Volume 29, Issue 7 (10-2022)
RJMS 2022, 29(7): 64-72 |
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Ethics code: IR.IAU.SARI.REC.1401.127
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Saremi S, Kamali N, Najafi A. Designing a Green Human Resource Management Model with the Approach of Sustainable Organizational Development of the Staff of Iran University of Medical Sciences. RJMS 2022; 29 (7) :64-72
URL: http://rjms.iums.ac.ir/article-1-6974-en.html
URL: http://rjms.iums.ac.ir/article-1-6974-en.html
Assistant Professor of Educational Management, Department of Educational Management, Zanjan Branch, Islamic Azad University, Zanjan, Iran , kamali_naghi@yahoo.com
Abstract: (1272 Views)
Background & Aims: Today, the term sustainable is widely used to describe a world where human and natural systems can continue to exist until the distant future. Sustainable development means providing solutions to mortal patterns. It is a physical, social, and economic development that can prevent issues such as the destruction of natural resources, the destruction of biological systems, global pollution, climate change, excessive population growth, injustice, and the lowering of the quality of life of people now and in the future. Therefore, sustainable development is a transformation to meet today's needs without destroying the capabilities of the future generation in meeting their needs. In fact, a transformation is sustainable when it protects the environment and generates opportunities. This evolution requires an unbreakable link between the environment, economy, and social security, and economic developments and social life conditions must be in accordance with the long-term flow of maintaining the foundations and natural resources of the biosphere. Sustainable development includes (economic), (social), and (environmental) aspects. So far, various indicators have been presented by many international organizations for the purpose of comprehensive evaluations of sustainable development. Among them, we can mention the United Nations Environmental Program, the United Nations Development Program, the World Bank, the World Resources Institute in Washington and the Global Monitoring Institute in Washington, and finally the United Nations Commission on Sustainable Development. The aim of all the aforementioned institutions is to provide criteria and indicators to determine the success rate of countries in achieving the multiple goals of sustainable development in social, economic, and environmental aspects. The concept of sustainable development is based on the undeniable fact that ecological considerations can and should be applied to economic activities. These considerations include the idea of creating a rational environment in which the claim of development to advance the quality of all aspects of life is challenged. Organizational development is the application of behavioral science knowledge in the scope of the system for planned development and strengthening of organizational strategies, structures, and processes to improve the effectiveness of the organization. The organization means employees with different attitudes, interests, thoughts, knowledge, and physical conditions without which the organization would never have an external existence. Today, private organizations in an environment that requires green accountability, try to increase their market share and strengthen their accountability with a variety of green methods and techniques, and public organizations also try to benefit from the benefits of trust and satisfaction. Green management for the realization and convergence of green values and a wide range of economic, social, political, and legal motives is possible only by benefiting from green human resources management. Considering the importance of the subject, the purpose of this study was to evaluate the green performance on the sustainable organizational development of the employees of Iran University of Medical Sciences.
Methods: The data collection tool includes a researcher-made questionnaire on green human resource management systems and sustainable organizational development. Convergent validity and reliability were calculated through Cronbach's alpha coefficient. The statistical population of this research includes all employees of the Iran University of Medical Sciences. The sample size was selected based on Cochran's formula of 341 people and the sampling method was randomly stratified. The research data analysis method was through structural equation modeling using PLS software. To collect information, library and field methods including questionnaires were used. And the effect of the five dimensions of green human resources management on sustainable organizational development was investigated.
Results: The results indicated that the five dimensions of green human resource management have a positive and significant impact on sustainable organizational development. Also, the results showed that performance evaluation analysis 0.478, green choice 0.367, safety management 0.149, green training 0.283, and reward management 0.454 directly explain the changes related to the variable of sustainable organizational development.
Conclusion: Tehran state universities are in their highest state in terms of quantitative development and have attracted the largest number of students over the past years, and of course, the energy consumption of these universities has increased accordingly. Lack of work and delay in the implementation of green management in universities will cause waste of energy resources, and water resources and as a result increase the cost of the government, increasing the share of universities in air pollution and environmental damage. The discussion of evaluating the green choice is in line with the goals of green human resources management and it is quite obvious that without an accurate assessment of personnel ability, planning for the establishment of green human resources management and the implementation of its instructions will not be successful. This evaluation can include their awareness of the importance and method of green human resource management and the evaluation of personnel motivations in establishing green management or their contributions and abilities in this direction. If they do not have enough motivation, the management should take measures to create motivation and provide the necessary incentives to accompany the person in the steps of establishing green management, or if there is not enough awareness in this field, by holding explanatory classes on the importance of green management and methods explain their participation. In addition to explanatory and in-service classes, distribution of brochures, and providing necessary guidance according to the position of the personnel, the use of technology potential was used to inform the employees. Currently, universities do not have authority in the field of green education courses and topics, which has made the subject of green education in universities weak and ineffective, and the expectations of the function of green education in universities are not met. Therefore, according to the state of the university, the statistical society is of the opinion that they will not have much effect on the issue of green management in the issue of green education. In terms of its importance and role in sustainable development, health and safety management is among the last row of components. And the reason is that although it is lower in terms of importance than other components, universities have almost no plans and have not done anything in this field. The explanation of the goals, plans, and problems of the establishment of green management shows that there is no objective and practical output from many of the meetings, and for this reason, this component is less important than other components for the statistical society. It shows that in order to advance the programs, it is not possible to establish green management without organizing planning and coordination meetings.
Methods: The data collection tool includes a researcher-made questionnaire on green human resource management systems and sustainable organizational development. Convergent validity and reliability were calculated through Cronbach's alpha coefficient. The statistical population of this research includes all employees of the Iran University of Medical Sciences. The sample size was selected based on Cochran's formula of 341 people and the sampling method was randomly stratified. The research data analysis method was through structural equation modeling using PLS software. To collect information, library and field methods including questionnaires were used. And the effect of the five dimensions of green human resources management on sustainable organizational development was investigated.
Results: The results indicated that the five dimensions of green human resource management have a positive and significant impact on sustainable organizational development. Also, the results showed that performance evaluation analysis 0.478, green choice 0.367, safety management 0.149, green training 0.283, and reward management 0.454 directly explain the changes related to the variable of sustainable organizational development.
Conclusion: Tehran state universities are in their highest state in terms of quantitative development and have attracted the largest number of students over the past years, and of course, the energy consumption of these universities has increased accordingly. Lack of work and delay in the implementation of green management in universities will cause waste of energy resources, and water resources and as a result increase the cost of the government, increasing the share of universities in air pollution and environmental damage. The discussion of evaluating the green choice is in line with the goals of green human resources management and it is quite obvious that without an accurate assessment of personnel ability, planning for the establishment of green human resources management and the implementation of its instructions will not be successful. This evaluation can include their awareness of the importance and method of green human resource management and the evaluation of personnel motivations in establishing green management or their contributions and abilities in this direction. If they do not have enough motivation, the management should take measures to create motivation and provide the necessary incentives to accompany the person in the steps of establishing green management, or if there is not enough awareness in this field, by holding explanatory classes on the importance of green management and methods explain their participation. In addition to explanatory and in-service classes, distribution of brochures, and providing necessary guidance according to the position of the personnel, the use of technology potential was used to inform the employees. Currently, universities do not have authority in the field of green education courses and topics, which has made the subject of green education in universities weak and ineffective, and the expectations of the function of green education in universities are not met. Therefore, according to the state of the university, the statistical society is of the opinion that they will not have much effect on the issue of green management in the issue of green education. In terms of its importance and role in sustainable development, health and safety management is among the last row of components. And the reason is that although it is lower in terms of importance than other components, universities have almost no plans and have not done anything in this field. The explanation of the goals, plans, and problems of the establishment of green management shows that there is no objective and practical output from many of the meetings, and for this reason, this component is less important than other components for the statistical society. It shows that in order to advance the programs, it is not possible to establish green management without organizing planning and coordination meetings.
Keywords: Green Human Resources Management, Sustainable Organizational Development, Iran University of Medical Sciences
Type of Study: Research |
Subject:
Occupational Medicine
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