دانشگاه بیرجند مطالعات مدیریت توسعه سبز 2981-2402 4 4 2025 12 22 Designing a Strategic Model of Green Human Resource Management طراحی مدل راهبردی مدیریت منابع انسانی سبز 73 100 3355 10.22077/jgdms.2025.8524.1223 FA پیمان اصغری آقمشهدی دانشجوی دکتری مدیریت دولتی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران. حامد فاضلی کبریا استادیار گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران. چنگیز محمدی‌زاده استادیار گروه مدیریت دولتی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران. Journal Article 2024 12 07 Introduction Concepts and constructs such as green organizational citizenship, green social responsibility, green accountability, green marketing, and green social culture have been widely developed in relation to the environmental dimension of organizations. Similarly, concepts such as green supply chain management, green organizational culture, green work environment, and green human resources have emerged in studies focusing on the internal dimensions of organizations. The green management approach originates from attention to sustainable development and, consequently, organizational sustainability, alongside social approaches, economic incentives, health and safety considerations for society and employees, and the creation of a desirable public image over the long term. Accordingly, to realize green ideology and institutionalize public belief in green values, organizations must incorporate environmental considerations into their performance and management systems and move toward becoming green organizations under the umbrella of green social values through green management. In practice, achieving sustainable management requires attention to both the soft and hard dimensions of organizations in order to promote and institutionalize green values and maintain organizational contributions to sustainability. Organizations that emphasize green accountability seek to increase their market share and strengthen accountability through various green methods and techniques, while public organizations aim to benefit from public trust, satisfaction, intergenerational justice, and enhanced legitimacy and social acceptance (Xuan et al., 2024). Therefore, green management, as a mechanism for aligning green values with a wide range of economic, social, political, and legal motivations, is fundamentally dependent on green human resource management. Based on observations and previous research in public and private organizations regarding green human resource management and the challenges associated with its implementation, the present study seeks to place greater emphasis on this critical concept and to examine the role of green human resource management in achieving organizational green objectives, particularly in municipalities. Accordingly, the main research question is: On which components is the strategic model of green human resource management in the municipalities of Mazandaran Province based, and how are these components prioritized in terms of importance? Methodology This study is applied in terms of purpose, exploratory in terms of data collection, and mixed-method (qualitative–quantitative) in terms of data nature. In the qualitative phase, data were collected through in-depth interviews and analyzed using grounded theory and thematic analysis. In the quantitative phase, data were gathered via questionnaires and analyzed using structural equation modeling based on the partial least squares (PLS) approach. The research participants included experts and specialists in urban studies, management, environmental studies, and university faculty members. Qualitative sampling was conducted using a non-probability snowball method. To ensure the reliability of the qualitative findings, initial coding was performed and subsequently reviewed after a short interval. In the quantitative phase, convenience sampling was used, and data from 225 respondents were analyzed in accordance with Cochran’s formula. Findings A review of the theoretical foundations and prior studies on green human resource management indicates that limited domestic research has been conducted in the field of green management, particularly green human resource management. In many organizations, green management and green human resource management lack formalized and documented programs, and green initiatives are often implemented solely in response to environmental legal requirements imposed by regulatory bodies. Mazandaran Province, as one of the most densely populated regions in the country, faces an intensified need to adopt green human resource management practices. The presence of environmentally conscious employees who can support municipal organizations in achieving sustainability goals is essential, and the establishment of a green human resource management system aligned with sustainable urban development is therefore necessary. Employees play a central role as drivers of green human resource management and are a key factor in implementing environmental performance standards. Based on the research objectives and questions, eight core dimensions were identified as critical for establishing an effective and practical green human resource management system in the municipalities of Mazandaran Province, including green compensation and reward management, green training and development, green employee relations and participation, and green recruitment and selection. Discussion and Conclusion The primary objective of this study was to develop a strategic model of green human resource management for the municipalities of Mazandaran Province using a meta-synthesis and mixed exploratory approach. Accordingly, the study sought to identify the underlying components of this model and determine their relative importance. Through qualitative content analysis and quantitative validation, the required data were systematically collected, categorized, and analyzed. The results of the statistical analyses supported the proposed components of the model. Green human resource management encompasses all actions aimed at the development, implementation, and continuity of systems that encourage employees to adopt environmentally responsible behaviors in both their professional and personal lives. In essence, green human resource management involves the implementation of strategies that raise awareness of green practices and promote sustainable organizational activities, thereby enabling organizations to operate in an environmentally responsible manner. By integrating green human resource management into municipal systems, organizations can play a pivotal role in advancing sustainable urban development and fostering an environmentally friendly organizational culture. هدف پژوهش حاضر، طراحی مدل راهبردی مدیریت منابع انسانی سبز در میان شهرداری‌های استان مازندران بوده است. تحقیق حاضر به‌لحاظ هدف، کاربردی، به‌لحاظ روش گردآوری داده‌ها، اکتشافی و به‌لحاظ ماهیت داده‌ها، کیفی و کمی (آمیخته) است. روش گردآوری داده‌ها و تحلیل در بخش کیفی، از نوع مصاحبه و جهت تحلیل از روش تحلیل تم (مضمون)، استفاده گردید و در بخش کمی، پرسشنامه و روش تحلیل عاملی اکتشافی و تأییدی با نرم افزارهای اس. پی. اس. اس و اسمارت پی. ال. اس است. جامعه پژوهش حاضر را کارشناسان و صاحب‌نظران مرتبط با مبحث تحقیق در حوزة مدیریت منابع انسانی، مطالعات و مدیریت شهری، محیط‌زیست و همچنین اساتید دانشگاه تشکیل دادند. در این تحقیق و در بخش کیفی با استفاده از روش نمونه‌گیری گلوله‌برفی، از نظرات 15 نفرخبره استفاده شد. جامعه آماری در بخش کمی شامل کلیه کارکنان شهرداری‌های استان مازندران به تعداد 2865 نفر بودند که بر اساس روش نمونه‌گیری در دسترس و فرمول کوکران، از نظرات 225 نفر از کارشناسان مرتبط با مبحث تحقیق، استفاده گردید. یافته‌های پژوهش نشان داد، مدل راهبردی مدیریت منابع انسانی سبز دارای 8 بعد اصلی، 30 معیار و ۹۹ شاخص می‌باشد که مدیریت و پاداش جبران خدمات سبز، آموزش و توسعه سبز، روابط و مشارکت سبز کارکنان و جذب و انتخاب سبز به‌ترتیب دارای بیشترین اهمّیّت می‌باشند. نتایج حاصل از پژوهش نشان دهندة این موضوع است که با کاربست مدل مذکور بتوان بخش مهمی از سیستم مدیریت منابع انسانی سبز در شهرداری‌های استان مازندران در راستای تحقق توسعه پایدار شهری محقق نمود.

https://gmd.birjand.ac.ir/article_3355_23a92ddf272c4312d3c32d5539114037.pdf