دانلود مقاله مدیریت منابع انسانی سبز و رفتار دوستدار محیط زیست کارکنان
خلاصه
1. معرفی
2. پیشینه نظری
3. روش شناسی
4. تجزیه و تحلیل داده ها
5. بحث
6. مسائل اخلاقی
7. نتیجه گیری و پیشنهادات
بیانیه مشارکت نویسنده
بیانیه تامین مالی
بیانیه در دسترس بودن داده ها
بیانیه اعلام منافع
پیوست A. داده های تکمیلی
منابع
Abstract
1. Introduction
2. Theoretical background
3. Methodology
4. Analysis of data
5. Discussions
6. Ethical issues
7. Conclusions and recommendations
Author contribution statement
Funding statement
Data availability statement
Declaration of interest’s statement
Appendix A. Supplementary data
References
چکیده
مدیریت منابع انسانی (HRM) با شکل دادن به رفتار کارکنان به توسعه فرهنگ سازگار با محیط زیست کمک می کند. با این حال، عناصر متعددی نیز نقش مهمی دارند. هدف این مقاله بررسی تأثیر HRM سبز بر رفتار دوستدار محیط‌زیست درون نقشی و اضافی کارکنان با استفاده از اثر میانجی جو اکولوژیکی و توانمندسازی سبز بود. تأثیر تنظیم‌کننده دانش محیطی بر رفتار نقش اضافی کارکنان نیز برای بررسی برنامه‌ریزی شده بود. برای بررسی داده‌ها، این مطالعه از رویکرد دو مرحله‌ای مدل‌سازی معادلات ساختاری (SEM) استفاده کرد. برای جمع‌آوری داده‌های پژوهش از نمونه‌گیری هدفمند استفاده شد که شامل یک پرسشنامه تأیید شده تجربی بود. اکتشافات این مطالعه نشان داد که دانش محیطی وابستگی بین GHRM و رفتارهای سازگار با محیط زیست کارکنان را تقویت نمی کند. علاوه بر این، آب و هوای محیط زیست و تعامل سبز نقش مهمی در شکل دادن به فعالیت‌های دوستدار محیط زیست کارکنان دارد. نتایج این مطالعه می تواند به فرآیند تصمیم گیری در سطح صنعت کمک کند. همچنین زمینه جدیدی را برای مطالعه سایر بخش ها باز خواهد کرد.
Abstract
Human Resource Management (HRM) helps develop an ecofriendly culture by molding employee behavior. However, numerous elements also play critical roles. The intent of this article was to inspect the influence of green HRM on workers' in-role and extra role ecofriendly behavior using the mediating effect of proecological climate and green empowerment. The regulating effect of environmental knowledge on workers' extra role behavior was also planned to investigate. To inspect the data, this study employed a two-stage approach of structural equation modeling (SEM). Purposive sampling was applied to collect data for the study, which included an empirically verified questionnaire. The discoveries from the study revealed that environmental knowledge doesn’t strengthen the affiliation between GHRM and employees’ extra role ecofriendly behavior. Besides, proecological climate and green engagement have an important role to shape employees’ ecofriendly activities. The results of the study can assist the industry-wide decision-making process. It will also open new ground to study other sectors.
Introduction
Convergence on the environmental issues connected to global warming, ecological pollution, an increase of CO2, technological affluence so on and so forth pushed back the business organization to reform the environmental performance in a greener way to condense the adverse impact on the environment. Environmental injustice, climate change, ethical quandaries concerning the environment, social responsibility, the marginalization of environmental issues, the emergence of powerful interest groups, radicalism, & anti-capitalist protests have all stumped up the environmental awareness toward society [1]. Green Human Resource Management (GHRM) is a concept of this effort to promote HR practices that contribute to the business, society, and the environment to a greater extent. GHRM is defined by different authors in various literature. It symbolizes the HRM policies & practices by incorporating environment-friendly HR inauguration for sustainable use of resources with efficiencies. It also focuses on waste reduction, promotion of job-related attitude, balanced work/life, the introduction of vehicle sharing program, e-filing, telecommuting, simulated conferences, online training, recycling, energy-efficient office space, and so on to promote green behavior or ecofriendly behavior not only for employees but also for the society [2]. Functions of HRM, for instance, recruitment & selection, performance management, training & development, and compensation management are next to the vision, mission, and strategy of the firm for achieving competitive advantage [3]. GHRM efforts have been noted in a variety of academic works such as “green recruitment & selection, green training, green performance management, green pay & reward, green involvement, green leadership, green induction” [[4], [5], [6]].
Conclusions and recommendations
Our investigation attempted to explain the consequences of GHRM activities including the regulating and interceding effects of some relevant factors like EK, GE, and PEC. Based on the responses that we have collected from the staff employed in the service sector in Bangladesh we can summarize that GHRM activities help employees to develop green concerns and behave in an environmentally friendly way. Though EK doesn’t have any impact on the employee’s behavior, we believe that this finding created a new dimension to explore more factors that might have a significant influence on their behavior. In addition, a workplace having an ecofriendly atmosphere encourages employees to assimilate their behavior in a green manner. Moreover, regulating effect of EK with the association between GHRM and ERGB was not significant enough.