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Designing a Green Human Resource Management Model with an Emphasis on Social Responsibility at Shiraz University of Medical Sciences | ||
| Health Management & Information Science | ||
| دوره 7، شماره 2، تیر 2020، صفحه 117-127 اصل مقاله (910.47 K) | ||
| نوع مقاله: Original Article | ||
| نویسندگان | ||
| hamid bahmanyari1؛ aflatoon amiri* 2؛ zahraا shokoh3؛ amin nikpour4؛ mahdi mohamad bagheri5 | ||
| 1, Department of Management , Kerman branch , Islamic Azad University, Kerman ,Iran | ||
| 2Department of Management, Kerman Branch, Islamic Azad University, Kerman, Iran | ||
| 3department of management , kerman beranch . islamic azad university , kerman , iran | ||
| 4department of management , kerman beranch , islamic azad university , kerman , iran | ||
| 5department of management , kerman beranch . islamic azad university , kerman . iran | ||
| چکیده | ||
| Background and aim: Green human resource management (GHRM) is responsible for creating awareness, information, and interaction between the employees of the organization regarding the environment and environmental factors. In addition, with the use of green policies, green HRM leads to social responsibility among the staff, in a way that they would be guided toward adhering to their responsibilities as to the environment. This study aimed to design and explain a green HRM model with an emphasis on social responsibility. Materials and methods: This is an applied research in terms of goal, and a mix method study and descriptive-survey regarding the nature and methodology. The study population included two groups of experts familiarized with green HRM, who were scattered across the country and were entered into the study by selective sampling. The views of these people have been used to design and explain the research model. The second population includes employees of Shiraz University of Medical Sciences. In total, 292 subjects were selected by simple sampling based on the Cochran’s formula and 95% confidence interval. Data were collected using Jabour green HRM questionnaire (2010) and the Carroll social responsibility questionnaire (1991). Moreover, in-person interviews were conducted to design the model. Furthermore, data analysis was carried out in SPSS and PLS using the structural equations modelling. Results: The evaluation of the fit indices was indicative of the relatively suitable fit for the research data and the conceptual model. In this study, there was a positive, significant relationship between green HRM and social responsibility. In addition, the value of this impact was estimated at 0.230, 0.371, 0.211, and 0.306, based on the regression coefficient in the standard state. Conclusion :Environmental questions must be included in recruitment interviews to assess the knowledge level of job applicants in this area. It is suggested that the recruitment exams should be carried out electronically. | ||
| کلیدواژهها | ||
| Green Human Resource Management؛ Sustainable Development؛ Green Organization | ||
| مراجع | ||
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1. Renwick DW, Redman T, Maguire S. Green human resource management: A review and research agenda. International Journal of Management Reviews. 2013;15(1):1-14. doi: 10.1111/j.1468-2370.2011.00328.x . 2. Bombiak E, Marciniuk-Kluska A. Green human resource management as a tool for the sustainable development of enterprises: Polish young company experience. Sustainability. 2018;10(6):1739. doi: 10.3390/su10061739 . 3. Renwick DW, Redman T, Maguire S. Green human resource management: A review and research agenda. International Journal of Management Reviews. 2013;15(1):1-14. doi: 0.1111/j.1468-2370.2011.00328.x . 4. Jabbour CJC, Santos FCA. The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management. 2008;19(12):2133-54. doi: 10.1080/09585190802479389 . 5. Mishra P. Green human resource management: A framework for sustainable organizational development in an emerging economy. International Journal of Organizational Analysis. 2017;25(5):762-88. doi: 10.1108/ijoa-11-2016-1079 . 6. Marcus A, Fremth A. Green Management Matters Regardless. Academy of Management Perspectives. 2009;23(3):17-26. doi: 10.5465/amp.2009.43479261. 7. Daily BF, Huang Sc. Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management. 2001;21(12):1539-52. doi: 10.1108/01443570110410892. 8. Renwick DW, Redman T, Maguire S. Green human resource management: A review and research agenda. International Journal of Management Reviews. 2013;15(1):1-14. doi: 10.1111/j.1468-2370.2011.00328.x . 9. Opatha H. Green Human Resource Management: A Simplified Introduction, HR Dialogue, Department of HRM. Faculty of Management Studies and Commerce, University of Sri Jayewardenepura. 2013:22-41. 10. Haddock-Millar J, Sanyal C, Müller-Camen M. Green human resource management: a comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management. 2016;27(2):192-211. doi: 10.1080/09585192.2015.1052087. | ||
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