The model of green performance management of human resources in the state company of electrical and electronic industries of Iraq

Purpose: The purpose of this research was to provide a model of green performance management as one of the important sub-systems of green human resource management in order to realize green human resource management in the Iraqi electrical and electronic industries, and examines its level of establishment in this company and provide solutions for its completion and full deployment. In the qualitative part of the research, the goal is to extract the green performance management model, and in the quantitative part, the goal is to examine and test the extracted model.

Method: Based on the purpose, the current research is placed in the category of applied research, and in terms of nature, it is also in the category of mixed or mixed research of sequential exploratory type, and it has been conducted in two parts, qualitative and quantitative. In the qualitative part of the research, the theme analysis method was used, and in the quantitative part, the model obtained was tested. The statistical population of this research in the qualitative part is academic professors and managers with sufficient information in the State Corporation of Iraqi Electrical and Electronic Industries, and in the quantitative part, managers and experts of the State Corporation of Iraqi Electrical and Electronics Industries. To select the participants in the qualitative part, the snowball method was used and in the quantitative part, the stratified random sampling method was used. The tool for collecting qualitative data was a semi-structured interview with 12 people, and in the quantitative part, a researcher-made questionnaire with 450 questions. Data analysis tool related to qualitative method was Atlas software and SPSS 22 and Amos 24 were used for quantitative test of the model.

Findings: The results obtained in the qualitative section were categorized in the form of a general pattern and four sub-patterns. This model includes determining green performance goals (green organizational goals and green social goals), monitoring and coaching green performance (development of green knowledge and development of green performance), evaluation of green performance (period of evaluation of green performance, indicators of evaluation of green performance and strategy green performance) and reviewing green performance (providing feedback on individual green, financial and non-green financial behaviors). In the quantitative part, the dimensions of green performance management were measured and investigated using a researcher-made questionnaire. The findings show the acceptable reliability of all hidden variables (above 0.8) and to determine the simultaneous validity of the questionnaire, convergent validity and validity divergence was used and the results show the verification of criterion validity of the green human resources performance management questionnaire.

Conclusion: In the qualitative part, the model designed in this research shows that considering all four dimensions of human resource green performance management with the relevant sub-components can help to create green performance and culture in the organization. This research is one of the first researches that examines and compiles the green performance management model in a developing country (Iraq). in the quantitative part as well; The results of confirmatory factor analysis showed that all the dimensions and components are acceptable and the overall model fit index (GOF) calculated using Amos 24 software also indicates the good fit of the model and the validity of its components and sub-components.