چشم انداز مدیریت دولتی

تاثیر مدیریت منابع انسانی سبز بر برند کارفرمایی با توجه به نقش مسئولیت اجتماعی شرکت و پایداری شرکتی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 مدیریت بازرگانی، دانشکده اقتصاد، مدیریت و حسابداری، دانشگاه یزد

2 گروه مدیریت بازرگانی، دانشکده اقتصاد، مدیریت و حسابداری، دانشگاه یزد

3 گروه مدیریت بازرگانی، دانشکده اقتصاد، مدیریت و حسابداری، دانشگاه یزد، یزد، ایران

چکیده

هدف: هدف این پژوهش، بررسی تأثیر مدیریت منابع انسانی سبز بر برند کارفرمایی، با در نظر گرفتن نقش میانجی مسئولیت اجتماعی شرکتی و پایداری شرکتی، در شرکت‌های فعال در زنجیره ارزش فولاد استان یزد است.
طراحی/ روش‌شناسی/ رویکرد: این پژوهش از نوع کاربردی بوده و روش گردآوری اطلاعات آن توصیفی-همبستگی است. جامعه آماری پژوهش را سرپرستان، مدیران و اعضای هیئت مدیره در شرکت‌های فعال در زنجیره ارزش فولاد استان یزد تشکیل می‌دهند. حجم نمونه با استفاده از حجم نمونه معادلات ساختاری ۱۳۸ نفر تعیین شد که با روش نمونه‌گیری در دسترس انتخاب شدند. به منظور گردآوری داده‌ها، از پرسشنامه‌های استاندارد استفاده گردید که پایایی آن‌ها با استفاده از ضریب آلفای کرونباخ و اعتبار آنها با روایی سازه (روایی ساختاری) تأیید شد. برای تجزیه و تحلیل داده‌ها از مدل‌سازی معادلات ساختاری و هم‌چنین نرم‌افزار SPSS 22 و SmartPLS3 استفاده شده است.
یافته­‌های پژوهش: یافته­ها حاکی از آن است که مدیریت منابع انسانی سبز تأثیر معناداری بر برند کارفرمایی با ضریب مسیر 374/0 و آماره t (96/4 بزرگتر از 576/2) دارد. همچنین، مدیریت منابع انسانی سبز تأثیر معناداری بر مسئولیت اجتماعی شرکت با ضریب مسیر 598/0 و آماره t (42/11 بزرگتر از 576/2) نشان می‌دهد. علاوه بر این، تأثیر معنادار مدیریت منابع انسانی سبز بر پایداری شرکت با ضریب مسیر 315/0 و آماره t (77/4 بزرگتر از 576/2) نیز  به‌دست آمد. مسئولیت اجتماعی شرکت نیز تأثیر معناداری بر پایداری شرکتی با ضریب مسیر 599/0 و آماره t (24/10 بزرگتر از 576/2) دارد. در نهایت، هم پایداری شرکت با ضریب مسیر 234/0 و آماره t (39/2 بزرگتر از 96/1) و مسئولیت اجتماعی شرکت با ضریب مسیر 255/0 و آماره t (30/2 بزرگتر از 96/1) تأثیر معناداری بر برند کارفرمایی نشان می‌دهند. در خصوص نقش میانجی، ضریب مسیر غیرمستقیم رابطه مدیریت منابع انسانی سبز با برند کارفرمایی از طریق مسئولیت اجتماعی شرکت 152/0 با آماره t (33/2 بزرگتر از 96/1) به دست آمد که نشان‌دهنده تأیید نقش میانجی مسئولیت اجتماعی شرکت است. همچنین، ضریب مسیر غیرمستقیم مدیریت منابع انسانی سبز بر برند کارفرمایی از طریق پایداری شرکت 074/0با آماره t (14/2 بزرگتر از 96/1) محاسبه شد که مؤید نقش میانجی پایداری شرکت می‌باشد.
محدودیت‌­ها و پیامدها: عدم امکان تعمیم‌پذیری نتایج پژوهش به تمامی جوامع و استفاده از ابزار پرسشنامه برای سنجش نگرش افراد، از جمله محدودیت‌های این تحقیق به شمار می‌روند.
پیامدهای عملی: ضروری است که مدیران، مدیریت منابع انسانی سبز را به عنوان یک استراتژی کلیدی برای دستیابی به اهداف پایداری به کار گیرند و از مزایای آن بهره‌مند شوند. به علاوه، با تمرکز بر نوآوری‌های پایدار، شرکت‌ها می‌توانند برند کارفرمایی خود را تقویت کرده و به عنوان پیشرو در زمینه مسئولیت‌های زیست‌محیطی شناخته شوند که این امر مزایای رقابتی قابل توجهی را به همراه خواهد داشت.
ابتکار یا ارزش مقاله: ارائه مدلی برای تأثیرگذاری مدیریت منابع انسانی سبز بر برند کارفرمایی، با در نظر گرفتن نقش میانجی مسئولیت اجتماعی شرکتی و پایداری شرکتی، در شرکت‌های فعال در زنجیره ارزش فولاد استان یزد.
 

کلیدواژه‌ها

عنوان مقاله [English]

The Impact of Green Human Resource Management on Employer Branding Considering the Role of Corporate Social Responsibility and Corporate Sustainability

نویسندگان [English]

  • Ali Abuey Mehrizi 1
  • Alireza Rajabipoor Meybodi 2
  • Maryam Ahmadi Zahrani 3

1 Department of Management Sciences, Yazd University, Yazd, Iran

2 Faculty of Management Sciences, Yazd University, Yazd, Iran

3 Business Administration, Department of Management Sciences, Yazd University, Yazd, Iran

چکیده [English]

Purpose: The purpose of the present research is to investigate the impact of green human resource management on employer branding, considering the mediating role of corporate social responsibility and corporate sustainability in companies active in the steel value chain of Yazd Province.
Design/ methodology/ approach: This research is applied in nature, and the data collection method is descriptive-correlational. The statistical population of the study comprises supervisors, managers, and board members in companies active in the steel value chain of Yazd Province. The sample size, determined using a rule of thumb, consisted of 138 individuals selected through convenience sampling. Standard questionnaires were employed for data collection, and their reliability was assessed using Cronbach's alpha, and construct validity was also verified. Structural equation modeling, along with SPSS 22 and SmartPLS3, was used for data analysis.
Research Findings: The findings indicate that green human resource management has a significant positive effect on employer branding (β = 0.374, t = 4.96 > 2.576). Furthermore, green human resource management demonstrates a significant positive impact on corporate social responsibility (β=0.598, t=11.42>2.576). Additionally, a significant positive relationship was found between green human resource management and corporate sustainability (β=0.315, t=4.77>2.576). Corporate social responsibility also has a significant positive influence on corporate sustainability (β=0.599, t=10.24>2.576). Finally, both corporate sustainability (β=0.234, t=2.39>1.96) and corporate social responsibility (β=0.255, t=2.30>1.96) have significant positive effects on employer branding. Regarding the mediating roles, the indirect effect of green human resource management on employer branding through corporate social responsibility was significant (β=0.152, t=2.33>1.96), thus confirming the mediating role of corporate social responsibility. Similarly, the indirect effect of green human resource management on employer branding through corporate sustainability was also significant (β=0.074, t=2.14>1.96), supporting the mediating role of corporate sustainability.
Limitations & Consequences: The limited generalizability of the research findings to all populations and the use of questionnaires to measure individuals' attitudes are among the limitations of this study
Practical Consequences: It is essential for managers to adopt green human resource management as a key strategy to achieve sustainability goals and capitalize on its benefits. Furthermore, by focusing on sustainable innovations, companies can strengthen their employer brand and be recognized as leaders in environmental responsibility, yielding significant competitive advantages.
Practical Consequences: Presenting a model for the impact of green human resource management on employer branding, considering the mediating role of corporate social responsibility and corporate sustainability in companies active in the steel value chain of Yazd Province.
Innovation or value of the Article: Innovation of research
Paper Type: Original Paper
 

کلیدواژه‌ها [English]

  • Employer Branding
  • Green Human Resource Management (GHRM)
  • Corporate Social Responsibility (CSR)
  • Corporate Sustainability
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چشم انداز مدیریت دولتی
دوره 17، شماره 1 - شماره پیاپی 65
فروردین 1405
صفحه 164-190