List of Articles green human resource

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  1 - Impact of green human resource factors on environmental performance in manufacturing companies (Case study: petrochemical companies in Assaluyeh and Mahshahr)
  Soheila Bourghani Farahani Banafsheh Fotovat Maryam  Khadem
  Abstract This study aimed to Impact of green human resource factors on environmental performance in manufacturing companies at petrochemical companies in assaluyeh and mahshahr.This is a descriptive-correlational study with applied objective. The target population incl More

  Abstract This study aimed to Impact of green human resource factors on environmental performance in manufacturing companies at petrochemical companies in assaluyeh and mahshahr.This is a descriptive-correlational study with applied objective. The target population includes experts and human resource managers health, safety & environment management system of petrochemical companies in assaluyeh and mahshahr. That society is 600 people that the statistical sample consists of234 subjects who were selected by the random sampling method. standard questionnaire of Green Human Resources factors and Environmental performance from Anusingh and Shikha used to collect data Finally the study data was analyzed by Structural Equation Modeling (SEM) method The results showed top management commitment to environmental management, employee environmental training, employees team work, employee Involvement, employee environmental rewards and green programs have a significant and positive impact on environmental performance but environmental cooperation staff had no significant impact on environmental performance. Manuscript profile
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  2 - 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)
  mojtaba farrokhi ali nasr esfahani ali safari
  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 base More

  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. . Manuscript profile
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  3 - Green Human Resource Management and Environmental Behavior of Employees The Role of the Mediator of the Green Psychological Climate
  mojtaba farrokhi سید محسن علامه امیری امیری
  Green human resource management has become an important issue in organizations. Green human resource management is effective for improving employees' environmental behavior. The purpose of this study is the effect of green human resource management on the environmental More

  Green human resource management has become an important issue in organizations. Green human resource management is effective for improving employees' environmental behavior. The purpose of this study is the effect of green human resource management on the environmental behavior of employees with the mediator role of green environment. The research method is applied and descriptive-survey in terms of the purpose and method of data collection. The statistical population consists of employees and managers of Isfahan Bank Maskan branches. The volume of the sample was determined based on Morgan's table and sampling was done by simple random method. A questionnaire was used to collect data. Convergent, divergent and content validity methods were used to measure validity, and Cronbach's alpha and composite reliability were used to determine the reliability of the questionnaire. Structural equation method was used to check the hypotheses. The results of the research showed that green human resource management has a positive and significant effect on environmental behavior. In the investigation of the mediating role of green grass in the impact of green human resource management on the environmental behavior of employees, it was confirmed. Also, the results of this study show that green human resource management has an effect on green psychological climate and green psychological climate on environmental behaviors. Manuscript profile
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  4 - Designing and explaining the strategic management model of green human resources in the dairy industry (Based on theme analysis)
  Alireza  mikaeeli Abbas ali Rastgar ِDavood Feiz Hossein Damghanian
  20.1001.1.22286047.1401.21.70.1.6
  Abstract: This study seeks to provide a model for strategic management of green human resources in the Iranian dairy industry. To achieve this model, the theme analysis method was used and the researcher obtained the required data from the review of related documents as More

  Abstract: This study seeks to provide a model for strategic management of green human resources in the Iranian dairy industry. To achieve this model, the theme analysis method was used and the researcher obtained the required data from the review of related documents as well as semi-structured interviews with academic experts in the field of human resource management, green management association and dairy industry association to theoretical saturation (15 N) which were purposefully selected according to the concept of expertise, and after coding and identifying the categories, has obtained a model. Also, to validate the model, the criteria of researcher sensitivity, methodological coherence, sample appropriateness, repetition of a finding and the use of informed feedback were used. The results showed that with the focus on five categories of environmental, technical, organizational, cultural and market factors, green human resource management in the dairy industry can be achieved by improving strategies for attracting, retaining, improving and developing human resources and output. Manuscript profile
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  5 - Presenting the structural model of the green human resource management implementation process using the fuzzy interpretive structural modeling method
  mohammadhossein kabgani,
  Green human resources management, as a strong tool that takes the role of human factors, can help organizations to fulfill their social responsibilities in order to protect the environment. This research has been carried out with the aim of systematically reviewing prev More

  Green human resources management, as a strong tool that takes the role of human factors, can help organizations to fulfill their social responsibilities in order to protect the environment. This research has been carried out with the aim of systematically reviewing previous researches in the field of green human resources management, as well as identifying key elements and providing a structural model to implement the green human resources management process in the chemical and petrochemical industries of Bushehr province. By studying thematic literature and using the textual content analysis approach, six basic indicators were counted, and in order to localize them in order to implement green human resources management in the chemical and petrochemical industries, the Delphi technique was used in three rounds. The statistical population of the research was formed by managers and experts familiar with the subject and working in the field of petrochemical industries. A researcher-made questionnaire was used to collect data, and its validity and reliability were also confirmed. In order to design the structural model of the effective indicators for the implementation of the green human resources management process, the interpretive structural modeling approach in the fuzzy environment was used to manage linguistic ambiguities in judgments. The results of the modeling and analysis of Mik Mak showed that individual, group and organizational indicators are among the basic and influential indicators in the field of Sabza's human resources management; Therefore, managers are suggested to emphasize and pay more attention to this group of indicators. Manuscript profile