سید نجم الدین موسوی

Background: Green human resource management is a new topic in the field of human resource management that emphasizes the goal of environmental sustainability. Unfortunately, the growing environmental challenges on the one hand and the neglect of ethical components related to the environment and human resource management in organizations, have created obstacles to the implementation of green human resource management. Therefore, the present study was formed with the aim of investigating the factors that violate ethics that hinder the implementation of green human resource management. Method: The present study was among the applied researches with a field-survey approach. The study population was experts and specialists in the field of Tehran automotive industry, from which 8 people were purposefully selected as a sample. The tools of analysis were interview and dematel questionnaire. Data were analyzed by fuzzy dematel and fuzzy hierarchical analysis (AHP). Results: Ethical barriers affecting the implementation of green human resource management in three dimensions of organizational, environmental and individual were identified in the form of 51 sub-criteria. The results of weight determination showed that the environmental dimension is one of the causal dimensions and organizational and individual dimensions are effective dimensions and environmental factors are the most important. Conclusion: Organizations, especially in the field of automobile manufacturing, need to have forces aware of the environment. In this way, green human resource management can play an important role in creating green and environmentally friendly ideas by creating a sense of responsibility in its actions and tasks and in cooperation with other forces. Undoubtedly, the first step in training employees to prepare for the implementation of environmental issues is to teach environmental ethics and remove ethical barriers to green human resource management. So that the organization can participate in environmental protection by motivating employees and creating a sense of responsibility in them.

The aim of this research is to help advance a better understanding of digital advertising innovation adoption, consumer acceptance of customized advertising, and the influence of customized advertising on product purchase intent via a mobile social network. To this end, two types of questionnaires, including an open questionnaire filled up by 16 experts and university professors was designed to identify the indicators and sub-indicators of advertising acceptance determinants through mobile-based cyberspace networks. The other questionnaire was a 5-point Likert questionnaire designed based on the identified indicators of the open questionnaire, which was filled by 234 cyber-space users who were chosen using simple random sampling method in order to verify the identified factors. The results of the study led to the identification of seven main indicators namely revenue generating, legalization, Awareness at social levels, Family and friends, Advertiser owners, monitoring and Advertising quality and the identification of 44 sub-indicators for seven three main determinants.