بررسی تأثیر آمادگی سبز سازمانی درک شده و آمادگی سبز ادراک شده خارجی بر نهادینه سازی مدیریت منابع انسانی با نقش میانجی پذیرش اولیه مدیریت منابع انسانی سبز و نقش تعدیل گر مسئولیت اجتماعی در شرکت آملون
محورهای موضوعی : مدیریتصدف نقش جواهری 1 , مجتبی نجفی 2
1 - گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران.
2 - گروه مدیریت دولتی، واحد همدان، دانشگاه آزاد اسلامی، همدان، ایران
کلید واژه: مدیریت منابع انسانی سبز, نهادینه سازی, مسئولیت اجتماعی شرکت , آمادگی سازمانی,
چکیده مقاله :
هدف این تحقیق بررسی تأثیر آمادگی سبز سازمانی درک شده و آمادگی سبز ادراک شده خارجی بر نهادینه سازی مدیریت منابع انسانی با نقش میانجی پذیرش اولیه مدیریت منابع انسانی سبز و نقش تعدیل گر مسئولیت اجتماعی در شرکت آملون است. این تحقیق بر مبنای هدف کاربردی و بر ماهیت و روش توصیفی-پیمایشی است. جامعه آماری این تحقیق 500 نفر و نمونه آماری طبق فرمول کوکران 217 نفر از کارشناسان شرکت آملون است. روش نمونه گیری از نوع تصادفی ساده است. از روش میدانی و ابزار پرسشنامه برای جمع اوری داده های تحقیق استفاده شده است. روایی و پایایی پرسشنامه ها مورد تایید قرار گرفته است.یافته ها تحقیق نشان می دهد آمادگی سبز سازمانی درک شده و آمادگی سبز ادراک شده خارجی بهطور معنی داری پذیرش اولیه مدیریت منابع انسانی سبز را پیشبینی میکنند که تأثیر آنها بر نهادینه سازی مدیریت منابع انسانی سبز را واسطه میکند. این مطالعه همچنین نقش تعدیل کننده مسئولیت اجتماعی شرکت را در رابطه بین پذیرش اولیه مدیریت منابع انسانی سبز و نهادینه سازی مدیریت منابع انسانی سبز شناسایی میکند. نتیجه این تحقیق به درک فرآیندهای مدیریت منابع انسانی سبز کمک میکند و بر اهمیت پذیرش اولیه و نقش پیچیده مسئولیت اجتماعی شرکت در شیوههای تجاری پایدار تأکید میکند.
The aim of this study is to investigate the effect of perceived organizational green readiness and perceived external green readiness on the institutionalization of human resource management with the mediating role of initial acceptance of green human resource management and the moderating role of social responsibility in Amolon Company. This study is based on an applied purpose and on the descriptive-survey nature and method. The statistical population of this study is 500 people and the statistical sample according to the Cochran formula is 217 experts of Amolon Company. The sampling method is simple random. The field method and questionnaire tool were used to collect research data. The validity and reliability of the questionnaires have been confirmed. The research findings show that perceived organizational green readiness and perceived external green readiness significantly predict the initial acceptance of green human resource management, which mediates their effect on the institutionalization of green human resource management. This study also identifies the moderating role of corporate social responsibility in the relationship between the initial acceptance of green human resource management and the institutionalization of green human resource management. The result of this research contributes to the understanding of green human resource management processes and emphasizes the importance of early adoption and the complex role of corporate social responsibility in sustainable business practices.
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