طراحي الگوي مديريت عملكرد سبز منابع انساني در شركت دولتي براى صنايع برقى و الكترونيكى بغداد-عراق

The current research was conducted with the aim of designing a green performance management model for human resources in the State Electricity and Electronics Company of Baghdad-Iraq. Based on the purpose, this research is in the category of developmental research and in terms of its nature, it is in the category of mixed or mixed research, which was done in two parts, qualitative and quantitative. In the qualitative part of the research, the theme analysis method was used, the statistical population of this research for the qualitative part is academic professors and managers who have sufficient information in the company under investigation and the sampling method in the qualitative part was the snowball method, for designing The theme method was used for the green performance management model of human resources in the researched company. The obtained themes were categorized in the form of a general model and four sub-models with the aim of designing the green performance management model of human resources in the researched company. The qualitative data collection tool was a semi-organized interview and in this section, interviews were conducted with (12) people and theoretical saturation was achieved with this number. The data analysis tool related to the qualitative method was the Atlas software. The following indicators of the appropriate and acceptable model components were between (0.83 and 0.91), and the retest reliability coefficient for the codings (98%) was calculated. In the quantitative part of this research, the obtained model was tested, the statistical population of this research for the quantitative part was the managers and experts of the researched company. The sampling method in the quantitative part was stratified random sampling and the structural equation approach was used. In the quantitative part, the data collection tool was a researcher-made questionnaire (with a 5-point Likert scale). This questionnaire included (90) items and was distributed, collected and analyzed among (450) managers and experts of the researched company. The validity of the questionnaire was tested using convergent and divergent validity and all the coefficients were above (0.5) which are reliable coefficients. The reliability coefficients of the questionnaire were also calculated using Cronbachʹs alpha (composite) and high coefficients (0.7) were found for all components. SPSS 22 and Amos 24 software were used to analyze the data related to the quantitative method of the model. The results of the quantitative analysis showed that the model for determining the green functional goals of human resources with a coefficient of (329) 0.), indicators of green organizational goals (within the organization) were confirmed with a coefficient (1.08), and green social goals (outside the organization) with a coefficient (0.84). In the monitoring and coaching process model, green human resources performance was confirmed with coefficient (0.285), green knowledge development with coefficient (4), and functional development with coefficient (6.94). In the process eva‎luation process model of green human resources with a coefficient of (0.307), the eva‎luation period of green performance with a coefficient of (0.498), eva‎luation indices of green performance with a coefficient of (0.556), eva‎luators with a coefficient of (0.715) ) were confirmed. In the model of the process of reviewing and reviewing the performance of green human resources with a coefficient of (0.415), a presentation of green individual behavior feedbacks with a coefficient of (0.129), a presentation of green financial feedbacks with a coefficient of (0.211), a presentation of non-financial feedbacks green were confirmed with a coefficient of (0.395). .

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