Electronic human resource management and health informatics in organizations

Document Type : Research Paper

Authors

1 PhD Student, Department of Physical Education, Central Tehran Branch, Islamic Azad University, Tehran, Iran

2 Associate Professor, Department of Sport Management, South Tehran Branch, Islamic Azad University, Tehran, Iran

3 Professor, Department of Sport Management, Science and Research Branch, Islamic Azad University, Tehran, Iran

Abstract

Introduction: Research has shown that green health human resource management and informatics as a powerful tool to guide human factors, can help organizations. Accordingly, the present study was conducted with the aim of electronic management of human resources and health informatics in sports organizations.
Methods: The presents study was a descriptive correlational study. The statistical population consisted of all employees of the Ministry of Sports and Youth (890 people). The statistical sample was selected based on Cochran's formula of 268 people using simple random sampling method. Questionnaires of electronic management of human resources of Vermans et al. (2007), empowerment of green human resources of Degalvar et al. (2013), role of business partner of human resources of Connor et al. (1996), management of green human resources of Jabour (2011) were used. Structural equations with partial least squares approach were used using SPSS software and Smart PLS version 3.
Results: The results showed that electronic human resource management and health informatics have a significant positive effect on green analysis and job description and green education in sports organizations. While the impact of e-HRM on green performance appraisal, green recruitment, green rewards and green selection was not significant.
Conclusion: Based on the research findings, it is suggested to the managers of sports organizations to provide technological platforms for the implementation of electronic human resource management and health informatics.

Keywords


  1. Ajami S, Ketabi S, Saghaeiannejad S, Heidari A. Requirements and Areas Associated with Readiness Assessment of Electronic Health Records Implementation. Journal of Health Administration. 2012;14(46):71-8.
  2. Jabbour CJC. How green are HRM practices, organizational culture, learning and teamwork? A Brazilian study. Industrial and Commercial Training. 2011.
  3. Cherian J, Jacob J. A study of green HR practices and its effective implementation in the organization: A review. International journal of business and Management. 2012;7(21):25.
  4. Sudin S, editor Strategic green HRM: A proposed model that supports corporate environmental citizenship. International Conference on Sociality and Economics Development, IPEDR; 2011.
  5. Arulrajah AA, Opatha H, Nawaratne N. Green human resource management practices: A review. Sri Lankan Journal of Human Resource Management. 2016;5(1).
  6. Norton TA, Parker SL, Zacher H, Ashkanasy NM. Employee green behavior: A theoretical framework, multilevel review, and future research agenda. Organization & Environment. 2015;28(1):103-25.
  7. Huselid MA, Becker BE. Comment on" Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates?" by Gerhart, Wright, McMahan, and Snell. Personnel psychology. 2000;53(4):835.
  8. Opatha HHP, Arulrajah AA. Green human resource management: Simplified general reflections. International Business Research. 2014;7(8):101.
  9. Pavithradevi V, Sandhya R. Green HR: Does Its Performance Match with the Value Perceived by the Employees. International Journal Of Business & Management, March. 2016;4(3):312-4.
  10. Fayyazi M, Shahbazmoradi S, Afshar Z, Shahbazmoradi M. Investigating the barriers of the green human resource management implementation in oil industry. Management science letters. 2015;5(1):101-8.
  11. Roscoe S, Subramanian N, Jabbour CJ, Chong T. Green human resource management and the enablers of green organisational culture: Enhancing a firm's environmental performance for sustainable development. Business Strategy and the Environment. 2019;28(5):737-49.
  12. Digalwar AK, Tagalpallewar AR, Sunnapwar VK. Green manufacturing performance measures: an empirical investigation from Indian manufacturing industries. Measuring Business Excellence. 2013.
  13. Tariq S, Jan FA, Ahmad MS. Green employee empowerment: a systematic literature review on state-of-art in green human resource management. Quality & Quantity. 2016;50(1):237-69.
  14. Yusliza M-Y, Othman NZ, Jabbour CJC. Deciphering the implementation of green human resource management in an emerging economy. Journal of Management Development. 2017.
  15. Voermans M, van Veldhoven M. Attitude towards E‐HRM: an empirical study at Philips. Personnel review. 2007.
  16. Strohmeier S. Research in e-HRM: Review and implications. Human resource management review. 2007;17(1):19-37.
  17. Aranganathan P. Green recruitment: A new-fangled approach to attract and retain talent. Management & Research. 2018;8(2):69-76.
  18. Mishra P. Green human resource management. International Journal of Organizational Analysis. 2017.
  19. Obaid TF, Alias RB. The impact of green recruitment, green training and green learning on the firm performance: conceptual paper. International Journal of Applied Research. 2015;1(12):951-3.
  20. Saeed BB, Afsar B, Hafeez S, Khan I, Tahir M, Afridi MA. Promoting employee's proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management. 2019;26(2):424-38.
  21. Welch CL, Welch DE. What do HR managers really do? Management International Review. 2012;52(4):597-617.
  22. Ulrich D, Brockbank W. Creating a winning culture: next step for leading HR professionals. Strategic HR Review. 2016.