Designing a Green Human Resource Management Model for Iranian Public Organizations

Abstract

This study aimed to develop a Green Human Resource Management model for Iranian public organizations by identifying its causal conditions, central phenomenon, strategies, contextual conditions, intervening conditions, and consequences. This qualitative study employed the systematic grounded theory approach. Participants consisted of senior managers and human resource managers in public organizations, university faculty members, and human resource researchers. Participants were selected through theoretical and snowball sampling, and data collection continued until theoretical saturation was reached. A total of 15 experts participated in the study. Data were collected through in-depth semi-structured interviews and analyzed using open, axial, and selective coding. MAXQDA software was used to organize, code, and manage the qualitative data and to facilitate the development of conceptual relationships among the emerging categories. Data analysis resulted in 66 concepts organized into six major dimensions of the paradigmatic model. Individual factors, organizational structure, and managerial factors emerged as causal conditions. “Improvement of green human resource capabilities and competencies” was identified as the central phenomenon and was reflected in green workforce planning and staffing, green recruitment, green training and development, and green selection. Green performance appraisal, green compensation, and green motivation systems emerged as the principal strategies. A dynamic competitive environment, green occupational health and safety management, and green disciplinary management represented contextual conditions, whereas the internal organizational environment and environmental management approaches and guidelines constituted intervening conditions. The consequences of the model were identified at four levels: individual, group, organizational, and supra-organizational. Green Human Resource Management in public organizations is a multidimensional and systemic phenomenon whose effective implementation requires alignment among employee capabilities, managerial support, organizational structures, human resource processes, motivational systems, and environmental requirements; therefore, the integrated implementation of these components can contribute to improved organizational performance and the achievement of sustainability objectives.