference on Business, Economics, and Accounting. Bangkok - Thailand.
    16.
  16. Ghouri, A. M., Mani, V., Khan, M. R., Khan, N. R., & Srivastava, A. P. (2020). Enhancing business performance through green human resource management practices: an empirical evidence from Malaysian manufacturing industry. International Journal of productivity and Performance management.
    17.
  17. Haldorai, K., Kim, W. G., & Garcia, R. F. (2021). Top management green commitment and green intellectual capital as enablers of hotel environmental performance: The mediating role of green human resource management. Tourism Management, 88, 104431.
    18.
  18. Benevene, P., & Buonomo, I. (2020). Green human resource management: An evidence-based systematic literature review. Sustainability, 12(15), 5974.
    19.
  19. Su-Yol Lee , (2015) “The effects of green supply chain management on the supplier’s performance through social capital accumulation”, Supply Chain Management: An International Journal, Vol. 20 Iss: 1,
    20.
  20. Aboul-Dahab, S. A. E., & Saied, B. (2021). The Influence of Green Human Resources Practices on Sustainable Performance in the Egyptian Hotels. International Journal of Customer Relationship Marketing and Management (IJCRMM), 12(4), 1-16.
    21.
  21. Amjad, F., Abbas, W., Zia-Ur-Rehman, M., Baig, S. A., Hashim, M., Khan, A., & Rehman, H. U. (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(22), 28191-28206.
    22.
  22. Wang, C., Zhang, Q., & Zhang, W. (2020). Corporate social responsibility, Green supply chain management and firm performance: The moderating role of big-data analytics capability. Research in Transportation Business & Management, 37, 100557.
    23.
  23. Heydari, J., Govindan, K., & Basiri, Z. (2021). Balancing price and green quality in presence of consumer environmental awareness: a green supply chain coordination approach. International Journal of Production Research, 59(7), 1957-1975.
    24.
  24. Jackson, S. E. & Seo, J. (2011). The greening of strategic HRM scholarship. Organization Management Journal, 7(4), 278–290.
    25.
  25. Arulrajah, A.A, Opatha, H & Nawaratne, N.N.H. (2015), Green Human Resource Management Practices, A Review. Sri Lankan, Journal of Human Resource Management, 5(1):120-138.
    26.
  26. Charbel, J & Lopes, H. (2015), Green Human Resource Management and Green Supply Chain Management, linking two emerging agendas. Journal of Cleaner Production, 12(3): 1824-1833.
    27.
  27. Hussain, N., Rigoni, U., & Orij, R. P. (2018). Corporate governance and sustainability performance: Analysis of triple bottom line performance. Journal of Business Ethics, 149(2), 411-432.
    28.
  28. 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.
    29.
  29. Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83-93. https://doi.org/10.1016/j.ijhm.2018.04.007.
    30.
  30. Sheena Fatima Paro Ragas, Flora Mae Angub Tantay, Lorraine Joyce Co Chua, Carolyn Marie Concha Sunio, (2017) "Green lifestyle moderates GHRM’s impact on job performance", International Journal of Productivity and Performance Management, Vol. 66 Issue: 7, pp.857-872, https://doi.org/10.1108/IJPPM-04-2016-0076
    31.
  31. Ramasamy, A., Inore, I., & Sauna, R. (2017). A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations. International Journal of Business and Management, 12(9), 117-129.
    32.
  32. Mousa, S. K., & Othman, M. (2020). The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal of Cleaner Production, 243, 118595.
    33.
  33. Malik, S. Y., Cao, Y., Mughal, Y. H., Kundi, G. M., Mughal, M. H., & Ramayah, T. (2020). Pathways towards sustainability in organizations: Empirical evidence on the role of green human resource management practices and green intellectual capital. Sustainability, 12(8), 3228.
    34.
  34. Shakarian, H. (2017). Identification and prioritization of green human resource management measures using the fuzzy TOPSIS technique. New research approaches in management and accounting, number 6, pp: 152-143. (In Persian)
    35.
  35. Sabet, A. Tawakoli, A. Hashemi, A. Razqi, S. (2017). Presenting the structural model of green human resource management based on human resource management systems. Human Resource Management Research Quarterly, 10th year, number 1 (31 series), p:4. (In Persian)
    36.
  36. Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83-93. https://doi.org/10.1016/j.ijhm.2018.04.007.
    37.
  37. Tavakoli Dehaqani, M, Shahvardiani, S, Musapour, H. (2016). Investigating the relationship between sustainable supply chain management with environmental performance and financial performance. Business Journal, 22(85), 171-194. (In Persian)
    38.
  38. Seyedjavadin, S; Roshandel A, Nobari, A (2016), Green Human Resource Management "an investment and sustainable development approach", Investment Science Research Quarterly, Winter, Year 5, Number 20: 297-327. (In Persian)
    39.

 

 

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