تأثیر مدیریت منابع انسانی سبز بر تعهد سازمانی کارکنان وزارت ورزش و جوانان با نقش میانجی رفتارهای دوستانه با محیط زیست (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
پژوهش حاضر با هدف آزمون برازش مدل ساختاری ارتباط مدیریت منابع انسانی سبز و تعهد سازمانی با میانجیگری رفتارهای دوستانه با محیط زیست انجام شد. روش تحقیق از نوع توصیفی- همبستگی بود و از طریق مدلسازی معادلات ساختاری به شیوه حداکثر درست نمایی انجام شد. جامعه آماری شامل همه کارکنان وزارت ورزش و جوانان بود و 261 نفر با روش نمونه گیری تصادفی انتخاب شد. جهت جمع آوری داده ها از پرسشنامه های مدیریت منابع انسانی سبز فرخی وهمکاران، پرسشنامه تعهد سازمانی آلن و میر و پرسشنامه رفتارهای دوستانه با محیط زیست تامپسون و برتون استفاده شد. تحلیل داده ها در دو سطح توصیفی شامل میانگین و انحراف معیار و سطح استنباطی شامل مدل سازی معادلات ساختاری از طریق نرم افزارهای SPSS و AMOS در سطح معناداری 05/0 صورت گرفت. نتایج نشان داد ضریب مسیر بین مدیریت منابع انسانی سبز و رفتارهای دوستانه با محیط زیست و بین مدیریت منابع انسانی سبز و تعهد سازمانی معنادار هست و ضریب مسیر بین رفتارهای دوستانه با محیط زیست و تعهد سازمانی معنادار نمی باشد. نتایج شاخص های نیکویی برازش نشان داد مدل مفروض پژوهش با داده های تحقیق برازش دارد. در نهایت براساس نتایج بدست آمده از روش بوت استراپ نقش میانجی رفتار دوستانه با محیط زیست در ارتباط بین مدیریت منابع انسانی سبز و تعهد سازمانی تایید نشد. برنامه های جبران خدمت می تواند موجب ایجاد انگیزه و تحقق برنامه ها مدیریت منابع انسانی سبز در کارکنان شده و میزان تعهد سازمانی و رفتارهای دوستانه با محیط زیست را افزایش دهد.The Effect of Green Human Resource Management on Organizational Commitment: The Mediating Role of Environmentally Friendly Behaviors Among Employees of the Ministry of Sports and Youth
IntroductionHuman resource management (HRM) plays a pivotal role in aligning organizational strategies with environmental sustainability efforts. This involvement is justified for several reasons: first, HRM specializes in effectively implementing organizational strategies, including those related to sustainability. Discussions on environmental sustainability often begin with the development of a sustainability strategy, which requires changes in work systems and employee behaviors through training and management. Second, internal and external social systems are central to environmental efforts, and HRM possesses effective tools to influence employee attitudes and foster coordination, thereby encouraging participation in environmental sustainability initiatives. Third, the centrality of HRM in designing roles and positions ensures its ability to impact other organizational units, promoting alignment with environmental goals. Organizational commitment extends beyond mere loyalty to an organization; it represents a continuous process where employees express interest in their jobs, organizations, and overall success. Job commitment encompasses dimensions or variables that significantly influence organizational commitment. Environmentally friendly behavior among employees refers to the willingness to engage in activities that support environmental protection, such as turning off lights when leaving offices, double-sided printing, reducing waste, and commuting via bicycles. Given the services provided by the Ministry of Sports and Youth, there is a pressing need to develop green HRM policies across departments to enhance environmentally friendly behaviors and improve environmental performance. The Ministry has the potential to lead environmental culture among professional and public athletes. However, one challenge lies in the lack of internalization of environmental awareness among employees and managers. Consequently, uncertainty persists regarding whether green HRM practices can alter employee attitudes and instill environmental consciousness. This research aims to address this gap by answering the following question: Does green human resource management influence organizational commitment through the mediating role of environmentally friendly behaviors among employees of the Ministry of Sports and Youth? MethodologyThis study is applied in nature, focusing on practical outcomes, and employs a descriptive-correlational approach for data collection. The statistical population comprises all employees of the Ministry of Sports and Youth. Using simple random sampling and Morgan's table, 265 participants were selected, with 261 valid questionnaires collected. Standardized questionnaires were utilized to measure the constructs: Sabzefarkhi et al.'s (2017) green HRM questionnaire, Allen and Meyer's (1990) organizational commitment scale, and Thompson and Burton's (1994) environmentally friendly behavior questionnaire. Data analysis was conducted at two levels: descriptive statistics (mean and standard deviation) and inferential statistics (structural equation modeling) using SPSS and AMOS software at a significance level of 0.05. FindingsThe correlation matrix revealed that green HRM exhibits the strongest correlation with environmentally friendly behavior, with a coefficient of 0.437, significant at the 0.001 level. A significant correlation also exists between green HRM and organizational commitment. However, no significant relationship was observed between environmentally friendly behaviors and organizational commitment. The structural model's fit indices indicate acceptable values, confirming the model's adequacy. The path coefficient analysis demonstrates that a one-unit increase in green HRM leads to a 0.48-unit increase in environmentally friendly behavior, holding other variables constant. Similarly, a one-unit increase in green HRM results in a 0.32-unit increase in organizational commitment. Discussion and ConclusionThe findings confirm a positive and significant relationship between green HRM and environmentally friendly behavior. In the context of the Ministry of Sports and Youth, employees interact directly and indirectly with urban environments while managing public and specialized sports activities. Their environmental behaviors can be influenced by organizational policies aimed at reducing environmental degradation, particularly through awareness campaigns, training programs, and evaluations of environmental performance. Green HRM serves as a catalyst for fostering socially responsible behaviors and guiding employees toward fulfilling their environmental duties. However, the study found no significant relationship between environmentally friendly behavior and organizational commitment. This may stem from conflicting priorities, such as situations where employees are committed to constructing sports facilities but face challenges like high fossil fuel consumption or traffic congestion due to facility locations. Such contradictions highlight the complexity of balancing organizational goals with environmental considerations. Finally, the results reveal a positive and significant relationship between green HRM and organizational commitment. Green HRM acts as a booster for environmental commitment, embedding green goals within organizational culture. By emphasizing sustainable practices and aligning them with job responsibilities, green HRM enhances employees' dedication to improving citizens' quality of life and garnering public support. In conclusion, green HRM holds substantial promise for promoting environmentally friendly behaviors and strengthening organizational commitment among employees of the Ministry of Sports and Youth. Future research could explore additional mediators or moderators to deepen understanding of these relationships and enhance the applicability of green HRM practices in diverse organizational contexts.
تبلیغات
