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Background & Aims: The continuous erosion of the environment, which originates from human exploitation, has more or less faced all the countries of the world with this serious demand to put sustainable development methods compatible with the environment on the agenda. Organizations are one of the main threats to the development of environmental sustainability and are also considered key players in environmental protection. Therefore, the purpose of this study was to identify and rank the bases, strategies, and consequences of implementing green human resources management with the attitude of continuous organizational development of employees of Iran University of Medical Sciences. Methods: The study method was mixed (qualitative-quantitative). The statistical population in the qualitative section included experts from the headquarters of Iran University of Medical Sciences, and the statistical sample of this section was 14 people, who were considered as interviewees using the principle of saturation. In this project, the researcher first qualitatively examines the research topic with limited participants, and then based on the qualitative findings, he takes action to build the desired tool. A mixed methods study requires the collection and analysis of quantitative and qualitative data in which the data are collected simultaneously or sequentially. The statistical community in the qualitative section includes experts from the headquarters of the Iran University of Medical Sciences who have the following characteristics: familiarity with the concept of human resource management and sustainable development, with a management experience of at least 7 years and a doctorate or master's degree in the relevant field. In this research, 14 people were considered as interviewees using the principle of saturation. The statistical population of the research in the quantitative part included the employees of the headquarters of the Iran University of Medical Sciences in the fields of green human resource management and sustainable development, and the number of the statistical sample according to the available sampling method is 341 people. In this research, the purposeful sampling method was used to determine the samples. In the qualitative part, theme analysis (open, central, and selective coding) was used. Theoretical coding is the process during which the data are analyzed, conceptualized, and placed next to each other in a new way, and it is the main process during which the theory is compiled based on the data. In this method, there are three main pillars "concepts", "categories" and theorems. In this method, theories are formed based on "raw data". After a semi-structured interview, a researcher-made questionnaire was obtained, which includes platforms, strategies and The platforms in this research include the components of political factors (2 items) and economic factors (4 items) as well as strategies including the components of educational strategies (2 items), cultural strategies (3 items) and legal strategies (3 items). ) and also the consequences included the components of environmental consequences (6 items), social consequences (7 items), physical consequences (5 items), and economic consequences (7 items) which were created by using a researcher's questionnaire and a 5-point Likert scale. It was measured from very high to very low. The reliability of the dimensions was confirmed because Cronbach's alpha and the combined reliability coefficient were higher than 0.7. It was considered from 0.05. Results: In the quantitative part of this study, the opinions of 341 people were used to collect data, of which 219 respondents were men and 122 were women. According to the results, 55 respondents are in the age range of 30 to 40 years, 198 people are in the age range of 40 to 50 years, and 88 people are over 50 years old. According to the results, 59 of the respondents have a bachelor's education, 111 have a master's degree, and 171 have a doctorate and above. The statistical characteristics of the research model to identify and rank the platforms, strategies, and consequences of implementing green human resources management with the perspective of sustainable organizational development of employees of Iran University of Medical Sciences are given in Table 1. According to the results, political factors ranked first among the bed components (0.943). Among the components of the strategies, cultural strategies were ranked first (0.890) and among the consequences, social consequences were ranked first (0.919). The output related to the platforms is shown. The model fit index of the examined sample is 0.671, which is except for large sizes. According to these findings, it can be concluded that the tested model is a good fit for the examined sample. Also, considering that the factor loadings of all obvious variables of the model are more than 0.5 and the significance is more than 2.58, it can be said that the present structure has good validity. Conclusion: The purpose of this study was to identify and rank the bases, obstacles, and strategies of implementing green human resources management with the approach of sustainable organizational development of the employees of Iran University of Medical Sciences. The platforms for implementing green human resources management have 2 components as follows: Political factors: supporting laws and regulations and the supervision of law-making organizations. This research showed that in order to initiate a change or its successful implementation, we need supportive laws and regulations. When government agencies and legislators consider supporting laws for the implementation of green human resource management elements, these laws are implemented as guidelines in the organization, which facilitates an important part of the implementation process. Economic factors: available organizational resources, the organization's budget for advertising, modification of spending patterns, and financial support from other institutions. In line with laws and regulations, the support of organizations and legislative institutions can bring important economic consequences for the organization. Green human resources management leads to the creation of educational mechanisms, and cultural and legal mechanisms. Also, these mechanisms on the creation of fashion consequences which include environmental consequences, social consequences, physical consequences, and economic consequences. [ABSTRACT FROM AUTHOR]

Background & Aims: Today, the term sustainable is widely used to describe a world where human and natural systems can continue to exist until the distant future. Sustainable development means providing solutions to mortal patterns. It is a physical, social, and economic development that can prevent issues such as the destruction of natural resources, the destruction of biological systems, global pollution, climate change, excessive population growth, injustice, and the lowering of the quality of life of people now and in the future. Therefore, sustainable development is a transformation to meet today's needs without destroying the capabilities of the future generation in meeting their needs. In fact, a transformation is sustainable when it protects the environment and generates opportunities. This evolution requires an unbreakable link between the environment, economy, and social security, and economic developments and social life conditions must be in accordance with the long-term flow of maintaining the foundations and natural resources of the biosphere. Sustainable development includes (economic), (social), and (environmental) aspects. So far, various indicators have been presented by many international organizations for the purpose of comprehensive evaluations of sustainable development. Among them, we can mention the United Nations Environmental Program, the United Nations Development Program, the World Bank, the World Resources Institute in Washington and the Global Monitoring Institute in Washington, and finally the United Nations Commission on Sustainable Development. The aim of all the aforementioned institutions is to provide criteria and indicators to determine the success rate of countries in achieving the multiple goals of sustainable development in social, economic, and environmental aspects. The concept of sustainable development is based on the undeniable fact that ecological considerations can and should be applied to economic activities. These considerations include the idea of creating a rational environment in which the claim of development to advance the quality of all aspects of life is challenged. Organizational development is the application of behavioral science knowledge in the scope of the system for planned development and strengthening of organizational strategies, structures, and processes to improve the effectiveness of the organization. The organization means employees with different attitudes, interests, thoughts, knowledge, and physical conditions without which the organization would never have an external existence. Today, private organizations in an environment that requires green accountability, try to increase their market share and strengthen their accountability with a variety of green methods and techniques, and public organizations also try to benefit from the benefits of trust and satisfaction. Green management for the realization and convergence of green values and a wide range of economic, social, political, and legal motives is possible only by benefiting from green human resources management. Considering the importance of the subject, the purpose of this study was to evaluate the green performance on the sustainable organizational development of the employees of Iran University of Medical Sciences. Methods: The data collection tool includes a researcher-made questionnaire on green human resource management systems and sustainable organizational development. Convergent validity and reliability were calculated through Cronbach's alpha coefficient. The statistical population of this research includes all employees of the Iran University of Medical Sciences. The sample size was selected based on Cochran's formula of 341 people and the sampling method was randomly stratified. The research data analysis method was through structural equation modeling using PLS software. To collect information, library and field methods including questionnaires were used. And the effect of the five dimensions of green human resources management on sustainable organizational development was investigated. Results: The results indicated that the five dimensions of green human resource management have a positive and significant impact on sustainable organizational development. Also, the results showed that performance evaluation analysis 0.478, green choice 0.367, safety management 0.149, green training 0.283, and reward management 0.454 directly explain the changes related to the variable of sustainable organizational development. Conclusion: Tehran state universities are in their highest state in terms of quantitative development and have attracted the largest number of students over the past years, and of course, the energy consumption of these universities has increased accordingly. Lack of work and delay in the implementation of green management in universities will cause waste of energy resources, and water resources and as a result increase the cost of the government, increasing the share of universities in air pollution and environmental damage. The discussion of evaluating the green choice is in line with the goals of green human resources management and it is quite obvious that without an accurate assessment of personnel ability, planning for the establishment of green human resources management and the implementation of its instructions will not be successful. This evaluation can include their awareness of the importance and method of green human resource management and the evaluation of personnel motivations in establishing green management or their contributions and abilities in this direction. If they do not have enough motivation, the management should take measures to create motivation and provide the necessary incentives to accompany the person in the steps of establishing green management, or if there is not enough awareness in this field, by holding explanatory classes on the importance of green management and methods explain their participation. In addition to explanatory and in-service classes, distribution of brochures, and providing necessary guidance according to the position of the personnel, the use of technology potential was used to inform the employees. Currently, universities do not have authority in the field of green education courses and topics, which has made the subject of green education in universities weak and ineffective, and the expectations of the function of green education in universities are not met. Therefore, according to the state of the university, the statistical society is of the opinion that they will not have much effect on the issue of green management in the issue of green education. In terms of its importance and role in sustainable development, health and safety management is among the last row of components. And the reason is that although it is lower in terms of importance than other components, universities have almost no plans and have not done anything in this field. The explanation of the goals, plans, and problems of the establishment of green management shows that there is no objective and practical output from many of the meetings, and for this reason, this component is less important than other components for the statistical society. It shows that in order to advance the programs, it is not possible to establish green management without organizing planning and coordination meetings. [ABSTRACT FROM AUTHOR]