تأثیر زنجیره تأمین سبز و مدیریت منابع انسانی سبز بر عملکرد زیست‌محیطی: نقش واسطه‌ای نوآوری سبز

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار، گروه مدیریت فناوری و کارافرینی، مدیریت و حسابداری دانشگاه علامه طباطبائی، تهران، ایران

2 کارشناسی‌ارشد، گروه مدیریت صنعتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران،

3 کارشناسی ارشد، گروه مدیریت صنعتی، دانشکده مدیریت دانشگاه علامه طباطبائی، تهران، ایران

چکیده

زمینه و هدف: آگاهی محیطی عموم، کارکنان شرکت‌ها و همچنین اجرای مقررات دولتی، سازمان‌ها را مجبور به استفاده از روش‌های زیست‌محیطی سازمانی مانند مدیریت زنجیره‌ تأمین سبز، مدیریت منابع انسانی سبز و نوآوری سبز می‌کند. بنابراین، این مطالعه با هدف ارائه شواهد تجربی نشان می‌دهد که شیوه‌های مدیریت زنجیره تأمین سبز، مدیریت منابع انسانی سبز و شیوه‌های نوآوری سبز به‌منظور تشویق سازمان‌ها در اجرای این روش‌ها، عملکرد محیطی را به‌طور قابل‌توجهی بهبود می‌بخشد.
روش‌شناسی: پژوهش حاضر ازنظر هدف کاربردی و ازنظر نحوه‌ی گردآوری اطلاعات توصیفی و از نوع پیمایشی است. جامعه آماری متشکل از مدیران عالی، میانی و عملیاتی آگاه نسبت به موضوع موردبررسی بـر اسـاس سـمت سازمانی آنها در واحدهایی نظیر بازاریابی، فروش، توسعه محصول و تحقیق و‌ توسعه شرکت‌های کوچک ‌و‌ متوسط استان مرکزی است که میزان نمونه آماری برای معادلات ساختاری در نرم‌افزار سمپل پاور[1]، 321 نفر تعیین گردید که پرسشنامه میان ۳۲۱ نفر از مدیران بنگاه‌های کوچک ‌و ‌متوسط استان مرکزی به‌صورت تصادفی ساده توزیع شد و تعداد ۲۸۸ پرسشنامه تکمیل‌شده برگشتی تحت پوشش پی ال اس[2] قرار گرفت. برای پاسخ به فرضیات تحقیق از تکنیک مدل‌سازی معادلات ساختاری و روش حداقل مربعات‌جزیی استفاده شده است. گردآوری داده‌های پژوهش از طریق نظرسنجی به وسیله پرسشنامه‌ سینگ و همکاران (2020) برای متغیرهای رهبری تحول‌آفرین سبز و نوآوری سبز، پرسشنامه عبیدات و همکاران (2020) برای متغیرهای جهت‌گیری محیطی و مدیریت منابع انسانی سبز، پرسشنامه سمن و همکاران (2019) برای متغیر مدیریت زنجیره تأمین سبز و عملکرد محیطی، به‌صورت الکترونیکی انجام گرفته است.
یافته‌ها: اتخاذ شیوه‌های مدیریت منابع انسانی سبز و شیوه‌های دیگر زیست‌محیطی مانند مدیریت زنجیره‌ تأمین سبز و نوآوری سبز توسط سازمان‌های تجاری می‌تواند از فشارهای زیست‌محیطی، قوانین و مقررات دولتی و همچنین مردم (ازجمله مشتریان، تأمین‌کنندگان، خریداران و جوامع) بکاهد و به فعالیت‌های سبزتری دست یابند.. در حقیقت، شیوه‌های مدیریت منابع انسانی سبز برای اجرای موفقیت‌آمیز سیستم‌های مدیریت محیطی امری حیاتی است. مفهوم نوآوری سبز، اجرای مدیریت زنجیره تأمین سبز را با رویکردها و ایده‌های جدید به تولیدکنندگان ارتقا می‌دهد. به همین ترتیب، نوآوری سبز ممکن است اجرای مدیریت محیط‌زیست، به‌ویژه مدیریت زنجیره تأمین سبز را برای تحقق نیازهای زیست‌محیطی سازمان‌ها تقویت کند.
نتایج: نتایج گویای آن است که مدیریت منابع انسانی سبز بر نوآوری سبز شرکت‌های کوچک ‌و‌ متوسط تأثیر مثبتی دارد، ولی نوآوری سبز نتوانست نقش واسط مثبتی بین مدیریت منابع انسانی سبز و عملکرد زیست‌محیطی داشته باشد. نتیجه بعدی پژوهش حاضر این است که مدیریت زنجیره ‌تأمین سبز تأثیر مثبتی بر  نوآوری سبز و عملکرد زیست‌محیطی دارد. همچنین نتایج ،نشان دهنده تأثیر واسطه‌ای مدیریت منابع انسانی سبز بر ارتباطات بین پشتیبانی رهبری تحول‌آفرین سبز و جهت‌گیری محیط‌زیست داخلی و عملکرد محیطی ارائه می‌دهد.
 
[1] SAMPLE POWER
[2] PLS                                                                                                          

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

The effect of green supply chain and green human resource management on environmental performance: The mediating role of green innovation

نویسندگان [English]

  • Mohsen Motiei 1
  • amir mohammad khani 2
  • soraya Beyrami 3
1 Assistant Professor , Entrepreneurship and technology management, Faculty of management and Accounting, Allameh Tabataba'i University,Tehran, Iran, Correspond author  
2 M.sc. student, Industrial Management Group, Faculty of management and Accounting, Allameh Tabataba'i University,Tehran, Iran
3 M.sc. student, Industrial Management Group, Faculty of management and Accounting, Allameh Tabataba'i University,Tehran, Iran
چکیده [English]

Aim & background: Public awareness, corporate employees, as well as the implementation of government regulations, force organizations to use organizational environmental methods such as green supply chain management, green human resource management and green innovation. Therefore, this study aims to provide empirical evidence that green supply chain management practices, green human resource management and green innovation practices to encourage organizations to implement these methods significantly improve environmental performance.
Methodology: The present study is applied in terms of purpose and descriptive and survey in terms of how to collect information. The statistical population consists of senior, middle and operational managers aware of the subject matter based on their organizational position in units such as marketing, sales, product development and research and development of small and medium-sized companies in Markazi province; statistical sample size for Structural equations in SAMPLE POWER software were determined 321 people. The questionnaire was randomly distributed among 321 managers of small and medium enterprises in Markazi province and 288 completed returned questionnaires were covered by PLS. To answer the research hypotheses, structural equation modeling technique and partial least squares method have been used. Collection of research data through surveys by Singh et al. (2020) questionnaire for the variables of green transformational leadership and green innovation, Obaidat et al. (2020) questionnaire for the variables of environmental orientation and green human resource management, Saman et al. (2019) for the variable Green supply chain management and environmental
Findings: Adoption of green human resource management and other environmental practices such as green supply chain management and green innovation by business organizations can reduce environmental pressures, government laws and regulations, as well as people (including customers, suppliers, buyers and communities) and attain greener activities. In fact, green human resource management practices are critical to the successful implementation of environmental management systems. The concept of green innovation enhances the implementation of green supply chain management with new approaches and ideas to manufacturers. Similarly, green innovation may strengthen the implementation of environmental management, especially green supply chain management to meet the environmental needs of organizations.
Result: The results show that green human resource management has a positive effect on green innovation of small and medium enterprises, but green innovation could not play a positive mediating role between green human resource management and environmental performance. The next result of the present study is that green supply chain management has a positive effect on green innovation and 
environmental performance. The results also provide evidence of the mediating effect of green human resource management on the relationships between green transformational leadership support and the internal environment orientation and environmental performance.

کلیدواژه‌ها [English]

  • Green Human Resource Management
  • Green Innovation
  • green supply chain management
  • environmental performance
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