The Impact of Green HRM Dimensions on Sustainable Organizational Development

The main purpose of this study was to investigate the impact of green HRM dimensions on sustainable organizational development. The purpose of this study was applied in terms of purpose and in terms of data collection method (qualitative-quantitative). Library and field methods such as questionnaires and interviews were used in the first six months of the year. The research population consisted of 15 academic experts and 25 organizational experts, managers and specialists of Saipa company. After reviewing the theoretical literature on the dimensions of green human resources management and sustainable organizational development, the main categories and conceptual codes Grounded theory was identified based on the experts' opinion. Structural equation modeling was used to investigate the impact of nine dimensions of green HRM on sustainable organizational development. Since the t-values for all hypotheses were greater than 1.96, it can be said that the nine dimensions of green HRM have a significant positive effect on sustainable organizational development. The results also showed that analysis and design of green jobs were 0.555, green HR planning 0.657, green employment 0.479, green selection 0.413, green performance evaluation 0.461, training Green manpower directly accounted for 0.802, green reward management 0.619, green health and safety management 0.728 and green discipline management 0.724 for changes in sustainable organizational development.