القيادة المستدامة ودورها في تطبيق ممارسات إدارة الموارد البشرية الخضراء:تقييم مؤسسي مقارن
Date
2023-06-06
Authors
أنوار أحمد إسماعيل أبوشرخ
Anwar Ahmed Ismael Abusharkh
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
أجريت هذه الدراسة بالاعتماد على المنهج الوصفي في الفترة ما بين شهري تشرين الثاني من العام 2022 وأيار 2023. وذلك بهدف التعرف على واقع القيادة المستدامة ودورها في تطبيق ممارسات إدارة الموارد البشرية الخضراء في المؤسسات الأكاديمية والخدمية والصناعية في مدينة الخليل. ولتحقيق أهداف الدراسة استخدم الاستبيان كأداة بحثية استبيان ووزع على عينة صدفية تتكون من (89) شخص من العاملين في إدارات المؤسسات المبحوثة.واظهرت النتائج أن واقع تطبيق القيادة المستدامة جاء بدرجة كبيرة من المستوى الثاني، وأن أبعاد القيادة المستدامة جاءت بحسب المتوسطات الحسابية تنازليا: المنظور طويل ثم تنمية القيادة الداخلية، فالمسؤولية الأخلاقية والبيئية، فالاستثمار في المورد البشري، ثم الثقافة التنظيمية القوية وأخيرا السلوك الأخلاقي. أما واقع تطبيق ممارسات إدارة الموارد البشرية الخضراء فقد جاء بدرجة كبيرة من المستوى الأول، وجاءت ممارسات إدارة الموارد البشرية الخضراء وفق المتوسطات الحسابية تنازليا: حفظ الطاقة، فتحليل وتصميم العمل الأخضر، ومن ثم التدريب والتطوير الأخضر فإدارة الصحة والسلامة الخضراء، ثم الاستقطاب والتوظيف الأخضر، فتقييم الأداء الأخضر، فعلاقات الموظفين الخضراء، واخرها التعويضات والمكافآت الخضراء. وبالنسبة لدور القيادة المستدامة في تطبيق ممارسات إدارة الموارد البشرية الخضراء فقد جاء بدرجة كبيرة من المستوى الأول، وكانت اهم المؤشرات لذلك ان المؤسسات المبحوثة تتبنى اهداف استراتيجية داعمة للاستدامة ومجتمعها المؤسسي من إدارة وعاملين داعمين لحماية البيئة ومتحملين للمسؤولية تجاه المجتمع، والإدارة مستدامة للطاقة، كما تمتلك المؤسسات كادرا وظيفيا مثقفا تنظيميا يسعى نحو التحسين المستمر وهو داعم بكامل إمكاناته للقضايا البيئية ويمتلك وصفا وظيفيا محفزا على حماية البيئة، وتوفر المؤسسات بيئة عمل مبنية على متطلبات الإدارة البيئية، ونظام حوافز داعم الاداء البيئي.وأوصت الدراسة بالاستمرار بدعم تطبيق المفاهيم الإدارية الحديثة المستدامة كالقيادة المستدامة، وإدارة الموارد البشرية الخضراء لما لها من انعكاسات ايجابية على المؤسسات. وتعميم ثقافة القيادة المستدامة وإدارة الموارد البشرية الخضراء نحو أداء بيئي ومستدام ومتوافق اقتصاديا وبيئيا للمؤسسات بمختلف قطاعاتها. واوصت الباحثين بدراسة العلاقة بين القيادة المستدامة والميزة التنافسية لمنظمات الاعمال، ودراسة الصعوبات والتحديات التي تواجه القيادة المستدامة، والعلاقة بين القيادة المستدامة وتحقيق وظائف المستقبل.
This study was conducted, based on the descriptive method, in the period between November 2022 and May 2023, with the aim of identifying the reality of sustainable leadership and its role in applying green human resource management practices in academic, service and industrial institutions in the city of Hebron. To achieve the objectives of the study, the questionnaire was used as a research tool, which was distributed to an accidental sample consisting of (89) people working in the departments of the surveyed institutions. The results showed that the reality of applying sustainable leadership came to a large extent from the second level, and that the dimensions of sustainable leadership came according to averages in descending order: The perspective is long and then internal leadership development, ethical and environmental responsibility, investment in human resource, then strong organizational culture and finally ethical behavior. As for the reality of applying green human resource management practices, it came to a large extent from the first level, and green human resource management practices came according to descending averages: Energy conservation, analysis and design of green work, then green training and development, then green health and safety management, then green recruitment and recruitment, green performance appraisal, green employee relations, and most recently green compensation and rewards. As for the role of sustainable leadership in applying green human resource management practices, it came to a large extent from the first level, and the most important indicators for that were that the surveyed institutions adopt strategic goals that support sustainability and their institutional community, including management and workers who support environmental protection and bear responsibility towards society, and sustainable management of energy as institutions own An educated, organizational employee who seeks continuous improvement and is fully supportive of environmental issues. He has a job description that motivates environmental protection. Institutions provide a work environment based on environmental management requirements, and an incentive system that supports environmental performance. The study recommended continuing to support the application of modern sustainable management concepts such as sustainable leadership and green human resource management because of their positive repercussions on institutions. And popularizing a culture of sustainable leadership and management. Green human resources towards an environmental, sustainable and economically compatible performance for institutions in their various sectors. The researchers recommended studying the relationship between sustainable leadership and the competitive advantage of business organizations, studying the difficulties and challenges facing sustainable leadership, and the relationship between sustainable leadership and achieving future jobs.
This study was conducted, based on the descriptive method, in the period between November 2022 and May 2023, with the aim of identifying the reality of sustainable leadership and its role in applying green human resource management practices in academic, service and industrial institutions in the city of Hebron. To achieve the objectives of the study, the questionnaire was used as a research tool, which was distributed to an accidental sample consisting of (89) people working in the departments of the surveyed institutions. The results showed that the reality of applying sustainable leadership came to a large extent from the second level, and that the dimensions of sustainable leadership came according to averages in descending order: The perspective is long and then internal leadership development, ethical and environmental responsibility, investment in human resource, then strong organizational culture and finally ethical behavior. As for the reality of applying green human resource management practices, it came to a large extent from the first level, and green human resource management practices came according to descending averages: Energy conservation, analysis and design of green work, then green training and development, then green health and safety management, then green recruitment and recruitment, green performance appraisal, green employee relations, and most recently green compensation and rewards. As for the role of sustainable leadership in applying green human resource management practices, it came to a large extent from the first level, and the most important indicators for that were that the surveyed institutions adopt strategic goals that support sustainability and their institutional community, including management and workers who support environmental protection and bear responsibility towards society, and sustainable management of energy as institutions own An educated, organizational employee who seeks continuous improvement and is fully supportive of environmental issues. He has a job description that motivates environmental protection. Institutions provide a work environment based on environmental management requirements, and an incentive system that supports environmental performance. The study recommended continuing to support the application of modern sustainable management concepts such as sustainable leadership and green human resource management because of their positive repercussions on institutions. And popularizing a culture of sustainable leadership and management. Green human resources towards an environmental, sustainable and economically compatible performance for institutions in their various sectors. The researchers recommended studying the relationship between sustainable leadership and the competitive advantage of business organizations, studying the difficulties and challenges facing sustainable leadership, and the relationship between sustainable leadership and achieving future jobs.