The effect of green human resource management on the environmental performance of the staff of the Ministry of Sports and Youth with the mediating role of environmentally friendly behaviors

The aim of this study was to test the fit of the structural model of the relationship between green human resource management and environmental performance of the staff of the Ministry of Sports and Youth mediated by environmentally friendly behaviors. The research method was descriptive-correlational and was done by modeling structural equations in the maximum likelihood method. The statistical population included all employees of the Ministry of Sports and Youth and 261 subjects were selected by available sampling method. For data collection, Farokhi et al.'s Green Human Resource Management Questionnaire (2017), Shah Veisi Environmental Performance Questionnaire (2014), and Thompson and Burton Environmental Friendly Behavior Questionnaire (1994) were used. Data analysis was performed using structural equation modeling through SPSS and AMOS software at a significant level of 0.05. The results showed that the path coefficient between green human resource management and environmentally friendly behavior as well as between environmentally friendly behavior and environmental performance is significant and the path coefficient between green organizational resource management and environmental performance is not significant. The results of goodness-of-fit indices showed that the hypothesized research model fits with the research data. Finally, the results obtained from the bootstrap method showed that there is a significant indirect relationship between green human resource management and environmental performance through the structure of environmentally friendly behavior, but its mediating role was not confirmed. Compensation programs can lead to the realization of green human resource management programs in employees and increase the level of environmentally friendly behaviors.