دانشگاه بیرجند مطالعات مدیریت توسعه سبز 2981-2402 4 3 2025 09 23 Developing an Effective Green Human Resource Management Implementation Framework: A Meta-Synthesis Approach ارائه الگوی پیاده‌سازی اثربخش مدیریت منابع انسانی سبز با رویکرد فرا ترکیب 1 30 3187 10.22077/jgdms.2024.7871.1164 FA انور بلیده دانشجوی دکتری مدیریت منابع انسانی ، واحد زاهدان ، دانشگاه آزاد اسلامی ، زاهدان، ایران 0009-0000-0369-7171 نور محمد یعقوبی استاد گروه مدیریت، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران 0000-0002-8178-7807 وحید پورشهابی استادیار گروه مدیریت دولتی، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران Journal Article 2024 07 11 IntroductionThe successive transformations and accelerated developments of the past two decades—spanning technological, economic, social, and cultural dimensions—have posed significant challenges for public administration. Addressing these challenges requires a scientifically grounded, effective, and efficient management approach capable of steering such transformations toward the ideals of human development within the framework of sustainable development indicators (Yaghoubi, 2021). Consequently, a new development paradigm is needed: one that ensures the sustainability of human well-being—not merely in select regions or for a limited period, but across the entire planet and for generations to come (Perghan, 2022). Within this context, health constitutes one of the most critical pillars of societal sustainability; without it, long-term societal resilience is untenable. Over recent decades, rapid industrialization and intensified human activity have exposed the health sector to mounting environmental threats, inflicting irreversible damage on the planet (Borràs, 2023). In response, organizations—particularly those in the health sector—have increasingly adopted a green human resource management (GHRM) approach. GHRM fosters environmental awareness, disseminates knowledge, and promotes employee engagement with ecological issues, thereby cultivating a sense of social responsibility toward environmental stewardship through green policies (Noori, 2024). To operationalize green ideology and embed public belief in green values, organizations must integrate key considerations into their operations and environmental management strategies—such as pollution reduction, control mechanisms, and enhanced productivity—while avoiding unnecessary consumption (Grolleau, 2020). This imperative stems from the broader social responsibility of organizations. Framed within sustainable development, these considerations have garnered the attention of policymakers and leaders aiming to establish “green organizations”—entities that fulfill their missions and objectives in ways that neither compromise the well-being of current stakeholders nor jeopardize the needs of future generations through the overexploitation of finite resources (Farrokhi et al., 2017). Human resource management (HRM) is a core managerial function across all organizational levels. It is widely understood as the strategic utilization of an organization’s human capital to achieve its goals (Seyedjavadin et al., 2017). A review of the literature reveals that while numerous studies have proposed indicators of GHRM, no consensus exists regarding its definitive dimensions. For instance, Yong et al. (2019) identified green recruitment, green training, green performance management, and green rewards as key GHRM practices. Similarly, Marandi (2022) highlighted job design, performance management, organizational culture, union involvement in environmental initiatives, organizational learning, and green health and safety as integral components of GHRM. Given this conceptual fragmentation, the present study aims to identify the core factors of green human resource management and propose a comprehensive model for its effective implementation. Materials and MethodsThis study is an applied, exploratory investigation. The research population comprised scholarly publications from both domestic and international databases published between 2010 and 2022. A systematic search was conducted using predefined keywords, and the most relevant documents were selected through a targeted screening approach. Data were collected via meta-analysis and analyzed using qualitative content analysis. Based on the extracted codes, the key dimensions and components of effective GHRM implementation were identified, and a conceptual model was developed. Inter-coder reliability was assessed using Cohen’s Kappa coefficient, and the relative importance of components was determined using Shannon entropy. FindingsFollowing the meta-analytic protocol and keyword-based screening, 179 articles on green human resource management published between 2010 and 2022 were initially identified from domestic and international databases. These were evaluated based on title, abstract, full content, and methodological rigor. After excluding 131 studies that did not meet the inclusion criteria, 48 articles were retained for in-depth analysis. Content analysis of these 48 articles yielded a total of 108 indicators, which were grouped into 21 components and further aggregated into 7 overarching variables. The inter-coder reliability, measured by Cohen’s Kappa, was 0.915—indicating excellent agreement among coders. Furthermore, Shannon entropy analysis confirmed that the identified components are well-supported by existing literature. Discussion and ResultsThe proposed model for the effective implementation of green human resource management unfolds across three sequential phases: formulation, implementation, and evaluation. In the formulation phase, the organization’s mission and strategic orientation are established. The mission is articulated through three core components: organizational green entrepreneurship, pro-environmental behavior, and environmental sustainability. Strategic planning encompasses predetermined, emergent, and adaptive strategies aligned with green objectives. The implementation phase focuses on operationalizing GHRM through three key HR functions: job analysis, green HR planning, and green HR development. Job analysis is conducted through a green lens, integrating environmental considerations into job descriptions, specifications, and design—embedding green values, beliefs, and symbols into role definitions. Green HR planning incorporates sustainability criteria into recruitment, selection, hiring, and retention processes. Subsequently, green HR development emphasizes training, continuous improvement, and green knowledge management to build environmental competence across the workforce. Finally, the evaluation phase assesses GHRM effectiveness through performance feedback, environmental audits, and sustainability reporting. Based on these evaluations, employee compensation is structured across both financial and non-financial dimensions, reinforcing green behaviors and outcomes. This three-phase model offers a structured, evidence-based framework for integrating environmental sustainability into human resource management systems—particularly within the health sector—and contributes to the broader discourse on sustainable organizational development. مدیریت منابع انسانی سبز به‌عنوان یک روش نو جهت تلفیق و یکپارچه سازی مدیریت زیست محیطی برای حمایت از عملکرد سازمانی پدیدار شده‌است. سازمان‌ها نیز برای پاسخ‌گویی به تغییرات آیین‌نامه‌ها، آگاهی عمومی و نگرانی در مورد آسیب‌های احتمالی زیست محیطی، به ارتقا و پیاده سازی سیستم‌ها و شیوه‌های مدیریت زیست محیطی پرداخته‌اند. در همین راستا، پژوهش حاضر با هدف الگوی پیاده‌سازی اثربخش مدیریت منابع انسانی سبز با رویکرد فراترکیب انجام شد که در دسته پژوهش‌های کاربردی است که با ماهیت اکتشافی انجام شده‌است. برای جمع‌آوری داده‌های مورد نیاز از مقالات منتشرشده در پایگاه‌های علمی داخلی و خارجی (سال 2010 تا 2022) بهره گرفته شد. بر مبنای کلیدواژه‌های تعیین شده، جستجو و بررسی انجام شد و با رویکرد هدفمند، مرتبط‌ترین مقالات به‌عنوان نمونه انتخاب شدند. برای تجزیه و تحلیل مقالات تکنیک تحلیل محتوا به کار برده شد و درنهایت 108 شاخص، 21 مؤلفه و 7 متغیر شناسایی گردید. شاخص کاپا برای کنترل کدهای استخراجی به کار برده شد و تعیین وزن شاخص‌ها توسط آنتروپی شانون صورت گرفت. درنهایت پیاده‌سازی اثربخش مدیریت منابع انسانی سبز در سه لایه گردآوری، اجرا و ارزیابی تدوین و ارائه گردید. https://gmd.birjand.ac.ir/article_3187_31c0c178a9fc26ffecffd8670e6d746d.pdf