The Impact of Green Human Resource Management Practices on the Intention to Quit: The Mediating Role of Work Environment Conditions

The purpose of this study was to determine the effect of green human resource management practices on turnover intention, emphasizing the mediating role of the work environment. The current research was applied in terms of purpose and descriptive-correlational in terms of nature and method, which was carried out with a survey. The statistical population (300 people) were employees of Tandis Hospital in Tehran province, who were selected by simple random method and through Cochran's formula (169 people). The data collection tool was a questionnaire that had good validity and reliability. The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) show that green human resource management practices have a weak, direct, negative and significant effect on turnover intention and on the work environment, It has a strong, direct and indirect, and positive and significant effect. The work environment has a weak, direct, negative and significant effect on turnover intention. Finally, the work environment can play a mediating role in influencing human resource management practices. Green represents turnover intention. According to the findings of the research, it can be stated that hospital managers can pay attention to green human resource management methods in order to reduce turnover intention. For this purpose, they can use the work environment as a mediator in reducing turnover intention.