نقش مديريت منابع انساني سبز بر عملكرد زيست‌محيطي سازمان با تأكيد بر نقش ميانجي تعهد سازماني

The Role of Green Human Resource Management on Organizations Environmental Performance with Emphasis on the Mediating Role of Organizational Commitment

در مواجهه با فشارهاي درون و برون سازماني براي تطبيق و اجراي فعاليت‌هاي سازگار با محيط‌زيست؛ توجه به مفهوم سبزينگي مطرح شده است. مديريت منابع انساني سبز و رفتار سبز نمونه‌اي از اين‌گونه اقدامات هستند. از اين‌رو، هدف از پژوهش، بررسي نقش مديريت منابع انساني سبز بر عملكرد زيست‌محيطي بيمارستان‌ها با تأكيد بر نقش ميانجي تعهد سازماني مي­باشد. اين تحقيق از نظر هدف كاربردي و از نظر روش گردآوري داده­ها از نوع پيمايشي است. جامعه آماري پژوهش متشكل از مديران و كاركنان بيمارستان‌هاي دولتي شهر بوشهر بودند و نمونه آماري پژوهش 430 نفر انتخاب شد. ابزار گردآوري داده­ها، پرسشنامه استاندارد مديريت منابع انساني سبز شن و بنسون (2016)؛ تعهد سازماني كيم و همكاران (2019) و عملكرد زيست‌محيطي فايلي و همكاران (2014)؛ در مقياس پنج گزينه­اي ليكرت بود. روايي پرسشنامه از نظر محتوايي و سازه مورد بررسي قرار گرفته و پايايي نيز با محاسبه ضريب آلفاي كرونباخ بزرگتر از 7/0 محاسبه گرديد. داده­هاي گردآوري شده با استفاده از نرم­افزارهاي آماري SPSS و LISREL مورد تحليل قرار گرفتند. نتايج تحليل داده‌ها نشان داد كه مديريت منابع انساني سبز بر عملكرد زيست‌محيطي و تعهد سازماني تأثير مثبت و معناداري دارد. همچنين، متغير تعهد سازماني نقش ميانجي‌گري بين مديريت منابع انساني سبز و عملكرد زيست‌محيطي بيمارستان‌ها دارد.

The main purpose of this study was to investigate the role of GHRM on the environmental performance of hospitals with emphasis on the mediating role of organizational commitment. After reviewing the literature on Green Human Resource Management, Environmental performance and Organizational Commitment the conceptual modeling and research hypotheses were formulated. The present study is of applied purpose and descriptive-correlational in terms of data collection. A questionnaire was designed and distributed to measure the dimensions variables. Collected data were analyzed using statistical software SPSS and LISREL.The results of the data analysis show that relationship between variable in study are significant. Introduction Faced with internal and external pressure to adapt and implement environmental friendly business activities, it is becoming crucial for firms to identify practices that enhance their competitive advantage, economic, and environmental performance. Green human resource management (GHRM), and green behaverial examples of such practices. The success of an organization's environmental management depends on the environmentally friendly behavior of its employees; Because their behavior improves the environmental performance of the organization as a whole. Therefore, the organization should consider how green human resource management affects the environmentally friendly behavior of employees. Methodology This research is applied in terms of purpose and descriptive-correlational in terms of data collection. Questionnaires were used to collect the required information and to evaluate the research variables, research hypotheses and research questions. The statistical population of this study . The statistical population of the study consisted of managers and employees of public hospitals in Bushehr City. According to the Cochran table, 430 questionnaires were analyzed. In order to measure the variables of Green human resource management, questionnaire (Shen & Benson, 2016); organizational commitment (Kim et al., 2019) and a standardized questionnaire of Paillé et al. was used to measure environmental performance. Construct and content validity of the questionnaire were investigated. Cronbach's alpha reliability coefficient is 0.88. Collected data were analyzed using statistical software SPSS and LISREL. Research findings The results of using Structural Equation Modeling technique showed that in the Hypotheses 1and 2 the path coefficient between Green Human Resource Management and environmental performance and organizational commitment is significant. in the third Hypothesis the path coefficient between organizational commitment and environmental performance is significant. Also, organizational commitment has a significant mediation between the relationship between Green Human Resource Management and environmental performance. Discussion and conclusion The results of the analysis show that Organizational Green Human Resource Management has a positive, direct and significant effect on environmental performance and organizational commitment. The results of this study are consistent with those of López-Gamero et al study and Kim et al study, which confirmed the relationship between variables.