كليدواژه :
مديريت منابع انساني سبز , فرهنگ سازماني سبز , عملكرد محيطي , بيمارستان
چكيده فارسي :
مديريت منابع انساني سبز به تمام فعاليت‌هاي درگير در توسعه، اجرا و نگهداري سيستمي گويند كه با هدف آماده كردن كاركنان يك سازمان سبز هدف‌گذاري شده است. در واقع شيوه‌هاي مديريت منابع انساني سبز تاثير مثبتي بر عمكلرد زيست محيطي از طريق فعاليت‌هايي مانند كاهش ضايعات و بازده سازماني دارد، اما نقش ميانجي‌گر فرهنگ سازماني در رابطه بين مديريت منابع انساني سبز و عملكرد سازمان به ميزان كافي مورد مطالعه قرار نگرفته است. در اين پژوهش تاثير مديريت منابع انساني سبز بر فرهنگ سازماني سبز و عملكرد محيطي بيمارستان‌ها بررسي شد. جامعه آماري اين تحقيق كليه اعضاي هيات علمي دو دانشگاه علوم پزشكي مادر در استان سيستان و بلوچستان است كه اطلاعات از طريق نمونه‌گيري تصادفي ساده به حجم نمونه 217 نفر جمع‌آوري شد. در جمع‌آوري اطلاعات مرتبط با متغييرهاي پژوهش از پرسشنامه روسكو و ديگران استفاده شد كه پايايي و روايي آن از طريق آلفاي كرونباخ و تحليل عاملي تاييدي سنجش شد. براي آزمون فرضيه‌هاي پژوهش از روش مدل‌سازي معادلات ساختاري در نرم افزار ليزرل استفاده شده است. يافته‌ها بيانگر آن است كه مديريت منابع انساني سبز بر فرهنگ سازماني سبز و عملكرد محيطي بيمارستان‌ها تاثير مثبت و معني‌داري دارد و فرهنگ سازماني سبز بر عملكرد محيطي بيمارستان به صورت معني‌داري تاثير مي‌گذارد.
چكيده لاتين :
Green human resource management refers to all activities involved in the development, implementation and maintenance of a system that aims to prepare the staff of a green organization.In fact, green human resource management practices have a positive impact on environmental performance through activities such as waste reduction and organizational efficiency, but the mediating role of organizational culture in the relationship between green human resource management and organizational performance has not been sufficiently studied. In this study, the effect of green human resource management on green organizational culture and environmental performance of hospitals was investigated. The statistical population of this study is all faculty members of two mother universities of medical sciences in Sistan and Baluchestan province. The information was collected through simple random sampling with a sample size of 217 people. In order to collect information related to the research variables, Rosco et al.'s questionnaire was used, the reliability and validity of which were assessed through Cronbach's alpha and confirmatory factor analysis. To test the research hypotheses, the structural equation modeling method in LISREL software has been used. Findings indicate that green human resource management has a positive and significant effect on green organizational culture and environmental performance of hospitals and green organizational culture has a significant effect on hospital environmental performance.
Introduction
Today, being green is the norm (Margaretha& Saragih, 2013). The issue of environmental sustainability and green organizations is increasingly present in managerial phenomena and has led to the emergence of a green revolution in the traditional principles created such as human resources (Shams& et al., 2016), In fact, there is a growing need to combine green management and human resource management, and these efforts are known as green human resource management. (Fayazi et al., 2014). Environmental performance in an organization will develop and improve when the organization has a green culture among all managers and employees. Researchers have identified the enabling factors of green culture as one of the important and necessary factors for environmental performance (Marcus& Fremeth, 2009).
Case study
The statistical population of this study is all faculty members of tow top universities of medical sciences in Sistan and Baluchestan province. The information was collected through simple random sampling with a sample size of 217 people.
Research Methods
In order to collecting data, Rosco et al.'s questionnaire was used, the reliability and validity of which were assessed through Cronbach's alpha and confirmatory factor analysis. To test the research hypotheses, the structural equation modeling method in LISREL software has been used.
Discussion and Results
In this study, three hypotheses were presented and the results confirmed the assumptions made in this study. The positive and significant effect of green human resource management components on the environmental performance of hospitals is confirmed (first hypothesis) and also the effect of green human resource management on green organizational culture is confirmed (second hypothesis). Also, the positive and significant effect of green organizational culture on environmental performance is confirmed. But in general, the results of the test of the main hypothesis of the conceptual model showed that there is a positive and significant relationship between the variables of green human resource management, green organizational culture and environmental performance. In fact, any improvement in the dimensions of green human resource management improves the dimensions of green organizational culture and environmental performance of hospitals.
Conclusion
Finally, the results of this study shows that effect of green human resource management on green organizational culture and environmental performance. Hospital managers can be assured that the costs of implementing green human resource management can be achieved by influencing green organizational culture and improving the environmental performance of hospitals. Compensate and suggest that key empowerment of green organizational culture be emphasized by managers.
