Ebrahim Rajabpour

With the help of Bandura's social identity theory and ability-motivation- opportunity model, the present research tries to explain green human resource management and its green and non-green consequences in organizations as much as possible. Therefore, the main aim of the current research is to identify the green and non-green consequences of green human resource management and also measure the impact of green human resource management on these consequences. The statistical population of the present study was the employees and managers of Palayesh Parsian Sepehr Company with about 500 employees. The statistical sample of the research was estimated to be 217 people using Cochran's formula, and 230 people were selected for more generalization of the research findings. The data collection tool was a questionnaire. The validity of the research tool was measured by the content and structure method. The reliability of the research tool was also measured using Cronbach's alpha method, which was calculated as 89%. By examining the theoretical foundations of the research, 4 variables of task-related green behaviors, voluntary green behaviors, green work engagement, and environmental commitment were identified as green outcomes, and task performance, job satisfaction, and organizational commitment variables were identified as non-green outcomes of green human resource management and entered the next stage of the research. The research findings indicate that green human resources management has a positive and significant effect on the green and non-green outcomes identified in the statistical population. According to the findings of the research, it can be concluded that green human resource management is one of the main pillars of companies' success in the current era, and petrochemical companies are recommended to align green human resource management measures with the company's strategy in mind to achieve excellence.