دانلود مقاله تحلیل عوامل موثر بر اجرای مدیریت منابع انسانی سبز با روش AHP
چکیده
مقدمه
مبانی نظری تحقیق
روش شناسی تحقیق
یافته ها
نتیجه گیری
منابع
Abstract
Introduction
Research theoretical foundations
Research methodology
Findings
Conclusion
References
چکیده
موضوع مدیریت منابع انسانی سبز در دهه اخیر توجه قابل توجهی را به خود جلب کرده است. علیرغم این علاقه، تحقیقات کمی برای کشف اجرای موفقیت آمیز مدیریت منابع انسانی سبز برای دستیابی به اهداف پایداری محیطی انجام شده است. لذا این پژوهش با هدف شناسایی عوامل مؤثر بر اجرای مؤثر مدیریت منابع انسانی سبز در شرکت‌های پتروشیمی شهر بوشهر انجام شده است. این تحقیق اولین مقاله ای است که به ارزیابی اقدامات مدیریت منابع انسانی سبز در صنایع پتروشیمی پرداخته است و از سوی دیگر می توان بیان کرد که اولین مقاله ای است که اقدامات سبز مدیریت منابع انسانی را با استفاده از روش ترکیبی تحلیل سلسله مراتبی فازی انجام داده است. و نوع 2 DEMATEL فازی. پژوهش حاضر به دنبال شناسایی این عوامل و بررسی روابط آنها بر اساس مبانی نظری موجود و نظرات کارشناسان است. بر اساس نتایج، عوامل مؤثر بر اجرای مدیریت منابع انسانی سبز به پنج دسته استخدام و استخدام، آموزش و توسعه، ارزیابی عملکرد، پاداش و پاداش خدمات و مدیریت فرهنگ سازمانی سبز تقسیم شدند. به عبارت دیگر، در مجموع پنج معیار و بیست زیرمعیار سبز برای اجرای مدیریت منابع انسانی سبز مشخص شد. برای تعیین وزن معیارها از AHP فازی و DEMATEL فازی نوع 2 استفاده شد. نتایج نشان داد که فرآیند آموزش و توسعه سبز حیاتی ترین عامل در اجرای موثر مدیریت منابع انسانی سبز است. همچنین فرآیندهای آموزش و توسعه، جبران خدمات و مدیریت فرهنگ سبز سازمانی از عوامل موثر در دستیابی به این موضوع حیاتی هستند. به منظور اجرای مدیریت منابع انسانی سبز، این پژوهش اولویت اقدامات سبز را برای مدیران صنایع پتروشیمی پیشنهاد کرده است.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
The topic of green human resource management has attracted considerable attention during this last decade. Despite this interest, little research has been conducted to explore the successful implementation of green human resource management to achieve environmental sustainability goals. Therefore, this study aims to identify the factors affecting the effective implementation of green human resource management in petrochemical companies in Bushehr City. This research is the first article that has evaluated green human resource management measures in petrochemical industries, and on the other hand, it can be stated that it is the first paper to perform green measures of human resource management using the combined method of fuzzy hierarchical analysis and type-2 fuzzy DEMATEL. The present study seeks to identify these factors and examine their relationships based on existing theoretical foundations and expert opinions. Based on results, factors affecting green human resource management implementation were divided into five categories: recruitment and employment, training and development, performance appraisal, service compensation and reward, and green organizational culture management. In other words, a total of five criteria and twenty green sub-criteria were identified for the implementation of green human resource management. Fuzzy AHP and type-2 fuzzy DEMATEL were applied to determine the weights of the criteria. The results showed that the process of green training and development is the most critical factor in the effective implementation of green human resource management. Also, training and development processes, service compensation, and green organizational culture management are affecting factors to achieve this critical issue. In order to implement green human resource management, this study has proposed the priority of green measures for petrochemical industry managers.
Introduction
Globally, environmental researchers and policymakers around the world agree on the reasons for the deteriorating environmental situation. Resource scarcity, increasing pollution, and biodiversity loss are rooted in human behavior (Mtutu & Thondhlana, 2016; Anwar et al., 2020). In response, many organizations try to implement environmental management systems or green initiatives to make their day-to-day operations less harmful to the environment (Fawehinmi et al., 2020; Marrucci et al., 2021). In fact, in this situation, all organizations are obliged to make more eforts to adapt their economic and social actions to environmental issues, especially organizations with social, competitive, and regulatory pressures. Achieving this balance has become a problem and, in some cases, a controversial challenge (Zaid et al., 2018; Gusmerotti et al., 2020). Hence, a new need has come into existence to understand and shape the behavior of employees so that their activities have the most negligible negative impact on the environment. Since adopting environmental management methods has become a new organizational goal, supporting human resource management (HRM) functions is essential for adopting environmental management practices (Rajabpour, 2017). Therefore, in response to these concerns, the role of green human resource management (GHRM) has emerged as a new subject in environmental studies for infuencing the green behavior of employees in the workplace (Dumont et al. 2017).
Conclusion
Studies on sustainable development show that there has been a great deal of interest in sustainability among researchers over the past two decades. One of the main areas of sustainability has been HR sustainability. By taking a closer look, one of the fundamental areas of sustainable HRM is green human resource management or GHRM. In this regard, the present study proposed various criteria and sub-criteria in this feld and tried to identify and analyze these criteria and sub-criteria systematically.
The relationship between HRM and environmental management is not yet widely developed in all HRM processes. Various interpretations of GHRM have been proposed, and the most comprehensive of which is proposed by Anwar et al. (2020). They defned GHRM as the awareness and application of environmental components in all HRM processes, such as recruitment, training, rewarding, and developing a green workforce who understand environmentally friendly values and practices. In this regard, this study aimed to establish a link between GHRM processes, identify, and rank the criteria and sub-criteria afecting the successful implementation of the GHRM and the causal relationships between GHRM processes, using fuzzy AHP and type-2 fuzzy DEMATEL techniques. After obtaining the weights of criteria and sub-criteria using fuzzy AHP, the weights were multiplied by D +R and D −R weights obtained by type-2 fuzzy DEMATEL to check whether each criterion or sub-criterion was cause or efect.