The Effect of the Green human Resource Management on the Social Legitimacy with Mediating Role of social responsibility (Esfahan,s Mobarakeh Steel Company as a Case Study)
Subject Areas :mojtaba farrokhi 1 , ali nasr esfahani 2 * , ali safari 3
1 -
2 -
3 -
Keywords: _Green Human Resource Management, Social Legitimacy, Social Responsibility and Esfahan, s Mobarakeh Steel Company,
Abstract :
The purpose of this study is to investigate the effects of Green human resource management on the social legitimacy through mediating variable of the social responsibility. This study is applied and the method of data collection, descriptive and correlational and based on the methodology of structural equation modeling. The population consisted of 270 office workers were Esfahan,s Mobarakeh Steel Company has determined that the sample size by simple random sampling based on Grjsy and Morgan table, 159 individuals were determined. A questionnaire to collect information green human resource management and social responsibility are two standard questionnaires Galbraith (2010) and questioning the social legitimacy of a domain and colleagues (2013) were used. To assess the validity of the methods from teachers and experts and content validity using Cronbach's alpha was used to determine the reliability of the questionnaire. Test of hypotheses using structural equation modeling by AMOS software was used. The results of the study showed that green HRM social legitimacy with path (0/49), human resource management, social responsibility Green on a path coefficient (0/69) as well as social responsibility over social legitimacy with path (0/78) impact resulting social responsibility as a mediator in human resource management influence green social legitimacy with path (0/53) is effective. .
- خدامي، سهيلا، اصلانلو، بهاره، مرادي، حميد. (1391). «نقش مشروعيت اجتماعي در ايجاد كارآيي سازمان»، فصلنامه اخلاق در علوم و فناوري ، سال هفتم، شماره 4، صص53-62.
- راه چمنی، احمد، کاوسی، کامیار. (1394). «تاثیر ابعاد مسئولیت اجتماعی سازمان و اعتماد مصرف کننده برروی شهرت سازمان»، راهبردهای بازرگانی(دانشور رفتار سابق)، دوره2، شماره 5، صص 69-82.
- عباسی، طیبه، جمالی، قاسمعلی، آذری، حسین. (1395). «نقش آفرینی سازمان های دولتی در بهره وری سبز؛ از نگاه مدیریت منابع انسانی سبز»، سومین کنفرانس بین المللی اقتصاد سبز، بابلسر.
- فیاضی، مرجان (1394). «آموزش سبز منابع انسانی در صنعت نفت، نشریه آموزش در علوم انتظامی»، شماره 10، دوره سوم، ، صص1-20.
- قربان نژاد ملکی، سعید، بیک‌زاد، جعفر، بیگ‌زاده، یوسف، مبینی، محمد، امین‌نژاد، خدیجه.(1390). «طراحی الگوی مشروعیت سازمانی در جهت ایجاد تصویر ذهنی مطلوب برای اجرای موفق استراتژی‌های سازمانی»، رسالت مدیریت دولتی ، دوره2، شماره4، صص54-71.
- گوهررستمی، حمیدرضا، کوزه‌چیان، هاشم، امیری، مجتبی، هنری، حبیب .(1392). «طراحی الگوی ذینفع‌مداری وزارت ورزش و جوانان با تاکید بر مشروعیت سازمانی»، فصلنامه مدیریت و توسعه ورزشی، دوره 2، شماره 2، صص1-17 .
- نصر اصفهانی، علی، فغانی، فاطمه. (1391). «بررسی رابطه بین مسئولیت اجتماعی و شهرت سازمانی»، نخستین همایش ملی علوم مدیریت نوین.
-Asrar, M, Peter, K, Anam, I, (2017), »The relationship between corporate social responsibility, job satisfaction, and organizational commitment: Case of Pakistani higher education », Journal of Cleaner Production, Vol. 142, No. 4, pp. 2352-2363.
-Arulrajah, A.A, Opatha, H, Nawaratne, N.N.H. (2015), »Green Human Resource Management Practices: A Review. Sri Lankan», Journal of Human Resource Management, Vol. 5, No. 1, pp.120-138.
-Carmelo, R, Eduardo, G, Juan, Gabriel, C. (2016), »The influence of corporate social responsibility practices on organizational performance: evidence from Eco-Responsible Spanish firms», Journal of Cleaner Production, Vol. 112, No. 4, pp. 2870-2884.
-Charbel, J, Lopes, H. (2015), » Green Human Resource Management and Green Supply Chain Management: linking two emerging agendas», Journal of Cleaner Production, Vol. 12, No. 3, pp. 1824-1833.
-Damien, Ch, Roger, M. (2013), »Social legitimacy versus distinctiveness: Mapping the place of consumers in the mental representations of managers in an institutionalized environment», Journal of Business Research, Vol. 66, No. 9, pp. 1550-1558.
----- -Deshwal, P. (2015), »Green HRM: An organizational strategy of greening people», International Journal of Applied Research, Vol. 1, No. 13, 2015, pp. 176-181.
-Douglas, W.S. Renwick, T and Stuart, M. (2013), »Green Human Resource Management: A Review and Research Agenda», International Journal of Management Reviews, Vol. 15, pp. 1–14.
-Dowling, J. and Pfeffer, J. (2014), »Organizational legitimacy: social values and organizational behavior, Sociological Review, Vol. 18, No. 1, pp.102-126.
-Kibler, K, Matthias, F, Richard, L, Pablo, M. (2015), »Place attachment and social legitimacy: Revisiting the sustainable entrepreneurship journey», Journal of Business Venturing Insights, Vol. 3, pp. 24-29.
-Kum, F, Yuen, J, Ming, L. (2016), »Barriers to the Implementation of Strategic Corporate Social Responsibility in Shipping», The Asian Journal of Shipping and Logistics, Vol.32, No. 1, pp. 49-57.
-Lloyd, C., Harris, Andrew, C. (2016), »The greening of organizational culture: Management views on the depth, degree and diffusion of change», Journal of Organizational Change Management, Vol. 15, No. 3, pp. 214 – 234.
-Massey, E. J. (2015), »Managing Organizational Legitimacy: Communication Strategies for Organizations in Crisis», Journal of Communication, Vol. 138, No. 1, pp. 153-183.
-Margaret, L, Jennifer, B, Paula, M. (2016), »Corporate social responsibility in junior and mid-tier resources companies operating in developing nations – beyond the public relations offensive», Journal of Business and Policy Research , Vol. 50, No.2, pp. 204-213.
-Marcus, A. and Fremeth, R. (2015), »Green management matters regardless, Acad. Manag. Perspect», Vol.23, No.3, pp. 17-26.
-
-Moini J, Hamid, S, Szuchy, K. (2014), »Adoption of green strategy by Danish firms, Sustainability Accounting», Management and Policy Journal, Vol. 5, No. 2, pp. 197 – 223.
-Norton1, T, Stacey, L.P, Hannes, Z, Neal, M.A. (2015), »Employee Green Behavior: A Theoretical Framework, Multilevel Review, and Future Research Agenda», Organization & Environment, Vol. 28, No. 1, pp. 103-125.
[------Opatha, H, Arulrajah, A. (2014), »Green Human Resource Management: A Simplified General Reflections», International Business Research, Vol. 7, No. 8, pp. 101-112.
-Olson, M. J, Fielding, K.S, Iyer, A. (2014), »Diary methods and workplace pro-environmental behaviors». In J. L. Robertson & J. Barling (Eds.), The psychology of green organizations, (pp. 95-116). New York, NY: Oxford University Press.
-Renwick, D, Redman, T, & Maguire, S. (2013), »Green human resource management: A review and research agenda», International Journal of Management Review, Vol. 15, No. 1, pp. 1–14.
-Stefano, G, Fiorentino, R. (2014), »An integrated framework to support the process of green management adoption», Business Process Management Journal, Vol. 20, No. 2, pp. 68 – 89.
-Wu, Ch.L, Fang, d.p, Liao, p.ch, Xue, j.w., Li, y, Wang, T. (2015), » Perception of corporate social responsibility: the case of Chinese international contractors», Journal of Cleaner Production, Vol. 1, No. 13, pp.102-120.