Designing a Strategic Model of Green Human Resources Management

Introduction
The concepts and structures such as green organizational citizen, green social responsibility, green accountability, green marketing and green social culture were popularized in connection with the environmental dimension of the organization, and concepts such as green supply chain management, green organizational culture, green work environment and green human resources were also introduced in Studies focused on the internal dimension of the organization emerged the concept of the green management approach is derived from the attention to sustainable development and, as a result, organizational sustainability, along with social approaches and economic incentives, health and safety of society, employees, and the publication of the desired public image of the organization in a long-term time horizon. For this reason, in order to realize green ideology and public belief in green values, organizations should include many considerations in their environmental performance and environmental management and create a green organization under the umbrella of green social values with green management. In fact, there is a need to follow the soft and hard dimensions of the organization to expand and reflect the value of green to maintain the contribution of the organization in sustainable management. are green accountability, they try to increase their market share and strengthen their accountability with a variety of green methods and techniques, and public organizations also try to benefit from the benefits of trust and take advantage of public satisfaction as well as intergenerational justice and increase their acceptability and legitimacy (Xuan et al., 2024). Therefore, green management to realize the convergence of green values and a wide range of economic, social, political and legal motivations simply by benefiting from management Green HR is possible.Therefore, according to the observations and research carried out in public and private organizations regarding the management of green human resources and the challenges and problems that existed in this field, the purpose of the authors in this research is to pay more attention and precision to one of the very important concepts in resource management. human, in the name of green human resources management and the effects of this type of management in reaching the green goals of organizations, especially municipalities. Therefore, the main question of the current research is: "The strategic model of green human resources management in the municipalities of Mazandaran province is based on what components, and what are these components in order of importance?"
 
Materials and methods
The present study is applied in terms of purpose, exploratory in terms of data collection method, and qualitative and quantitative (mixed) in terms of data nature. The data collection and analysis methods in the qualitative part are interviews and grounded theory, and in the quantitative part, questionnaires and structural equation modeling with a partial least squares (PLS) approach. The participants in the research to conduct in-depth interviews and respond to the questionnaire included experts and experts related to the research topic in the fields of urban studies, management, environment, and university professors. Sampling in the qualitative part was done using a non-probability snowball method. The data analysis method in the qualitative part was based on the theme analysis method. Also, in order to ensure the reliability of the interview results, initial coding was done and the codings were reviewed in a short period of time. In addition, the sampling method for the model validation part (structural equation modeling) was available sampling and the opinions of 225 people were used in accordance with the Cochran formula method.
 
Findings
A review of the theoretical foundations of research and articles on green human resource management revealed that little domestic research has been conducted in the field of green management, especially green human resource management, and organizations usually do not have a written program for green management and green human resource management, and green programs in organizations are usually based on legal requirements of thematic organizations in the field of environment. On the other hand, Mazandaran province is one of the most densely populated provinces in the country, which doubles the need to pay attention to green human resources management. Having green employees who can help the municipal organization achieve the aforementioned goal is essential, and a green human resources management system should be established in the municipalities of Mazandaran province in line with sustainable urban development. In the meantime, the need to pay attention to employees as the drivers of creating green human resources management and the greatest principle for implementing environmental performance standards is important. Based on the main goal and question of the research, in order to achieve the best, most appropriate, and most pragmatic green human resources management in the municipalities of Mazandaran province, special attention and focus should be paid to 8 main dimensions, which are: green service compensation management and rewards, green training and development, green employee relations and participation, and green recruitment and selection.
 
Discussion and Conclusion
The main goal of this research was to present a strategic model of green human resource management with a meta-synthesis approach in the municipalities of Mazandaran province. In the following, the main question was raised: what components is the strategic model of green human resource management in the municipalities of Mazandaran province based on and what are these components in order of importance? Accordingly, using the mixed exploratory method and the use of content analysis, the data required to answer the research questions were collected, categorized, and analyzed using appropriate tools. The results of statistical tests of the hypotheses were presented. In explaining the results, it can be stated that green human resource management refers to all the actions that are carried out in the development, follow-up, and continuity of a system so that the human resources of an organization's environment are vigilant in their professional and private lives. In other words, green human resource management means implementing strategies to be aware of green practices to promote and pursue sustainable business activities that help organizations in leading a friendly environment.