مدیریت منابع انسانی سبز و رفتار زیست محیطی کارکنان نقش میانجی جو روانی سبز
محورهای موضوعی :مجتبی فرخی 1 , سید محسن علامه 2 , زینب امیری 3
1 - موسسه آموزش عالی غیرانتفاعی راغب اصفهانی
2 - دانشگاه اصفهان
3 - دانشگاه لرستان
کلید واژه: مدیریت منابع انسانی سبز, جو روانی سبز, رفتار زیست محیطی کارکنان ,
چکیده مقاله :
مدیریت منابع انسانی سبز در سازمان ها به یک موضوع مهم تبدیل شده است. مدیریت منابع انسانی سبز برای بهبود رفتار زیست محیطی کارکنان موثر است. هدف از این مطالعه تأثیر مدیریت منابع انسانی سبز، بر رفتار زیست محیطی کارکنان با نقش میانجی جو رونای سبز می باشد. روش پژوهش از نظر هدف و شیوه گردآوری داده ها به ترتیب کاربردی و توصیفی ـ پیمایشی می باشد. جامعه آماری را کارکنان و مدیران شعب بانک مسکن شهر اصفهان تشکیل می دهند. جحجم نمونه بر اساس جدول مورگان تعیین و نمونه گیری به روش تصادفی ساده انجام شد. از ابزار پرسشنامه برای جمع آوری داده ها استفاده شد. برای سنجش روایی از روش های روایی همگرا، واگرا و محتوی و جهت تعیین پایایی پرسشنامه از آلفای کرونباخ و پایایی ترکیبی استفاده شد. جهت بررسی فرضیات از روش معادلات ساختاری استفاده شد. نتایج حاصل از پژوهش نشان داد که مدیریت منابع انسانی سبز بر رفتارزیست محیطی تأثیر مثبت و معناداری دارد. در بررسی نقش میانجی جوروانی سبز در تاثیر مدیریت منابع انسانی سبز بر بر رفتار زیست محیطی کارکنان مورد تایید قرار گرفت. همچنین نتایج این مطالعه نشان می دهد که مدیریت منابع انسانی سبز بر جو روانی سبز و جو روانی سبز بر رفتارهای زیست محیطی تاثیر دارد.
Green human resource management has become an important issue in organizations. Green human resource management is effective for improving employees' environmental behavior. The purpose of this study is the effect of green human resource management on the environmental behavior of employees with the mediator role of green environment. The research method is applied and descriptive-survey in terms of the purpose and method of data collection. The statistical population consists of employees and managers of Isfahan Bank Maskan branches. The volume of the sample was determined based on Morgan's table and sampling was done by simple random method. A questionnaire was used to collect data. Convergent, divergent and content validity methods were used to measure validity, and Cronbach's alpha and composite reliability were used to determine the reliability of the questionnaire. Structural equation method was used to check the hypotheses. The results of the research showed that green human resource management has a positive and significant effect on environmental behavior. In the investigation of the mediating role of green grass in the impact of green human resource management on the environmental behavior of employees, it was confirmed. Also, the results of this study show that green human resource management has an effect on green psychological climate and green psychological climate on environmental behaviors.
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