تأملی بر مدیریت منابع انسانی سبز: نقش تعدیل گری نوجویی بازاریابی در رابطۀ بین درگیری کارکنان با مدیریت زنجیرۀ تأمین سبز در صنعت هتل‌داری

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار دانشگاه سمنان، دانشکده اقتصاد، مدیریت و علوم اداری، سمنان ایران؛

2 استادیار دانشگاه سمنان، دانشکده اقتصاد، مدیریت و علوم اداری، سمنان ایران؛

3 دانشجوی دکتری مدیریت بازرگانی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران؛

10.22034/jtd.2019.188059.1754

چکیده

نوجویی بازاریابی در طول زنجیره تأمین می‌تواند به عنوان محرک مدیریت و اجرای اثربخش درگیری کارکنان و زنجیره تأمین سبز برای هتل عمل کند. از سوی دیگر، زنجیرۀ تأمین سبز در صنعت هتلداری توجه بسیاری از محققان و صنعتگران را به خود جلب کرده است و می تواند به عنوان ابزاری برای یکپارچه سازی ماهیت این صنعت به کار رود. در این راستا، هدف اصلی پژوهش حاضر واکاوی نقش تعدیلگری نوجویی بازاریابی در رابطۀ بین درگیری کارکنان هتل با مدیریت زنجیره تأمین سبز در صنعت هتلداری است. جامعۀ آماری پژوهش کلیۀ کارکنان هتل های 5 ستاره تبریز (پارس ائل گلی، شهریار و کایا) می باشد. با توجه به محدود بودن جامعه آماری پژوهش، از فرمول کوکران برای تعیین حجم نمونه استفاده گردید. ابزار گرد‌آوری اطلاعات پرسشنامه استاندارد بوده که روایی آن توسط خبرگان تایید شده و پایایی آن نیز با استفاده از ضریب آلفای کرونباخ برآورد شد. تحقیق حاضر بر اساس هدف یک تحقیق کاربردی و همچنین بر اساس چگونگی به دست آوردن داده‌های مورد نیاز، از نوع تحقیقات توصیفی و همبستگی می‌باشد. برای تجزیه و تحلیل داده‌های پژوهش از مدلسازی معادلات ساختاری استفاده شد. یافته های پژوهش نشان داد آموزش و توسعه سبز، توانمندسازی سبز و پرداخت و پاداش سبز بر درگیری کارکنان و درگیری کارکنان بر مدیریت زنجیره تأمین سبز تأثیر مثبت و معناداری دارد، همچنین نوجویی بازاریابی رابطه بین درگیری کارکنان و مدیریت زنجیره تأمین سبز را تعدیل می کند.

کلیدواژه‌ها


عنوان مقاله [English]

Reflection on Green Human Resources Management: The moderating role of marketing innovation in the relationship between Employees’ Engagements with green supply chain management in the hotel industry

نویسندگان [English]

  • Abbasali Rastgar 1
  • Morteza Maleki Minbashrazgah 2
  • hooshmand bagheri garbollagh 3
  • Eghbal Jabari 3
1 Associate Professor, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran;
2 Assistant Professor, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran;
3 Ph.D. Student of Business Management, Faculty of Economics, Management and Administrative sciences, Semnan University, Iran;
چکیده [English]

Innovative marketing throughout the supply chain can act as a driving force for effective management and execution of Employees’ engagement and green supply chain for the hotel. On the other hand, the green supply chain in the hotel industry has attracted the attention of many researchers and industrialists, and can be used as a tool to integrate the nature of the industry. In this regard, the main purpose of the present study is to analyze the role of moderating marketing innovation in the relationship between hotel Employees’ Engagements with green supply chain management in the hotel industry. Population of study consists of all of Employees’ for 5 stars Tabriz hotels (Pars, Shahryar and Kaya). Due to the limited statistical population of the study, Cochran formula was used to determine sample size. Data gathering tool was a standard questionnaire, whose validity was confirmed by experts and its reliability was estimated by Cronbach' alpha coefficient. Present study is an applied research in terms of purpose and it is regarded to be a correlative descriptive research based on the way of obtaining required data. Then, the data were analyzed by using Structural Equation Modeling. The findings of this research showed that Green development and training, Green employee empowerment and Green pay and reward system have a positive and significant effect on Employees’ Engagement and Employees’ Engagement positively influence on green supply chain management. Also, marketing innovation has moderated the relationship between employee engagement and green supply chain management.

کلیدواژه‌ها [English]

  • Green supply chain
  • Green Human Resources Management
  • hotel Employees’ Engagement
  • marketing innovation
بهاری، جعفر، صالحی، صادق و بذله، مرجان (1397). «تأثیر تعهد مدیریت در کیفیت خدمات بر رضایت شغلی کارکنان در صنعت هتل‌داری». دو فصل‌نامۀ مطالعات اجتماعی گردشگری، دورۀ 6، شمارۀ 11، ص 27-56.
دربان آستانه، علیرضا، رضوانی، محمدرضا و حاتمی فر، پژمان (1395). «ارزیابی عملکرد یکپارچۀ زنجیرۀ تأمین هتل‌ها به‌منظور کسب مزیت رقابتی در هتل‌های شهر اصفهان». فصل‌نامۀ علمی ـ پژوهشی گردشگری و توسعه، دورۀ 5، شمارۀ 2، ص 54-73.
Abbasnejad, T., Khaksar, E., Gashtasbi, M., & Darabi, S. A. (2015). “Prioritizing barriers to implement green supply chain in Shiraz oil refining company by FAHP method”. Jurnal UMP Social Sciences and Technology Management Vol, 3(3).‏
Ahmad, S. (2015). “Green human resource management: Policies and practices”. Cogent Business & Management, 2(1), 103817
Aktar, A., & Pangil, F. (2017). “The relationship between employee engagement, HRM practices and perceived organizational support: Evidence from Banking Employees”. International Journal of Human Resource Studies, 7(3), 1-22.
Ashraf, F., Ashraf, I., & Anam, W. (2015). “Green HR for businesses”. International Journal of Academic Research in Business and Social Sciences, 5(8), 149-156.
Becker, W. S., Carbo, J. A., & Langella, I. M. (2010). “Beyond self-interest: integrating social responsibility and supply chain management with human resource development”. Human Resource Development Review, 9(2), 144-168.
Boks, C., & Stevels, A. (2007). “Essential perspectives for design for environment. Experiences from the electronics industry”. International Journal of Production Research, 45(18-19), 4021-4039.
Büyüközkan, G., & Çifçi, G. (2012). “A novel hybrid MCDM approach based on fuzzy DEMATEL, fuzzy ANP and fuzzy TOPSIS to evaluate green suppliers”. Expert Systems with Applications, 39(3), 3000-3011.
Diabat, A., & Govindan, K. (2011). “An analysis of the drivers affecting the implementation of green supply chain management”. Resources, Conservation and Recycling, 55(6), 659-667.
Goswami, T. G., & Ranjan, S. K. (2015). “Green HRM: Approach to sustainability in current scenario”. Journal for Studies in Management and Planning, 1(4), 250-259.
Gupta, A. K. (2008). “Earth on Fire”. American Journal of Business, 23(1), 3.
Gupta, S., Malhotra, N. K., Czinkota, M., & Foroudi, P. (2016). “Marketing innovation: A consequence of competitiveness”. Journal of Business Research, 69(12), 5671-5681.‏
Hanaysha, J. (2016). “Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment”. Procedia-Social and Behavioral Sciences, 229, 298-306.‏
Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2016). “Green human resource management and green supply chain management: Linking two emerging agendas”. Journal of Cleaner Production, 112, 1824-1833.
Jafri, S. (2012). “Green HR practices: an empirical study of certain automobile organizations of India”. Human Resource Management, 42, 6193-6198.
Kahn, W. A. (1990). “Psychological conditions of personal engagement and disengagement at work”. Academy of management journal, 33(4), 692-724.‏
Levitt, T. (1960). “Growth and profits through planned marketing innovation”. Journal of Marketing, 24(4), 1-8.‏
Lin, C. J., & Wu, W. W. (2008). “A causal analytical method for group decision-making under fuzzy environment”. Expert Systems with Applications, 34(1), 205-213.‏
MacLeod, D., & Clarke, N. (2011). Engaging for success: enhancing performance through employee engagement, a report to government. London: Department for Business, Innovation and Skills.‏
Morgan, K. (2010). “Local and green, global and fair: the ethical foodscape and the politics of care”. Environment and Planning A, 42(8), 1852-1867.‏
Nejati, M., & Ahmad, N. H. (2015). Job Seekers’perception Of Green Hrm. Conference on Green Human Resource Management (CGHRM). 92-101.
Nejati, M., Rabiei, S., & Jabbour, C. J. C. (2017). “Envisioning the invisible: Understanding the synergy between green human resource management and green supply chain management in manufacturing firms in Iran in light of the moderating effect of employees' resistance to change”. Journal of Cleaner Production, 168, 163-172.
Santos, F. C. (2000). “Integration of human resource management and competitive priorities of manufacturing strategy”. International Journal of Operations & Production Management, 20(5): 610-628.
Sarkis, J. (2012). “A boundaries and flows perspective of green supply chain management”. Supply chain management: an international journal, 17(2), 202-216.‏
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). “The measurement of engagement and burnout: A two sample confirmatory factor analytic approach”. Journal of Happiness studies, 3(1), 71-92.‏
Schmidt, F. L., Law, K., Hunter, J. E., Rothstein, H. R., Pearlman, K., & McDaniel, M. (1993). “Refinements in validity generalization methods: Implications for the situational specificity hypothesis”. Journal of Applied Psychology, 78(1), 3.‏
Sharma, M. (2014). “The role of employees’ engagement in the adoption of green supply chain practices as moderated by environment attitude: An empirical study of the Indian automobile industry”. Global Business Review, 15(4_suppl), 25S-38S.‏
Sheehan, M., Ellinger, A. E., & Ellinger, A. D. (2014). “Leveraging human resource development expertise to improve supply chain managers' skills and competencies”. European Journal of Training and Development, 38(1-2), 118-135.
Sok, P., O’Cass, A., & Sok, K. M. (2013). “Achieving superior SME performance: Overarching role of marketing, innovation, and learning capabilities”. Australasian Marketing Journal (AMJ), 21(3), 161-167.‏
Sood, A., & Tellis, G. J. (2009). Do innovations really pay off? Total stock market returns to innovation. Marketing Science, 28(3), 442-456.‏
Strom, J., & Wallace, M. (2002). “Organizational change in a regional, local council”. Australasian Journal of Business and Social Inquiry, 1(2), 1-14.‏
Sweeney, E. (2013). The people dimension in logistics and supply chain management–its role and importance. Dublin: Dublin Institute of Technology.
Tariq, S., Jan, F. A., & Ahmad, M. S. (2016). “Green employee empowerment: a systematic literature review on state-of-art in green human resource management”. Quality & Quantity, 50(1), 237-269.
Teixeira, A. A., Jabbour, C. J. C., de Sousa Jabbour, A. B. L., Latan, H., & de Oliveira, J. H. C. (2016). “Green training and green supply chain management: Evidence from Brazilian firms”. Journal of Cleaner Production, 116, 170-176.
Tinoco, J. K. (2010). “Marketing innovation: The unheralded innovation vehicle to sustained competitive advantage”. International Journal of Sustainable Strategic Management, 2(2), 168-183.‏
Trent, R. J. (2004). “What everyone needs to know about SCM”. SUPPLY CHAIN MANAGEMENT REVIEW, V. 8, NO. 2 (MAR. 2004), P. 52-59: ILL, 8(2).‏
Wagner, M. (2013). “Green’human resource benefits: do they matter as determinants of environmental management system implementation?”. Journal of Business Ethics, 114(3): 443-456.
Zoogah, D. B. (2011). “The dynamics of green HRM behaviors: A cognitive social information processing approach”. German Journal of Human Resource Management, 25(2), 117-139