• الصفحة الرئيسية
  • اجرای فرآیند تحلیل راف جهت تعیین مهمترین کارکرد رهبری تحول آفرین سبز براساس محورهای شایستگی پایداری منابع انسانی

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عنوان URL للمقالة


رقم المقالة : JSDE-2207-1213 (R1) زيارة : 177 الصفحة: 83 - 95

نوع المخطوط: ابحاث

اجرای فرآیند تحلیل راف جهت تعیین مهمترین کارکرد رهبری تحول آفرین سبز براساس محورهای شایستگی پایداری منابع انسانی

الموضوعات :

احسان شاه حسینی 1 (دانشجوی دکتری، گروه مدیریت دولتی، واحد علیآبادکتول، دانشگاه آزاد اسلامی، علیآبادکتول، ایران.)
محمودرضا مستقیمی 2 (استادیارگروه مدیریت دولتی، واحد علیآبادکتول، دانشگاه آزاد اسلامی، علیآبادکتول، ایران (نویسنده مسئول))
سامره شجاعی 3 (استادیارگروه مدیریت دولتی، واحد علیآبادکتول، دانشگاه آزاد اسلامی، علیآبادکتول، ایران.)

تاريخ الإرسال : 18 الأحد , ذو الحجة, 1443 تاريخ التأكيد : 22 الجمعة , جمادى الأولى, 1444 تاريخ الإصدار : 27 الجمعة , صفر, 1444

الکلمات المفتاحية: شایستگی پایداری منابع انسانی, فرآیند تحلیل راف, رهبری تحول آفرین سبز,

ملخص المقالة :

هدف پژوهش: محیط زیست به عنوان یکی از پایه های پایداری در حوزه های مختلف ساختار شرکت ها امروزه فراتر از توصیه ها و پیشنهادهای نهادهای نظارتی، به یک راهبرد توسعه برای اثربخشی بدل شده است. منابع انسانی به عنوان بخش ناگسسته ی حوزه ی پایداری رفتارهای زیست محیطی در هر ساختاری تلقی می شود که تمرکز بر کارکردهای رهبری تحول آفرین سبز می تواند شرکت را از مزیت های زیست محیطی در بسترهای اجتماعی برخوردار نماید. هدف این پژوهش اجرای فرآیند تحلیل راف جهت تعیین مهمترین کارکرد رهبری تحول آفرین سبز براساس محورهای شایستگی پایداری منابع انسانی می باشد. روش پژوهش: در این پژوهش که مبنای اصلی تحلیل، مجموعه الگوی راف بود، ابتدا تلاش شد تا طی چند مرحله غربالگری محتوایی نسبت به تعیین ابعاد پژوهش اقدام شود. سپس از طریق دو مرحله تحلیل دلفی تلاش گردید تا حد پایایی مولفه ها و گزاره ها به عنوان مبنای تحلیل مورد ارزیابی قرار گیرند تا در نهایت از طریق ویکورخاکستری و براساس نرخ سازگاری هریک از ابعاد شناسایی شده، مهمترین کارکرد رهبری تحول آفرین سبز براساس محورهای شایستگی پایداری منابع انسانی تعیین شود. یافته‌ها: نتایج پژوهش طی دو بخش نشان داد، اولاً گزاره‌ی شایستگی مشارکتی به عنوان معیاری اثرگذاری بر مکانیزم‌های رهبری تحول آفرین سبز می‌باشد. ثانیاً اثربخشی فرصت مهمترین مکانیزم رهبری تحول آفرین سبز مبتنی بر شایستگی پایدار منابع انسانی تلقی می‌شود که می‌تواند به پایداری رفتارهای محیط‌زیست منابع انسانی کمک نماید. نتیجه‌گیری: نتیجه کسب شده گویایی این موضوع است که که شایستگی مشارکتی منابع انسانی سطح تعامل‎پذیری و ارتباطات درون سازمانی در حوزه‌ی تصمیم‌گیری‌های مسائل و مشکلات زیست‌محیطی تقویت می‌نماید و باعث می‌گردد تا بُعدِ اثربخشی فرصت در رهبری تحول آفرین سبز فضای خلق ایده را در حوزه‌ی عملکردهای سبز در شرکت نفت بیش از پیش تقویت نماید.

المصادر:


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        11.
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    19. Kim, M. and Stepchenkova, S. (2018). Does environmental leadership affect market and eco performance? Evidence from Korean franchise firms, Journal of Business & Industrial Marketing, 33(4): 417-428. https://doi.org/10.1108/JBIM-02-2017-0046
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    search Review, 44(4): 547-567. https://doi.org/10.1108/MRR-01-2020-0026
    3.
  3. Farahni, S., Ghorbanizadeh, V., Taghi Taghavifard, M., Rangriz, H. (2021). The competency model of human resource managers in Iran's top universities. Public Management Researches, 13(50): 93-116
    4.
  4. Masiko, P.B., Oluka, P.N., Kajjumba, G.W., Mugurusi, G. and Nyesiga, S.D. (2022). Technology, human resource competencies and productivity in nascent petroleum industries: an empirical study, Technological Sustainability, https://doi.org/10.1108/TECHS-10-2021-0018
    5.
  5. Oskouizadeh Nozad, A. (2021). Enhancing Green Behavior in the Workplace: Relying on a Green Approach in Transformational Leadership and Human Resource Management (Case Study: Homeland Security Central Branch Staff), Behavioral Studies in Management, 12(25): 82-69 (In Persian).
    6.
  6. Farhadinejad, M., Alikarami, S., Abdi, M. (2019). The effect of green transformational leadership on green behaviors in the workplace: The mediating role of employees' environmental attitudes, Journal of Transformation Management, 11(2): 29-52 (In Persian).
    7.
  7. Rizvi, Y.S. and Garg, R. (2021). The simultaneous effect of green ability-motivation-opportunity and transformational leadership in environment management: the mediating role of green culture, Benchmarking: An International Journal, 28(3): 830-856. https://doi.org/10.1108/BIJ-08-2020-0400
    8.
  8. Leggat, S.G. and Balding, C. (2013). Achieving organizational competence for clinical leadership: The role of high performance work systems, Journal of Health Organization and Management, 27(3): 312-329. https://doi.org/10.1108/JHOM-Jul-2012-0132
    9.
  9. McClelland, D. (1973). Testing for competence rather than for intelligence, American Psychologist, 20(2): 321-330
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    11.
  11. Bennour, M., Crestani, D. (2007). Formalization of a process activity performance estimation approach using human competencies, International Journal of Production Research, 45(24): 5743-5768. https://doi.org/10.1080/00207540600654459
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  12. Judrups, J., Zandbergs, U., Arhipova, I., Vaisnore, L. (2015). Architecture of a Competence-Based Human Resource Development Solution, Procedia Computer Science, 77(13): 184-190
    13.
  13. Obaid Khalil, A, H., Ismail, M., Suandi, T., Daud Silong, A. (2009). Human resource development competencies as predictors of agricultural extension agents' performance in Yemen, Human Resource Development International, 12(4): 429-447. https://doi.org/10.1080/13678860903135854
    14.
  14. Esch, E, V., Wei, L, Q., Chiang, F, F, T. (2018). High-performance human resource practices and firm performance: the mediating role of employees’ competencies and the moderating role of climate for creativity, The International Journal of Human Resource Management, 29(10): 1683-1708. https://doi.org/10.1080/09585192.2016.1206031
    15.
  15. Barling, J. (2014), The Science of leadership: lessons from research for organizational
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leaders, Oxford University Press, New York, NY

  1. Mittal, S., Lochan Dhar, R. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels, Tourism Management, 57(3): 118-127. https://doi.org/10.1016/j.tourman.2016.05.007
    2.
  2. Boiral, O.; Talbot, D., & Paille´, P. (2015). Leading by example: a model of organizational citizenship behavior for the environment. Business Strategy and the Environment, 24, 532–550
    3.
  3. Çop, S., Oluwafemi Olorunsola, V., Violet Alola, U. (2020). Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help? Business Strategy and the Environment, 30(1): 671–682. https://doi.org/10.1002/bse.2646
    4.
  4. Riva, F., Magrizos, S., Rabiul Basher Rubel, M. (2021). Investigating the link between managers' green knowledge and leadership style, and their firms' environmental performance: The mediation role of green creativity, Business Strategy and the Environment, https://doi.org/10.1002/bse.2799
    5.
  5. Li, W., Bhutto, T, A., Xuhui, W. (2020). Unlocking employees’ green creativity: The effects of green transformational leadership, green intrinsic, and extrinsic motivation, Journal of Cleaner Production, 255(4): 274-298. https://doi.org/10.1016/j.jclepro.2020.120229
    6.
  6. Zhang, Q., Xie, Q., Wang, G. (2016). A survey on rough set theory and its applications, CAAI Transactions on Intelligence Technology, 1(4): 323-333. https://doi.org/10.1016/j.trit.2016.11.001
    7.
  7. Shyng J, Y., Tzeng G, H., Wang F, K. (2007). Rough set theory in analyzing the attributes of combination values for insurance market, Expert System with Applications, 32(1): 56-64.
    8.
  8. Bag, S., Dhamija, P., Pretorius, J.H.C., Chowdhury, A.H. and Giannakis, M. (2021). Sustainable electronic human resource management systems and firm performance: an empirical study, International Journal of Manpower, https://doi.org/10.1108/IJM-02-2021-0099
    9.
  9. Salman, M., Ganie, S. A. and Saleem, I. (2020). The concept of competence: a thematic review and discussion, European Journal of Training and Development, 44(6/7): 717-742. https://doi.org/10.1108/EJTD-10-2019-0171
    10.
  10. Chakraborty, D. and Biswas, W. (2020). Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm, Journal of Asia Business Studies, 14(1): 62-90. https://doi.org/10.1108/JABS-01-2019-0025
    11.
  11. Hrica, J.K., Eiter, B.M. (2020). Competencies for the Competent Person: Defining Workplace Examiner Competencies from the Health and Safety Leader’s Perspective. Mining, Metallurgy & Exploration, https://doi.org/10.1007/s42461-020-00275-w
    12.
  12. Shaheen, M., Azam, M. S., Soma, M. K. and Kumar, T.J.M. (2019). A competency framework for contractual workers of manufacturing sector, Industrial and Commercial Training, 51(3): 152-164. https://doi.org/10.1108/ICT-10-2018-0080
    13.
  13. Otoo, F.N.K. (2019). Human resource management (HRM) practices and organizational performance: The mediating role of employee competencies, Employee Relations, 41(5): 949-970. https://doi.org/10.1108/ER-02-2018-0053
    14.
  14. El Asame, M., Wakrim, M. (2018). Towards a competency model: A review of the literature and the competency standards. Education and Information Technologies, 23(2): 225–236. https://doi.org/10.1007/s10639-017-9596-z
    15.
  15. Balali Shahvari, S., Yaghoubi, N., vafadar, M. (2019). Analysis, Ranking and Presentation of Managers’ Core Competencies Model (Case Study: Cooperatives, Labor and Social Welfare of Sistan and Baluchestan). Management Researches, 12(45): 109-134 (In Persian).
    16.
  16. Hameed, Z., Naeem, R.M., Hassan, M., Naeem, M., Nazim, M. and Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support, International Journal of Manpower, https://doi.org/10.1108/IJM-05-2020-0244
    17.
  17. Moin, M, F., Omar, M, kh., Wei, F., Rasheed, M, I., Hameed, Z. (2020). Green HRM and psychological safety: how transformational leadership drives follower’s job satisfaction, Current Issues in Tourism, https://doi.org/10.1080/13683500.2020.1829569
    18.
  18. Ahmad, I. and Umrani, W.A. (2019). The impact of ethical leadership style on job satisfaction: Mediating role of perception of Green HRM and psychological safety, Leadership & Organization Development Journal, 40(5): 534-547. https://doi.org/10.1108/LODJ-12-2018-0461
    19.
  19. Kim, M. and Stepchenkova, S. (2018). Does environmental leadership affect market and eco performance? Evidence from Korean franchise firms, Journal of Business & Industrial Marketing, 33(4): 417-428. https://doi.org/10.1108/JBIM-02-2017-0046
    20.
  20. Pourkarimi, J., Homayeni Demirchi, A., Fakoor, R., Najafpour, Y. (2020). An Investigation of the Mediating Effect of Organizational Creativity on the Relationship between Transformational Leadership and Organizational Innov. Journal of Research in Human Resources Management, 12(3), 153-182.
    21.

 

 

 

 

_||_

  1. Martín-Hidalgo, F.A. and Pérez-Luño, A. (2022). Uncovering hidden human capital in uncertain times by exploring strategic resources in Spanish wineries, International Journal of Wine Business Research, 34(1): 69-85. https://doi.org/10.1108/IJWBR-01-2021-0002
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  2. Mathew, N., Javalgi, R., Dixit, A. and Gross, A. (2021). Drivers of emerging market professional service firm success: the role of internal firm competencies and capabilities, Management Research Review, 44(4): 547-567. https://doi.org/10.1108/MRR-01-2020-0026
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  3. Farahni, S., Ghorbanizadeh, V., Taghi Taghavifard, M., Rangriz, H. (2021). The competency model of human resource managers in Iran's top universities. Public Management Researches, 13(50): 93-116
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  4. Masiko, P.B., Oluka, P.N., Kajjumba, G.W., Mugurusi, G. and Nyesiga, S.D. (2022). Technology, human resource competencies and productivity in nascent petroleum industries: an empirical study, Technological Sustainability, https://doi.org/10.1108/TECHS-10-2021-0018
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  5. Oskouizadeh Nozad, A. (2021). Enhancing Green Behavior in the Workplace: Relying on a Green Approach in Transformational Leadership and Human Resource Management (Case Study: Homeland Security Central Branch Staff), Behavioral Studies in Management, 12(25): 82-69 (In Persian).
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  6. Farhadinejad, M., Alikarami, S., Abdi, M. (2019). The effect of green transformational leadership on green behaviors in the workplace: The mediating role of employees' environmental attitudes, Journal of Transformation Management, 11(2): 29-52 (In Persian).
    7.
  7. Rizvi, Y.S. and Garg, R. (2021). The simultaneous effect of green ability-motivation-opportunity and transformational leadership in environment management: the mediating role of green culture, Benchmarking: An International Journal, 28(3): 830-856. https://doi.org/10.1108/BIJ-08-2020-0400
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  8. Leggat, S.G. and Balding, C. (2013). Achieving organizational competence for clinical leadership: The role of high performance work systems, Journal of Health Organization and Management, 27(3): 312-329. https://doi.org/10.1108/JHOM-Jul-2012-0132
    9.
  9. McClelland, D. (1973). Testing for competence rather than for intelligence, American Psychologist, 20(2): 321-330
    10.
  10. Damghanian, H., Rastegar, A., Yazdani Ziarat, M. (2018). Designing and Explaining the Competency Model in Organizational Interpersonal Communication. Management Studies in Development and Evolution, 27(88): 143-174.
    11.
  11. Bennour, M., Crestani, D. (2007). Formalization of a process activity performance estimation approach using human competencies, International Journal of Production Research, 45(24): 5743-5768. https://doi.org/10.1080/00207540600654459
    12.
  12. Judrups, J., Zandbergs, U., Arhipova, I., Vaisnore, L. (2015). Architecture of a Competence-Based Human Resource Development Solution, Procedia Computer Science, 77(13): 184-190
    13.
  13. Obaid Khalil, A, H., Ismail, M., Suandi, T., Daud Silong, A. (2009). Human resource development competencies as predictors of agricultural extension agents' performance in Yemen, Human Resource Development International, 12(4): 429-447. https://doi.org/10.1080/13678860903135854
    14.
  14. Esch, E, V., Wei, L, Q., Chiang, F, F, T. (2018). High-performance human resource practices and firm performance: the mediating role of employees’ competencies and the moderating role of climate for creativity, The International Journal of Human Resource Management, 29(10): 1683-1708. https://doi.org/10.1080/09585192.2016.1206031
    15.
  15. Barling, J. (2014), The Science of leadership: lessons from research for organizational
    16.

 

leaders, Oxford University Press, New York, NY

  1. Mittal, S., Lochan Dhar, R. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels, Tourism Management, 57(3): 118-127. https://doi.org/10.1016/j.tourman.2016.05.007
    2.
  2. Boiral, O.; Talbot, D., & Paille´, P. (2015). Leading by example: a model of organizational citizenship behavior for the environment. Business Strategy and the Environment, 24, 532–550
    3.
  3. Çop, S., Oluwafemi Olorunsola, V., Violet Alola, U. (2020). Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help? Business Strategy and the Environment, 30(1): 671–682. https://doi.org/10.1002/bse.2646
    4.
  4. Riva, F., Magrizos, S., Rabiul Basher Rubel, M. (2021). Investigating the link between managers' green knowledge and leadership style, and their firms' environmental performance: The mediation role of green creativity, Business Strategy and the Environment, https://doi.org/10.1002/bse.2799
    5.
  5. Li, W., Bhutto, T, A., Xuhui, W. (2020). Unlocking employees’ green creativity: The effects of green transformational leadership, green intrinsic, and extrinsic motivation, Journal of Cleaner Production, 255(4): 274-298. https://doi.org/10.1016/j.jclepro.2020.120229
    6.
  6. Zhang, Q., Xie, Q., Wang, G. (2016). A survey on rough set theory and its applications, CAAI Transactions on Intelligence Technology, 1(4): 323-333. https://doi.org/10.1016/j.trit.2016.11.001
    7.
  7. Shyng J, Y., Tzeng G, H., Wang F, K. (2007). Rough set theory in analyzing the attributes of combination values for insurance market, Expert System with Applications, 32(1): 56-64.
    8.
  8. Bag, S., Dhamija, P., Pretorius, J.H.C., Chowdhury, A.H. and Giannakis, M. (2021). Sustainable electronic human resource management systems and firm performance: an empirical study, International Journal of Manpower, https://doi.org/10.1108/IJM-02-2021-0099
    9.
  9. Salman, M., Ganie, S. A. and Saleem, I. (2020). The concept of competence: a thematic review and discussion, European Journal of Training and Development, 44(6/7): 717-742. https://doi.org/10.1108/EJTD-10-2019-0171
    10.
  10. Chakraborty, D. and Biswas, W. (2020). Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm, Journal of Asia Business Studies, 14(1): 62-90. https://doi.org/10.1108/JABS-01-2019-0025
    11.
  11. Hrica, J.K., Eiter, B.M. (2020). Competencies for the Competent Person: Defining Workplace Examiner Competencies from the Health and Safety Leader’s Perspective. Mining, Metallurgy & Exploration, https://doi.org/10.1007/s42461-020-00275-w
    12.
  12. Shaheen, M., Azam, M. S., Soma, M. K. and Kumar, T.J.M. (2019). A competency framework for contractual workers of manufacturing sector, Industrial and Commercial Training, 51(3): 152-164. https://doi.org/10.1108/ICT-10-2018-0080
    13.
  13. Otoo, F.N.K. (2019). Human resource management (HRM) practices and organizational performance: The mediating role of employee competencies, Employee Relations, 41(5): 949-970. https://doi.org/10.1108/ER-02-2018-0053
    14.
  14. El Asame, M., Wakrim, M. (2018). Towards a competency model: A review of the literature and the competency standards. Education and Information Technologies, 23(2): 225–236. https://doi.org/10.1007/s10639-017-9596-z
    15.
  15. Balali Shahvari, S., Yaghoubi, N., vafadar, M. (2019). Analysis, Ranking and Presentation of Managers’ Core Competencies Model (Case Study: Cooperatives, Labor and Social Welfare of Sistan and Baluchestan). Management Researches, 12(45): 109-134 (In Persian).
    16.
  16. Hameed, Z., Naeem, R.M., Hassan, M., Naeem, M., Nazim, M. and Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support, International Journal of Manpower, https://doi.org/10.1108/IJM-05-2020-0244
    17.
  17. Moin, M, F., Omar, M, kh., Wei, F., Rasheed, M, I., Hameed, Z. (2020). Green HRM and psychological safety: how transformational leadership drives follower’s job satisfaction, Current Issues in Tourism, https://doi.org/10.1080/13683500.2020.1829569
    18.
  18. Ahmad, I. and Umrani, W.A. (2019). The impact of ethical leadership style on job satisfaction: Mediating role of perception of Green HRM and psychological safety, Leadership & Organization Development Journal, 40(5): 534-547. https://doi.org/10.1108/LODJ-12-2018-0461
    19.
  19. Kim, M. and Stepchenkova, S. (2018). Does environmental leadership affect market and eco performance? Evidence from Korean franchise firms, Journal of Business & Industrial Marketing, 33(4): 417-428. https://doi.org/10.1108/JBIM-02-2017-0046
    20.
  20. Pourkarimi, J., Homayeni Demirchi, A., Fakoor, R., Najafpour, Y. (2020). An Investigation of the Mediating Effect of Organizational Creativity on the Relationship between Transformational Leadership and Organizational Innov. Journal of Research in Human Resources Management, 12(3), 153-182.
    21.

 

 

 

 

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