green human resource management

This study aimed to identify the dimensions and components of the green human resource management model with the aim of sustainable development and using a qualitative strategy and the Grounded Theory method with a glacial approach. The statistical population consisted of 150 municipal managers in Mashhad. Using the "method", a semi-structured interview was conducted with 15 of them until the theoretical saturation was reached. In the open coding stage, 400 initial codes were identified and in the selective coding stage, coding around the central category was done through continuous comparison, research concepts and categories, and 213 codes were summarized in 43 concepts. In the theoretical coding stage, a combination of Categories by a communication pattern, concepts in five individual dimensions including concepts; Green attitude, green value, green motivation, green knowledge, green health, green personality, green behavior; Organizational dimension includes concepts; Rewarding and compensating for green services, green participation, green evaluation, green education, green organizing, green employment, green organizational culture, green maintenance, green structure, green management relationships, promotion and green appointment; Urban dimension includes concepts; Green budgeting, urban waste management, city council, urban green regulations, urban green design, green citizenship culture, green administrative process, green urban structure, green public transportation; The metropolitan dimension includes concepts; Green research, green NGOs, media, green chain supply, international organizations, government, metropolitan laws and regulations; Environmental dimension includes concepts; Social, cultural, geographical, religious, political, economic, and technological factors were enumerated in the model.

The present study aimed to provide a model for green human resource management and green supply chain in the automotive industry in Iran. This research is applied in terms of purpose, descriptive-survey in terms of nature and method, and cross-sectional in terms of time. The data collection tool is a researcher-made questionnaire with a Likert scale of 5 options whose validity and reliability have been confirmed. The statistical population of this study includes all elites as well as human resource managers and supply chain managers of companies affiliated to the automotive industry in Tehran province. Using Morgan table and random sampling method, 274 people were selected. The research hypotheses were tested using structural equation modeling and LISREL software. Findings showed that in the extracted model, there are categories of causal conditions, axial categories, context, intervening conditions, strategy and consequences in the final model that have a significant relationship with each other. The result of reviewing the five hypotheses of the research showed that all hypotheses were confirmed and the causal category on the central category, the central category on green human resources management strategies, the intervening conditions on green human resources management strategies, the contextual factors on human resources management strategies, respectively. Green and ultimately strategies have a positive and significant impact on outcomes.