Designing a Paradigm Model for Green Human Resource Management using Data-based Method (Case study on Municipality of Mashhad)

Purpose This paper aims are establishment of management systems such as the Green Human Resource Management System can be effective in achieving the sustainable development and the use of an environmental management system. Design/methodology/approach The research strategy used in this study is the Grounded Theory with Qualitative Research Approach. In order to achieve this goal, a semi-structured interview was conducted in the beginning with human resources experts, including management professors and environment and human resources specialists. Finding Codes of green human resource management in 23 categories including: Green motivation, knowledge, personality, organization, Partnership, Maintenance, compensation, Promotion, Organizational Culture, City, City Council, Rules and Regulations, Government, International Organizations, Suppliers, Media and Green NGOs. Practical implications Management system in urban areas, Prevention with the environmental crisis, Promoting organizational culture in urban planning, Sustainable urban development using green human resources. Social implications A more general implication of the proposed argument for GHRM the concept of "green" has been changed in to a norm and "green actions" refer to activities that not only do not harm the environment, but also improve it. Green human resource management suggests that human resources should be redesigned or re-engineered to be sensitive to laws, policies, resources, proper consumption, non-extravagance, and so on so that they provide optimal and targeted consumption of resources and reduce environmental pollution. Originality/value In this regard, the purpose of this study was to explain and design the model of dimensions of green human resource management in Mashhad Municipality to address appropriate strategies for green human resource management in Mashhad Municipality. The strategy used in this research is the data-based theory. In this study, the dimensions of human resources management of Mashhad Municipality are categorized in 23 categories and in three categories or levels: individual level, organizational level and supra-organizational level.


Introduction
The problem of growing population in the global and national arenas, the concentration of activities in cities and the subsequent unregulated and unplanned growth of cities in developing countries, especially Iran, have shown devastating results. Metropolises face similar problems, such as the widespread use of cars, the spread of suburban areas, environmental pollution, the growth of inequality and social injustice, the destruction of biological systems, and the like. (Rahimi et al., 1398(An essential part of environmental crises is the lack of knowledge about environmental protection and man's relationship with nature, which is actually a cultural problem. Therefore, we need national and international determination to create a culture of environmental protection among the various segments of society (Shoberi, 2018). Also, people's awareness of the environmental issue corrects their misbehavior towards the environment and causes them to pursue the right environmental policies when they become politicians and executive managers in the society (Meybodi and Karimzadegan, 2013). Economic decision-makers have described the environmental situation as one of the crises lurking in Iran's economy. Evaluations show that not solving environmental problems may cause political and social consequences in addition to economic consequences (Kamrani Sharif, 1397). These environmental concerns have led to paying attention to sustainable development, which means the development and progress of the present generation while preserving resources for the development of the next generation. The concept of sustainable development has an undeniable role in people`s understanding of nature. In the meantime, the topics related to human capital and its impact on sustainable development have been of particular importance.
While the strategic management approach of human resources with more than 30 years old is the dominant approach of human resource management policies, a sustainable approach to human resources has emerged in recent decades demanding the link between human resource management and organization's sustainability. (Yaghoubi et. al, 2018). Therefore, human resource managers have recently joined the green movement of the organization. Because human resource management plays an important role in forming organizational culture, structure, strategy, and organizational policy development, human resources also play a key role in achieving sustainable development (Schaler and Jackson, 2014). Green Human Resource Management refers to all the actions that are taken in the evolution, follow-up and continuity of a system so that the human resources of an organization have awareness in their professional and private lives. Green HRM means implementing strategies to be aware of green actions to promote and pursue sustainable business activities that help organizations lead an environmental management, which can be accompanied by environmentally friendly activities, because municipalities are among the most important institutions that have had the most public referrals And despite the numerous nancial and non-nancial issues, they are carrying out the most civil and executive actions in the city. Therefore, the urgent need to explain green human resource management programs for sustainable development and to overshadow the performance of these organizations is critical in order to achieve the goals and missions to provide appropriate services. Paying attention to the variables of reward and compensation of services, monitoring and evaluation, training and empowerment of employees, selection of green, managerial relations, participation development, promotion of green organizational culture, green organization can provide a clear path in this regard. Considering that Mashhad is the second largest city in Iran after the capital and with a brief look at its human capital, you will nd that it has employed more than 28,000 people in its subordinate organizations (Ebrahimi Yazdi et al., 2014, 33). Due to the high volume of increasing retirement age, the management of human resources in this organization is facing di culties. Variety of employment in the municipality, the quantity of staffs, the withdrawal of labor from the municipal body and other such cases reinforces the need to pay attention to the management of green human resources. To achieve this goal, having green employees in the true sense of the word, from the selection and recruitment stage to performance appraisal, which can help the municipal organization to achieve this goal, is very important in establishing a green human resource management system in the municipal organization. Because it is the municipal organization that can adequately address the city's management for sustainable development.

Research Background
In recent years, various concepts of sustainable development paradigm have been proposed, As concepts such as green city, ecosystem, livable city and urban environment have been coined in the framework of sustainable urban development (Rahnama et al., 2009) But in general if taking action to increase welfare, is not accompanied by environmental considerations, it will cause irreparable damage, including rapid climate change and environmental degradation (Pourali et al., 2019). Because according to studies, environmental issues cover the integrity of cities (Shukri and Behzadfar, 2019) Thus, today, the concept of "green" has been changed in to a norm (Margarta and Saragi, 2013). And "green actions" refer to activities that not only do not harm the environment, but also improve it.
, there is a growing literature in the eld of management considering green marketing, green accounting, green management and green human resource management (Renwick et al., 2013). Human resource management is one of the main responsibilities of management in any organization and all managers of various levels of the organization have some kind of responsibility. Therefore, human resource management is considered to be the exploitation of the company's human capital to achieve organizational goals (Seyed Javadin et al., 2016). The term green human resource management was introduced in 2011 as a completely new approach and has been accepted worldwide since 2000 as a concept that manages the environment within the organization by adopting green human resource policies and practices (Ahmad, 2015). Adahikari et al. (2013) state that green human resource management provides an e cient and effective use of natural resources in any business by using human resource management methods and practices. (Bhutto and Uranzb, 2016) one of the most important roles for creating green thinking among the employees in green organizations is the role of managers and human resource experts, which should turn employees into people who are committed to environmental issues.
To achieve environmental goals, environmental issues must be de ned and implemented in various human resource management policies, including recruitment and employment, training, performance appraisal, and reward (Notron et al., 2019). In general, green human resource management suggests that human resources should be redesigned or re-engineered to be sensitive to laws, policies, resources, proper consumption, non-extravagance, and so on so that they provide optimal and targeted consumption of resources and reduce environmental pollution. The success of green human resource management depends on re-reading the concept of being green and re ecting it in all human resource processes. Therefore, the concept of greenness must be applied in organizational strategies and subsequently in human resource management strategies. In order to achieve the alignment of green resources and human resource strategies, we need synergistic coherence and interaction between human resource management subsystems, and this synergy can be achieved with factors such as green culture, productive and dynamic. Dissemination of green organizational culture is the basis for the formation of strategic goals of green human resource management and then the strategic goals of the organization.
The transition from human resource management without a green approach to managing green human resources has many challenges. One of these challenges is the type of interaction of different human resource subsystems with green human resource management ( Green Education: Education is the beginning of development (Ramezanian et al., 2009) In order to preserve nature, appropriate educational approaches are needed to move in the direction of growing knowledge, behavior and environmental attitudes. So that along with developing the required knowledge and skills, it will lead to a secure future. One of the most important tools is environmental education, which affects the culture of communities and, in fact, provides the necessary conditions for results. In fact, environmental education is the most fundamental method in environmental protection and its goal is to nd the most appropriate and best way to present content and activities and implement a structure that promotes environmental awareness in society. The objectives of this training, which is typically (long-term and sustainable) to increase environmental knowledge and attitudes and in the same direction, the development of friendly environment behavior and is considered as a necessary basis for friendly environmental behavior (Azadkhani et al., 1397).
Green Evaluation: In fact, creating and applying green performance which means forming a set of green criteria such as environmental responsibilities, reducing costs, and environmental concerns to assess employee performance is inevitable (Tang et al., 2017).
Green Service Rewards and Compensation: One of the effective systems in human resource management system is service compensation, payments and the organization's reward system (Giancola, 2009). The Economic factors: Because the economy is an open system, the three main processes (extraction, processing, or production and consumption) involve the production of waste that is eventually returned to the environment (air, water, or land). Excessive waste in inappropriate places and times will cause biological changes in the environment, which in turn will harm animals, plants and the ecosystem. Due to the spread of polluted substances in the air, their discharge into water or land and as a result of imposing an external cost, irreparable damage (health damage, increase in disease or death, reduction of recreation and entertainment, etc.) is done to human well-being. Technology: Today, with the arrival of the third millennium and the beginning of the virtual era and the introduction of nanotechnology and the emergence of information and communication technology, most societies have undergone fundamental changes (Sarai and Khavarian, 1397). In the 21st century, energy consumption has received more attention. Because energy loss causes damage to capital waste and increases the problem of global warming. In today's society, as the number of computers is increasing day by day, the amount of electricity consumed by them also increases the carbon content in the Earth's atmosphere. This problem is understood by governments and organizations, and steps are being taken to minimize the use of computer power. By using green information technology, energy consumption can be reduced through green computing techniques, which means less carbon dioxide emissions from fossil fuels in power plants and transportation. This will also save money and energy. Developed countries have taken great steps in controlling environmental pollution by investing in renewable energy, improving energy e ciency and new technologies, but developing countries still face serious challenges, and Iran is no exception. Today, the use of solar energy to generate electricity as a source of free, clean and sustainable energy has grown signi cantly around the world. The results of the Energy Consumption Survey around the world show that about one-third of this consumption belongs to buildings (Thomson, 2016). Today, buildings called green buildings are designed to take into account architectural conditions and patterns in order to have the lowest energy consumption in terms of mechanical and electrical facilities. The use of solar panels in residential and o ce buildings is one of the practical applications of green building theory, which causes optimal consumption and energy protection in buildings through the absorption of solar energy. It should be noted that the highest consumption of an o ce building is during o ce hours and during the day when solar radiation is available and it is possible to directly convert sunlight into electricity and consume it by consumers at the same time. In this way, it is possible to consider the energy optimization process, which is economical and environmentally friendly. (Nasirzadeh and Sha ee, 1397) In general, the use of information and communication technology according to the social approach of sustainable development increases the productivity of organizations (Bastami et al., 2017). Government: Governments may not be able to obtain the information needed to track all the consequences of an activity, and often policymakers do not realize that activities that do not seem to be related to the environment will affect the environment. Third, government policymakers may make good decisions and provide a good framework for environmental law, but those laws must be enforced, and this requires the use of the knowledge of experts who are part of the state bureaucracy. The role of bureaucrats is very important and they can easily in uence the nature of the rules in implementation.
However, in many cases, the bureaucrats have not been elected and may not feel motivated to do their duty and serve the community, unless they are under the control of the relevant authorities, and this is very di cult (Kamrani Sharif, 1397). Participation: Protecting the environment is a public and national duty, and every individual and organization must be sensitive and participatory in protecting the environment within the scope of their individual and social duties and responsibilities (Ahangari Kiasari and Charmchian Langroudi, 1397). The choice of the type of urban management model re ects the prevailing attitude in regulating the relations between the council and the municipality and, most importantly, the level of participation and executive power. The model of city administration is closely related to solving or creating urban problems (Nazari and Rahimi, 2012). One of the best platforms for public participation in the eld of environment and natural resources is the formation of nongovernmental organizations (NGOs). Despite their long history, these organizations need to examine the relationship between exibility and natural resources and cooperation in real-world conditions (Fisher et al., 2018). Non-governmental organizations play an important role in the management of natural resources of developing countries (Ariti et al., 2018). Participation is the process by which individuals, groups, and organizations play an active role in making and implementing decisions that directly affect them. In general, we can de ne participation as a process of people's participation in determining their own destiny. (Ahangari Kiasari and Langroudi, 1397) Participation refers to a set of attitudes, methods, and behaviors that enable people to examine and discuss the reality of their lives and living conditions. This helps them plan and know what to do and evaluate and view the results (Yasuri et al., 2017).
According to the importance of man as the goal of development on the one hand and the importance of natural resources as a suitable platform for human activity on the other hand, the issue of having a healthy environmental right for the current and future generations of human beings was seriously raised. In such an environment, the role of public participation as one of the key tools in the realization of human development and the preservation of the environment and natural resources was considered. What is certain is that NGOs continue to operate as spontaneous and organized forces. Therefore, it is suggested that in order to be more productive in the activities of the public and non-governmental sectors, the use of these public capacities should be aimed at sustaining the development goals and accelerating the achievement of the 20-year vision. NGOs can play an important role in information activities. If the necessary basis for the connection of these organizations to domestic, regional and international networks related to natural resources is done, this can lead to the improvement of information management in these organizations (Khosravipoor et al., 2009).
Green designing: Green designing is a practical solution to problems in which natural resources before, after and during the production and manufacturing process are damaged to a minimum level. In addition, in the course of this operation, the materials must be useful, have a long useful life and can be returned to the cycle of nature (Darban and Javadnia, 1397). Therefore, achieving spatial desirability and creating a better-quality environment to improve the quality of life of individuals is always considered as one of the highest design goals (Taghipour and Heidari, 2009). The following is a summary of recent human Directorate of Sports and Youth of North Khorasan Province with a rate of 63% are most in line with green human resource management standards. However, awareness of green human resource standards has been at a lower than average level and it has been suggested that the North Khorasan Sports and Youth Organization try to strengthen this dimension by holding appropriate training and information courses on green human resources. Tavakoli et al. (1397) in a study entitled Structural model of green human resource management based on human resource management systems, showed that the order of effectiveness of variables to achieve green human resource management is: maintenance, service compensation, performance management and human resource development, And the relationship between these systems and green human resource management is signi cant. Rosco et al. (2019) in a study entitled "Green human resource management and enabling organizational green culture with the aim of increasing environmental performance in line with sustainable development" say that activities related to green human resource management increase organizational environmental performance. The study was conducted among 204 employees of Chinese construction companies. The research ndings suggest that human resource management activities, including recruitment, training, evaluation, and reward systems, lead to the ourishing of organizational green culture, including leadership, employee engagement in organizational goals, and employee empowerment. In a study titled "The Impact of Green Human Resource Management on Organizational Environmental Performance in Jordanian Health Services Organizations", Ranan Ravashedeh (2019) showed that the performance of a group of green jobs in those organizations was moderate, and there was a positive statistical relationship between individual green human resource management work and environmental performance. The strongest correlation was related to the employment and green selection, while the weakest correlation was related to education and development.

Methodology
In this research, a qualitative approach was used to answer the research questions and present the research model. The method of data-based theorizing is the qualitative method in this study. Data-based method is a systematic and qualitative way to create a theory that broadly explains the process of interaction with a given identity. The statistical population of this study include Employees of the Department of Human Resources Development and Planning, and the General Department of Human Resources of Mashhad Municipality, consisting of 150 managers and supervisors. Based on the databased methodology, using semi-structured snowball sampling method, semi-structured interviews were conducted with fteen human resources experts and environment experts, including professors of management and human resources specialists in Mashhad Municipality. In the process of selecting a sample, qualitative researchers can use a snowball sampling method in which a participant in our research directs us to other participants or snowballs. In selecting this number of samples, issues such as time, availability of interviewees and their interest in cooperation have also been considered. The method of collecting information to formulate theoretical foundations and backgrounds is of the library type based on the sources of the last ten years. Based on the data collected from the experts, using the databased method and Max Kyoda software version 10, the components of green human resource management were identi ed.

Area To Be Studied
Mashhad metropolitan city in northeastern Iran is located at a geographical position of 36 degrees and 30 minutes north latitude and 59 degrees and 57 minutes east longitude and at an altitude of 1050 meters above sea level and is the capital of Khorasan Razavi province. During the Afshari era, the city was the capital of Iran, and due to the presence of the shrine of Ali ibn Musa al-Reza, the eighth Shiite Imam, which annually receives 27 million local and 2 million foreign pilgrims, it is called the spiritual capital of Iran. With an area of 351 square kilometers and a population of more than 3 million, according to the 2016 census, Mashhad is the second largest and most populous city in Iran after Tehran and it is the ninety-fth most populous city in the world. The scope of the present study is shown in Figure (1).

Data analysis
To achieve the initial codes, each interview was examined sentence by sentence after the implementation of their text, and then the main message was extracted with the key concept that was hidden in each phrase. In most of the sentences, the interviewees used terms that could be used directly as code, in some cases, the concept was hidden behind the sentences that the researcher attributed to a concept according to the speaker's intent and considered it as an initial code. For example, when an interviewee says, "Green performance appraisal is not seen in the municipality, but should be de ned as an important and priority issue," the conceptual label for green appraisal can be directly deduced as a code. The initial codes are re ned after each interview and, given the suitability and consistency with the other codes discovered, are placed below a larger concept. And this process was repeated several times so that after repeated re nements, the original codes became concepts, and the concepts were each organized based on conceptual homogeneity in the form of broader concepts as categories. In this study, 318 initial concepts were obtained and initially classi ed in 108 categories, which were re-merged and some were deleted due to their irrelevance. These concepts were then placed in a related category by examining the back and forth that exist in the data-based theory. This selection and classi cation were edited several times, and by re-examining the text of the interviews and the concepts and categories in coordination with the professors and experts, the categories were stabilized in 16 cases. The codes and concepts obtained from the analysis of the interviews in open and selective coding are given in Table 1 below.

Examples of codes and concepts from the analysis of interviews in open and selective coding
The data from the interviews were upgraded to more abstract levels after detailed analysis and continuous comparisons based on semantic similarities, and again, with the guidance of professors and experts in management, environment, and literature, they were nally categorized in three general levels: individual level, organizational level, and supra-organizational level. Categories, in turn, form classes. The researcher has allocated them to speci c classes, considering what common themes are formed, and, in fact, an inductive process that moves from raw data to concepts, categories, and abstract classes can be seen in the context of the data that emerges in this classi cation. In this study, green human resource management has three dimensions: individual level, organizational level and supra-organizational level. are individual, organizational and trans-organizational, are surrounded by political, geographical, economic, technological, social and cultural factors. we can mention the real slogan and priority of governments, political o cials of the country, province and city according to research ndings from political factors affecting human resources. So that if the attitudes and behaviors of political managers towards the environment are positive, this issue will be observed at all times. For instance, they use less paper and banners during election campaigns or pay special attention to environmental issues during celebrations and opening ceremonies of projects. Regarding the geographical factors, we can point to the weather conditions of the city, so that in the city of Mashhad, due to the hot and dry weather and on the other hand, the air pollution of this metropolis, the employees are more inclined to protect the environment. According to the researcher's observations, small natural pots and aquariums were used in most of the municipal staff rooms. It is noteworthy that from the perspective of economic factors, it can be said that the nancial situation and good income of the municipality cause the environmental projects to be well followed and implemented Because any project needs nancial resources to run. For example, the water recycling project in the municipal building was underway. Or a plan to reorganize the Kashafroud river that is practically in the area of regional water duties, but the municipality is pursuing the issue due to its high nancial capacity. In terms of technological factors, technology platforms and infrastructures should be provided, both in the eld of Internet and telecommunications and in the eld of designing smarti cation and cyber systems, in order to provide services such as telecommuting and remote service. We can refer to In uential social factors including in uential social and sociology groups, Organizational level: The organization has a performance and affects human life in its internal and external environment. The organization is much more important than the individual and therefore can be constructive or destructive (Gharamlaki, 1397) At the organizational level, the components of green human resource management that have been obtained from data analysis and open and selective coding of the date-based theory include: green employment, green education, green evaluation, green organizational culture, green promotion, green reward And compensation services, green organizational structure, green maintenance. Green employment can be a great help for the organization to become and stay green. Employing green people with knowledge, attitude, motivation, personality and green behaviors into the organization can be effective in environmental issues. The results of research by Baena et al. actions can be one of the key policies in order to properly implement new perspectives in the organization and specially to pay attention to sustainable development and the environment. Evaluating green performance enables the organization's management to make the necessary reforms for sustainable development, and the organization's members to have the necessary motivation to achieve the organization's green goals while being aware of the progress of programs and achieving organizational goals. Arrolrajah et al. (2015) and Masri and Jaron (2017) con rm it. Therefore, it can be said that one of the most important factors affecting the optimal performance of the organization in the direction of sustainable development is the implementation of a monitoring system and evaluation of green performance. According to Ranwick et al.'s (2013) research, the goal of green human resource management is to create, strengthen and maintain the insight in the organization's staff so that they can contribute the most to each of the environmental protection roles in favor of conserving natural resource, and not polluting the environment. Therefore, green actions seem necessary for the maintenance of green employees. Respondents repeatedly mentioned that if managers themselves followed certain behaviors; these behaviors could become a culture in the organization that other employees would follow.
Organizational green values, having green organizational symbols, organizational green norms, annual green award and managers and employees use of public transport can help the organization's human resource management achieve green and sustainable development. The results of Masari and Jaron's (2017), Wenger's (2015), and Rousseau et al.'s (2019) research ndings are somewhat consistent with this category. It should be noted that another special point that the interviewees repeatedly mentioned in their comments was some of the issues that, although they may not seem to be big movements, but have a special impact on the movement of the organization towards sustainable development and attention to natural resources and the environment. These include organizing the use of energy-saving lamps, minimizing the use of paper in the organization's affairs, examining pipe insulation and repairing and replacing damaged and high-consumption electronic devices, scanning documents instead of using physical documents, and optimal use of natural light in the workplace, the design of green work processes, etc., done by the organization's management. Following up on these issues could be the starting point to pay attention to the issue of sustainable development and the environment from within the organization itself and moving it towards other organizational functions in urban environments.