دانشگاه بیرجند مطالعات مدیریت توسعه سبز 2981-2402 4 3 2025 09 23 Modeling Green Transformational Leadership on Organizational Citizenship Behavior Towards the Environment Through with A Mediating of Green Human Resource Management in University of Sistan and Baluchestan مدلسازی رهبری تحولی سبز بر رفتار زیست‌محیطی شهروندان سازمانی با میانجی گری مدیریت منابع انسانی سبز در دانشگاه سیستان و بلوچستان 87 108 3235 10.22077/jgdms.2025.8314.1209 FA زینب بخشی کارشناسی ارشد مدیریت آموزشی، گروه علوم تربیتی، دانشکده علوم تربیتی و روانشناسی، دانشگاه سیستان و بلوچستان، زاهدان، ایران کامران باقری مجد دانشیار مدیریت آموزش عالی،گروه علوم تربیتی، دانشکده علوم تربیتی و روانشناسی، دانشگاه سیستان و بلوچستان، زاهدان ، ایران Journal Article 2024 10 21 Introduction Although organizational citizenship behavior (OCB) toward the environment has gained increasing attention in sustainability research, limited studies have examined the factors influencing such behaviors among employees in higher education institutions. Moreover, the neglect of human and behavioral dimensions in institutional environmental initiatives has motivated this study to investigate how green transformational leadership influences organizational citizenship behavior toward the environment (OCBE), with green human resource management (GHRM) serving as a mediating mechanism—specifically within the context of the University of Sistan and Baluchestan. This research offers a novel approach to institutionalizing environmental sustainability in universities by fostering employee engagement through inspiration, encouragement, and the creation of participatory opportunities in environmental citizenship. It advances theoretical discourse at the intersection of green transformational leadership, GHRM, and OCBE in higher education—a nexus that remains underexplored in the literature. Notably, this study is among the first to empirically examine both the direct and indirect effects of green transformational leadership and GHRM on OCBE in higher education settings. Furthermore, it provides fresh insights into the behavioral and psychological drivers of pro-environmental workplace conduct, offering theoretical grounding for cultivating green citizenship behaviors. Practical implications include actionable recommendations for university leaders and administrators seeking to promote and sustain environmentally responsible behaviors among staff. Materials and Methods The present study employed a descriptive research design with a correlational approach. The target population consisted of approximately 800 employees at the University of Sistan and Baluchestan. Using Morgan’s table to determine the required sample size and applying simple random sampling, 260 participants were selected. A total of 227 completed questionnaires were returned, yielding a response rate of 87.3%. Data were collected using three validated instruments: the Green Transformational Leadership Questionnaire, the Organizational Citizenship Behavior toward the Environment (OCBE) Questionnaire, and the Green Human Resource Management (GHRM) Questionnaire. The measurement scales demonstrated acceptable levels of validity and reliability, as evidenced by confirmatory factor analysis, composite reliability, and Cronbach’s alpha values. Data analysis was conducted using partial least squares structural equation modeling (PLS-SEM) via SmartPLS software. Findings The results indicate that green transformational leadership has a significant positive effect on organizational citizenship behavior toward the environment (OCBE). This relationship is rooted in the leader’s psychological attributes—such as trustworthiness, supportiveness, and individualized consideration—which foster employees’ willingness to engage in discretionary pro-environmental actions beyond formal job requirements. Furthermore, green transformational leadership was found to positively influence green human resource management (GHRM) practices in higher education institutions. Specifically, such leadership plays a constructive role in shaping GHRM by inspiring and motivating staff, and by actively developing and implementing environmentally oriented HR policies. The study also confirms that GHRM significantly enhances OCBE. Key GHRM practices—including green awareness initiatives, environmental training programs, green performance appraisal, constructive feedback mechanisms, and recognition or rewards for eco-friendly behaviors—effectively encourage employees to adopt and sustain organizational citizenship behaviors that support environmental sustainability. Importantly, the analysis revealed that GHRM partially mediates the relationship between green transformational leadership and OCBE. This suggests that while transformational leaders directly inspire pro-environmental conduct, they also indirectly cultivate such behaviors by institutionalizing supportive HR practices. In other words, the integration of behavioral, psychological, and structural mechanisms—such as creating participatory opportunities, empowering employees, and providing intrinsic and extrinsic motivations—serves as a powerful catalyst for the development of sustained pro-environmental behavior in academic workplaces. Discussion and Conclusion This study confirms that green transformational leadership (GTL) significantly enhances organizational citizenship behavior toward the environment (OCBE) among employees at the University of Sistan and Baluchestan—both directly and indirectly through green human resource management (GHRM). Specifically: GTL positively influences OCBE; GTL strengthens GHRM practices; GHRM, in turn, fosters OCBE; and GHRM fully mediates the relationship between GTL and OCBE. These findings underscore that pro-environmental workplace behaviors are not merely policy-driven but deeply rooted in human, psychological, and behavioral dynamics. Leadership that inspires, empowers, and creates meaningful opportunities—coupled with HR practices such as green training, performance feedback, and recognition—acts as a powerful catalyst for sustainable employee engagement. Moreover, OCBE is shaped by a confluence of individual, organizational, and socio-cultural forces. To nurture an environmental ethos in higher education, leaders must adopt a change-oriented, values-based leadership style and serve as visible role models. Simultaneously, institutions should cultivate an inclusive environmental culture through open dialogue, shared vision, and transparent communication—both formal and informal. Practically, this research offers actionable insights for university leaders and HR managers: by integrating GTL and GHRM, they can strengthen employees’ intrinsic motivation, build environmental capability, and align individual actions with institutional sustainability goals. Ultimately, such efforts not only advance workplace pro-environmental behaviors but also contribute to long-term organizational resilience and societal impact. حرکت بشری در جهت تغییرات ناپایدار در اکوسیستم، ضرورت بررسی رفتارهای حامی محیط‌زیست برای استفاده پایدار از منابع را ایجاد کرده است. به این جهت، هدف تحقیق حاضر مدلسازی رهبری تحولی سبز بر رفتار زیست‌محیطی شهروندان سازمانی با میانجی‌گری مدیریت منابع انسانی سبز در کارکنان دانشگاه سیستان و بلوچستان بوده است. روش پژوهش لحاظ هدف کاربردی و از حیث شیوه گردآوری داده‌ها پیمایشی و از طرح همبستگی بوده است که در جامعه حدود 800 نفری از کارکنان دانشگاه سیستان و بلوچستان با نمونه 227 نفری بر اساس نمونه‌گیری تصادفی ساده اجرا شده‌است. ابزار پژوهش سه پرسشنامه، رهبری تحولی سبز سینگ و همکاران (2020)، رفتار زیست‌محیطی شهروندان پرسشنامه انور و همکاران (2020) و مدیریت منابع انسانی سبز سینگ و همکاران (2020) بوده است. روایی تأییدی، پایایی ترکیبی و آلفا کرانباخ هر سه ابزار مناسب گزارش شد. روش تجزیه و تحلیل با استفاده از نرم افزار SmartPLS3 مدل معادلات ساختاری بوده است. نتایج نشان داد، رهبری تحولی سبز به‌صورت مستقیم و غیرمستقیم از طریق مدیریت منابع انسانی سبز بر رفتار زیست‌محیطی شهروندان مؤثر بوده است. همچنین رهبری تحولی سبز به‌صورت مستقیم بر مدیریت منابع انسانی سبز اثر داشت و مدیریت منابع انسانی سبز به‌صورت مستقیم بر رفتار زیست‌محیطی شهروندان مؤثر بود. می‌توان گفت، رفتار زیست‌محیطی شهروندان سازمانی تحت‌تأثیر عواملی انسانی یا رفتاری و روانی می‌باشد و ایجاد فرصت و توانمندسازی و افزایش انگیزه کارکنان بر رفتاری‌های حامی محیط‌زیست کارکنان در سیستم آموزش عالی نقش دارد.

https://gmd.birjand.ac.ir/article_3235_ba9df03a1232519f9b39bceec4088473.pdf