Presenting a model of green human resources management with a metacombinatiion approach

The purpose of this research is to present a green human resource management model. This research is applicable in terms of purpose, qualitative in terms of the method of data collection, and meta-composite in terms of the research implementation method. The statistical population of the research includes 15 organizational experts, managers and specialists in the field of human resources, who were selected by purposeful sampling. Extracting the components and indicators of green human resources management was obtained from the review of the background and theoretical foundations, and then the fuzzy Delphi method was used for analysis in three rounds. The components and dimensions of green human resources management include 9 dimensions of green process, green strategy, green support, green culture, green training, green reward, green participation, green job analysis and design, green discipline management, and 20 components were identified and confirmed. The results showed that the dimension of green strategy in green human resource management in the first stage acquired with an average of (0.967) and in the second with an average of (0.942), that the obtained numbers almost overlap in the two final stages. Also, the results show that in the dimension of green strategy, the component of green strategic alignment has the highest opinions of experts; in the first stage with an average of (0.990) and in the second with an average of (0.973), which shows the full saturation of experts' opinions and the overlap of these two stages.Extended AbstractIntroductionHuman resource management is one of the main responsibilities of management in any organization, and all managers at multiple levels of the organization have this responsibility in some way (Bombiak & Marciniuk-Kluska, 2018). The high complexity of businesses and jobs in the world has led to their competitiveness, and for this reason, companies should pay special attention to value creation and be responsible in addition to efficiency (Kour & Joshi, 2020). Accountability is not only limited to work and fulfilling obligations to customers. One of the most important things is being responsible for the environment. For this reason, companies should pay attention to environmental issues and move towards "green" processes and actions (Singh et al, 2020). Green management is possible for the realization and convergence of green values and a wide range of economic, social, political and legal motivations only by benefiting from green human resource management (Evazkhah, 2020).Green human resource management includes the process of support strategy and green culture; this means that human resource processes are redesigned based on environmental goals and strategies, and by supporting an environmentally friendly lifestyle, green culture is institutionalized in the organization. For successful implementation, factors at the individual, organizational and extra-organizational levels are effective. Finally, successful implementation leads to positive consequences at the individual, organizational and extra-organizational levels (Yeganegi & Safari, 2020).Therefore, according to the issues raised, the current research aims to answer the question: what is the appropriate model of green human resource management with a metacombination approach?Theoretical frameworkGreen human resource management can be defined as human resource management actions and policies that cause the sustainability of a business and more important than all, prevent the damages caused by anti-environmental activities in organizations. (Yussoff et al, 2020). Organizations, as the largest members of societies, should recognize the effects of their behaviors on the environment and take measures to reduce the negative effects of these behaviors on natural ecosystems. Green human resource management, as a strong tool that assumes the role of human factors, can help organizations to fulfill their social responsibilities in order to protect the environment (Barati, 2021).Hajizadeh et al, (2022) investigated the identification and ranking of the antecedents of green human resource management with fuzzy Delphi approaches and hierarchical analysis. The findings showed that organizational factors with a weight of 0.627 dimensions were ranked 1st, and among its components, the quality of human resources was ranked first with a weight of 0.359. Technological factors were also ranked second with a weight of 0.289, and the advantage component was also ranked first. Environmental factors with a weight of 0.084 dimensions, was obtained with a dimension rank of 3, and among its components, government support with a weight of 0.336 was ranked first. The overall results indicated that the organizational factor ranked first in terms of importance, the technology factor ranked second, and the environmental factor ranked third.Alirezaei et al, (2022) investigated the impact of green transformational leadership on environmental performance with the mediating role of green human resource management and environmental awareness in small and medium businesses of Sirjan Special Economic Zone. The findings of the research indicate that, in general, green transformational leadership has a significant effect on environmental performance with the mediating role of green human resource management and environmental awareness.Research MethodologyThis research is applicable in terms of purpose, qualitative in terms of data collection, and meta-composite in terms of the research implementation method. The statistical population of the research includes 15 organizational experts, managers and specialists in the field of human resources, who were selected by purposeful sampling. Extracting the components and indicators of green human resources management is based on the background and theoretical foundations, and then the fuzzy Delphi method was used for analysis.Research FindingsFor the analysis, the background review and theoretical foundations, and then the fuzzy Delphi method was used. The components and dimensions of green human resources management include 9 dimensions of green process, green strategy, green support, green culture, green training, green reward, green participation, green job analysis and design, green discipline management; and 20 components were identified and confirmed. The results showed that the dimension of green strategy in green human resource management in the first stage obtained with an average of (0.967) and the second with an average of (0.942), that the obtained numbers almost overlap in the two final stages. Also, the results show that in the dimension of green strategy, the component of green strategic alignment has the highest opinions of experts; in the first stage with an average of (0.990) and in the second with an average of (0.973), which shows the full saturation of experts' opinions and the overlap of these two stages.ConclusionThe current research was conducted with the aim of presenting a green human resource management model. The present research is in line with the results of Alirezaei et al, (2022), Hajizadeh et al, (2022), Sidra Munawar et al, (2022), Fazlali & Moazzami (2022), Yu et al, (2020), Rezaei et al, (2020), and Farrokhi et al, (2017). Alam & Bahramzadeh (2022) showed that considering the many environmental problems that the hotel industry is facing, this industry has undergone a lot of pressure to respond to these problems by implementing sustainable strategies such as green human resource management. Their findings showed that there is a direct and significant relationship between green human resource management and green performance related to tasks and innovativeness. Also, green human resource management works have a positive effect on employees' environmental care behaviors, and also promote environmental efficiency programs in the organization. Also, green human resource management is directly and positively related to innovative green performance and the great role of environmental behaviors in the workplace, and confirms an indirect and significant relationship between green human resource management and innovative green performance of employees due to the mediating role of environmental awareness.According to the results obtained, organizations are suggested to pay attention to the review of their human resources management system and move towards green human resources management, such as paying more attention to green criteria in human resources subsystems (such as green recruitment and hiring, green training and development, green performance evaluation, green service compensation). It is suggested that the development of green human resource management strategies should be included in the human resource management agenda of petrochemical companies, considering the concerns and issues of the day. It is suggested to increase the knowledge and awareness of the employees with accurate needs assessment and holding green courses to the senior managers of these companies. It is suggested that human resource managers and senior managers of organizations, after hiring new staff, should consider criteria to evaluate the performance of employees based on the standards, according to which benefits and rewards will be paid to employees

Effect of A Probiotic Preparation on Gut Microbiota in Critically Ill Septic Patients Admitted to Intensive Care Unit: A Pilot Randomized Controlled Trial

Background: Sepsis promotes severe physiologic alterations in patients, and it has been reported to induce profound changes in the gut microbial composition. The decrease of ‘health‑benefiting’ microbes and the increase in dysbiosis in critically ill patients are thought to induce or aggravate sepsis. In this study, we aimed to explore the effect of a probiotic preparation, Lactocare®, on gut microbiota in critically ill septic patients admitted to the intensive care unit (ICU). Methods: Forty critically ill patients diagnosed with sepsis were assessed in this pilot randomized controlled trial. Patients were randomized into two groups: Lactocare and control groups. Patients in the Lactocare group received two capsules of Lactocare® for 10 days. Fecal samples were taken from all patients on days 1 and 10 for determining the gut microbial pattern. The primary outcome was gut microbial flora, and secondary outcomes were intensive care unit (ICU) length of stay and mortality. Results: Intragroup changes showed that all microbial flora considerably changed during the study period; the number of microbial flora significantly decreased in the control group and increased in the Lactocare group. Patients in the Lactocare group had a significantly lower incidence of diarrhea and infection with multidrug-resistant organisms. There was no difference in ICU length of stay in the Lactocare group compared to the control group (p= 0.289). The mortality rate was 30% in the control group compared to 20% in the Lactocare group (p: 0.465). Conclusion: This study showed a remarkable effect of the probiotic preparation on the gut microbiota in critically ill septic patients as it decreased the number of opportunistic pathogens. However, additional clinical research is needed to translate research into clinical practice to refine the clinical indication of the specific probiotic strains

The Association Between Serum Vitamin D Level and Nonalcoholic Fatty Liver Disease

Background: Nonalcoholic fatty liver disease (NAFLD) is a condition, in which triglyceride accumulates in hepatic cells without a history of alcohol consumption and is strongly associated with insulin resistance, obesity, diabetes mellitus, hypertension and dyslipidemia. The potential role of vitamin D in the pathogenesis of NAFLD has been reported. Objectives: The aim of this study was to determine the optimal vitamin D levels for prevention of NAFLD. Methods: In a cross-sectional study, 2,160 cases who referred to a university-affiliated health center were randomly selected and their demographic information, anthropometric and metabolic indices and also vitamin D levels were collected. Fatty liver was assessed by fatty liver index (FLI) and confirmed by FibroScan using controlled attenuation parameter (CAP). Based on the NAFLD score, the subjects were divided into two groups and the vitamin D cutoff point was calculated by ROC curve. Results: Based on the results, 745 patients (34.5%) had different degrees of fatty liver. Significant differences in the stiffness of liver tissue were observed between vitamin D categories (285.10 +/- 30.56 for severe, 251.82 +/- 42.63 for moderate and 201.02 +/- 36.08 for mild deficiency). According to the multivariate analysis, age, fasting insulin and vitamin D levels were found as the most significant factors in NAFLD pathogenesis. Vitamin D cutoff point was obtained 18 nmol/L in women and 21 nmol/L in men. Conclusions: The results indicated a significant association between vitamin D level and NAFLD score. Accordingly, increasing the public awareness to maintain a proper level of vitamin D may be a preventative strategy against NAFLD. Keywords Author Keywords:25-Hydroxyvitamin D; Nonalcoholic Fatty Liver Disease; Nonalcoholic Steatohepatitis; Obesity; Vitamin D Deficiency KeyWords Plus:25-HYDROXYVITAMIN D-3; INSULIN-RESISTANCE; STEATOHEPATITIS; EXPRESSION; SEVERITY; ALPHA; NAFLD; HISTOLOGY; CHILDREN; IMPAC

Building towers, cheating workers : exploitation of migrant construction workers in the United Arab Emirates

Hadi Ghaem

The seroepidemiology of the chronic infections in patients with myocardial infarction in North of Iran

Background: Recent studies have suggested that chronic infections with Chlamydia pneumoniae (Cpn) and Helicobacter pylori (Hp) may be associated with the risk of Myocardial Infarction (MI). Methods: A cross sectional study was conducted on 140 citizens. Seroprevalence was assessed by ELISA tests measuring IgA and IgG antibodies to Cpn and Hp in sera. Results: Among patients, %11.4 and %90.0 were seropositive for Anti-Cpn IgA and IgG respectively, and also %51.4 and %58.6 were seropositive for Anti-Hp IgA and IgG respectively. Conclusions: The present study shows that previous infection to Cpn in patients with MI is important. But there are no significant association between infection with Hp and MI

Association of agr Gene Expression with Staphylococcus Aureus Virulence Genes in BHI Broth

Abstract       Background and Objective: Agr is the most important regulatory system for the expression of Staphylococcus aureus virulence factors in different conditions. Agr acts as a quorum sensing system in this bacterium which is activated by increased cell concentration during the transition from logarithmic growth phase to stationary phase. Its role is to upregulate the secretory virulence factors such as alpha-hemolysin and inhibit the transcription of surface proteins including protein A-encoding gene. The aim of this study was to assess the relationship between the agr system expression and some virulence factors of Staphylococcus aureus in Brain-heart infusion (BHI) culture medium.      Methods: The expression level of agrA and RNAIII genes from the agr locus along with the expression of hla, spa and mecA genes in BHI broth were assessed in different growth phases using Real time-PCR. Also, gyrB was used as an internal control in this study.      Results: The growth curve of the five tested isolates in BHI broth at 24 hours showed that all the isolates had relatively similar growth patterns. AgrA gene expression in the stationary phase was decreased by 0.89-fold compared with the logarithmic phase. Although the expression of RNAIII gene increased by 3-fold, hla expression decreased by 0.47-fold.      Conclusion: An inactive agr system is observed in the BHI broth medium. BHI broth medium contains high amounts of suitable nutrients for the growth of Staphylococcus aureus, thus the bacteria do not require the activity of the agr system for the regulation of the virulence genes in these conditions