Identification and Analysis of Factors Affecting the Management of Green Human Resources in the Resistance-Islamic Economy

The main purpose of this article is to identify and analyze the factors affecting the management of green human resources in the resistance economy in small and medium-sized companies.

The research method is mixed (qualitative-quantitative). To carry out this research, in addition to document study, thematic analysis with MAXQDA12 software was used to identify the factors affecting the management of green human resources in the resistance economy in small and medium-sized companies. The statistical population in this research was all the experts in the field of public administration, environment and economy, as well as the managers of the companies located in the industrial town, until the theoretical saturation of 15 interviews. And all interviews lasted between 45 and 75 minutes. Semi-structured interviews with experts were conducted in 1400 verbally and in writing. Finally, after analyzing the themes taken from the interviews, a questionnaire with 42 indicators, 11 components and 3 dimensions was designed. Structural equation method has been used to determine the contribution of each aspect of green human resource management in resistance economy. Based on the semi-structured interviews, 3 dimensions (antecedents, content and suffixes) and 11 components and 42 indicators were extracted.

In the section of determining the contribution of each dimension of green human resources management in the resistance economy, it was determined that the antecedents with a coefficient of 0.819 had the greatest impact on the management of green human resources in the resistance economy, and respectively, the content with a coefficient of 0.797 and the consequences with a coefficient of 0.713 had the greatest impact. they had.

In this research, taking into account the results of past research and analyzing the data from the interview, a coherent framework for green human resource management has been created. On the one hand, this framework has paid attention to the consequences and antecedents of human resource management, and on the other hand, it has included non-process dimensions into the content of green human resource management as one of the roles of green human resource management.