Document Type : Original Article
Authors
1 Ph.D., Department of Management, Kerman Beranch, Islamic Azad University, Kerman, Iran
2 Assistant Professor, Department of Management, Kerman Beranch, Islamic Azad University, Kerman, Iran
3 Department of Management, Kerman Branch, Islamic Azad University, Kerman, Iran
4 Assistant Professor, Department of Accounting, Kerman Beranch, Islamic Azad University, Kerman, Iran
Abstract
Introduction: Green human resource management (HRM) is responsible for increasing awareness and informing and establishing interaction between an organization’s staff regarding the environment and environmental factors. In addition, with the use of green policies, green HRM leads to social responsibility among the staff, in a way that they are guided toward adhering to their responsibilities to the environment. This study aimed to design and explain a green HRM model with an emphasis to social responsibilities.
Methods: This is an applied research in terms of goal and a mixed method study (qualitative and quantitative) and descriptive-survey in terms of nature and methodology. The statistical population included two groups of experts familiarized with green HRM (with an uncertain number); they scattered across the country and were entered into the study via selective sampling to design and explain the research model as the first group. The second group included 291 headquarters staff of Shiraz University of Medical Sciences selected by simple sampling based on the Cochran’s formula. Data were collected using a structured questionnaire of green HRM based on Jabbour’s scale (2010) and the Carroll social responsibility questionnaire (1991). Moreover, in-person interviews were conducted to design the model. To analyse the data, statistical methods and tests were used in two descriptive and inferential levels such as data homogeneity test, effect size index, variance inflation index, and structural equation modelling test; SPSS and PLS software was used for this study.
Results: In this study, there was a positive, significant relationship between green HRM and social responsibility. In addition, the value of this impact was estimated at 0.230, 0.371, 0.211, and 0.306 based on the regression coefficient in the standard state. Moreover, the evaluation of the fit indices was indicative of the relatively suitable fit for the research data and the conceptual model.
Conclusion: According to the results of the study, environmental questions must be included in the recruitment interviews to assess job applicants’ knowledge level in this area. It is also suggested that the recruitment exams are better to be carried out electronically.
Keywords
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