جستجوی مقالات مرتبط با کلیدواژه « green human resources management » در نشریات گروه « علوم تربیتی »

The aim of the present study was to investigate the role of green human resources management on environmentally friendly organizational citizenship behavior and the environmental performance of Semnan University employees. This study is applied research in terms of the purpose and is a type of descriptive-correlational research. The statistical population of the study included all employees of Semnan University (550 people) in the academic year 2020-2021. Using the instructions for determining the sample size of Mueller (1999), 234 people (165 women and 69 men) were selected using a stratified random sampling method. The study instrument consisted of standard questionnaires on green human resource management, citizen behavior of an organization supporting the environment, and environmental performance of the university. The content validity was confirmed by experts in this field. To determine the reliability of the scales, Cronbach's alpha test was used, the value of which is equal to 0.80 for measures of creating green competence, 0.72 for methods of strengthening green motivation, and 0.78 for methods of green employee participation, for the organizational citizen in relation to the environment, it was equal to 0.85, and for the environmental performance of the university, it was equal to 0.91. The data were analyzed via correlation and path analysis methods and SPSS and LISREL software. The findings (results) showed that there is a relationship between environmental performance with dimensions of green human resources management (competence development, strengthening motivation, employee participation) and environmentally friendly organizational citizenship behavior. Competence development, increasing green employee motivation, and increasing employee participation have a direct effect on the university's environmental performance. Competence development, increasing green employee motivation, and increasing employee participation have an indirect influence on the environmental performance of the university through the mediation of environmentally friendly organizational citizen behavior. The results of this study indicate the importance of the role of green human resources management in increasing environmentally friendly organizational citizenship behavior and, consequently, increasing the environmental performance of the university.

Context :

Today, green human resource management has become a key business strategy for organizations in which human resources departments play an active role in the green path of their office.

The purpose of this study is the effect of green human resource management on green creativity with a moderating role of moral leadership in the Agricultural Jihad Organization of Isfahan Province.

The present study is of descriptive-survey type and is of applied type. The statistical population of the present study consists of the staff of Isfahan Jihad Agricultural Organization (180 people), some of whom (123 people) were studied by simple random sampling. The data collection tool was a questionnaire and the construct validity was assessed through factor analysis. The research data were analyzed by structural equation modeling using Spss and Pls software.

Findings of this study showed that green human resource management has a positive effect on green creativity with the moderating role of moral leadership of Isfahan Agricultural Jihad Organization.

The manegers of agricultural jahad, as pioneers of environmental protection, must develop green creativity by strengthening and training their human resources and ethical leadership styles.

Training and development is a facilitator of the green human resource management. The goal of this study is to evaluate the green training in the Iranian oil industry. The required data was collected and analyzed using the qualitative approach and interviewing with 12 selected expert in the Iranian oil industry and also the academic professors. The results of content analysis indicates that creating a culture and the necessary infrastructure have priority for the effective implementation of green training in the oil industry. Moreover, tailor-made green training programs should be based on specific framework suitable for this industry. Alignment of these trainings with the goals of human resources working in the oil industry, keeping the programs up-to-dated, and adjusting them with the latest international standards are some factors mentioned by the interviewed experts in this regard.