Analysis of factors affecting the implementation of green human resource management using a hybrid fuzzy AHP and type-2 fuzzy DEMATEL approach

Intermodal travel planning and decision support integrated with transportation and energy systems

The fast urbanization in China makes it all the more important to find sustainable solutions that are both comprehensive and energy-efficient. Because of its important role in lowering logistical expenses and pollutant emissions, intermodal transport is generally seen as an effective method of coordinating transportation operations, helping to address the growing economic and environmental issues. Considering the characteristics of a growing city, this article lays out a multi-criteria method for selecting which new initiatives for China's public transportation system should be prioritized. "Electric municipality bus," "light rail system," and "modernization to the current fleet and optimization" are the three enhancement initiatives that are outlined. Using transportation-related economic, social, and environmental sub-criteria, this research applies TOPSIS, an analytic hierarchy method and fuzzy approach for order preference by resemblance to ideal circumstance application, to prioritize transportation projects. The study aims to improve city life in Chongqing, China, by identifying the most environmentally friendly development projects. Applying the analytical hierarchy method (AHP), the relative importance of several sustainability criteria was established for use in making strategic decisions. The alternative projects for the given city have been ranked using the fuzzy TOPSIS approach. However, the investigated results show the supportive response of hybrid to environmental sustainability and vice versa for non-hybrid vehicles. However, the energy consumption in public transport remains a leading hurdle in sustainability across the three modes of transport: taxis, rail transit and buses. Finally, computer trains in public transport also surprisingly deal with environmental sustainability to keep the current & forthcoming generation from ecological harm. However, theoretical and empirical policy suggestions have been proposed to become clean & green shortly.

The hidden linkage of corporate efficiency and green innovation with human resource management practices: a newly perspective from China

It is disappointing that despite having access to human resources at very little cost, rising countries' administrations are so ineffective. It is often believed that an organization's unheralded employees hold the keys to its success or failure. A person's mood and demeanor may be influenced by a variety of factors. Human resource management (HRM) methods have been created and used by scientists all over the globe in an effort to maximize the potential of their most important asset. Eco-friendly inventions are crucial to the survival of humanity and the prosperity of enterprises throughout the world. Therefore, the purpose of this research is to look at how green innovation affects both the environment and businesses. Green process metrics and green product metrics, for example, may have an impact on green innovation, which is why these metrics are important to track. The second primary goal of this research is to learn how the commitment and HR practices of top management shape the link between green innovation and economic and environmental success. A self-reported poll was taken by 370 employees in China's manufacturing industry. A partial least square structural equation modelling was used to examine the data collected between April 2021 and February 2022. This research employed confirmatory component analysis, a standard technique of structural equation modelling (SEM) for examining both overt and covert variables and indicators, to assess the reflecting indicators measurement model. The findings suggest that HRM has an effect on green innovation that is both positive and statistically significant. The environment and the economy benefit greatly from green innovations. Relationships between HRM and green innovation have no unfavorable implications on business results or the environment. However, human resource management has the potential to boost organizations' prosocial impact. In a three-way interaction (moderated moderation) model, organizational success is found to have a significant role, whereas environmental and organizational success play just a little one. To improve economic and environmental outcomes across all sectors, this study adds to the existing body of knowledge and argues for the wider implementation of green innovation practices. Human resource managers play a crucial role in developing a company's culture and values. The findings suggest that with leadership's blessing, green technologies may spread across a company.

Barriers to green human resources management (GHRM) implementation in developing countries: evidence from China

Because of the current climate adaptation and long-term viability advancements, campaigners both locally and globally are pressuring businesses to embrace green practices. But there are challenges to putting green policies into action. The goal of this research was to analyze the most significant challenges encountered by Chinese businesses when attempting to implement environmentally responsible HR practices (GHRM). There were seventeen setbacks found, and these were sorted into five main groups. In order to pilot test the survey questions, we spoke with twenty experts in the fields of human resources and environmental management. One hundred and ninety-nine questionnaires were subsequently distributed to a random sample of company CEOs (19), HR managers (30), CFOs (30), and HR directors (40). The PSI approach was used to establish a hierarchy of the most significant obstacles and their subobstacles. Twenty-three percent of GHRM barriers in the research area were attributable to economic factors. The absence of financial resources emerged as the most crucial obstacle overall (with a score of 0.99) and among the subbarriers. The second most common barrier was found to be political and regulatory (20.1%), while the least common was found to be cultural and educational (18.2%). Government and financial institutions can help businesses overcome the most significant obstacles by offering low-interest loans for the development and implementation of sustainable business strategies and initiatives. As such, this study complements the current body of literature on green HR. Examining the challenges faced when trying to put GHRM into practice in a poor country context, this helps policymakers and practitioners in China and other similar economies understand environmental innovation barriers and develop policies to overcome them.

Fuzzy comprehensive evaluation and quantitative weight analysis in structure management of human resources

This research delves into the application effects of Fuzzy Comprehensive Evaluation (FCE) and quantitative weight analysis in the structure management of human resources (SMHR) to optimize the structure management. The research begins by analyzing the existing problems in SMHR, such as incomplete performance feedback and error-prone outsourcing decisions. By leveraging human resource management (HRM) characteristics, the researchers construct the SMHR evaluation index system. The Analytical Hierarchy Process (AHP) is employed to establish a hierarchical human resource structure model to determine the relative weight of each HRM indicator. Subsequently, the FCE method is utilized to build an SMHR optimization model, which is then scrutinized and assessed by means of an example. The findings indicate that the consistency ratio (C.R.) values of the first and second-level evaluation factors of the constructed model are less than 0.1, thus passing the consistency test and demonstrating credibility. Ultimately, the research effectively grades SMHR in the enterprise through the analysis of HRM optimization. Accordingly, this research presents a set of optimization suggestions and measures, including the establishment of a professional HRM operation team, acceleration of the construction of a professional talent team, enhancement of the intelligent level of the HRM center, and transition towards digital sharing. These proposed measures can serve as valuable experimental references for the optimization and improvement of HRM structures in future enterprises.

How does the perceived green human resource management impact employee's green innovative behavior? -From the perspective of theory of planned behavior

Employees' green innovative behavior encouraged by enterprises plays an important role in the enterprise sustainable development. The study explores the impact of perceived green human resource management on employees' innovative behavior. Drawing upon the planned behavior theory, this study examines how perceived green human resource management impact employees' green innovation behavior. Through three-stage questionnaire survey, 207 samples are obtained and hierarchical regression is employed to test the hypothesis., Data analysis results show that perceived green human resource management has a directly positive effect on employees' green innovative behavior. Green behavior intention, self-efficacy of environmental protection behavior, and identity with the company's green environmental protection system are the mediators between perceived green human resource management and employees' green innovative behavior. Meanwhile, the results demonstrate that there is a chain mediating relationship among these variables. In addition, green supply chain management moderates the relationship between the identity of a green environmental protection system and employees' green innovative behavior. These conclusions transcend the macro perspective and open the black box between green human resource management and enterprise performance. Enterprise should take a holistic view to play the role of green human resource management and supply chain management in the implementation of environmental strategy.

Improved Remora Optimization Algorithm with Mutualistic Strategy for Solving Constrained Engineering Optimization Problems

Recently, a new swarm intelligence optimization algorithm called the remora optimization algorithm (ROA) was proposed. ROA simulates the remora’s behavior of the adsorption host and uses some formulas of the sailfish optimization (SFO) algorithm and whale optimization algorithm (WOA) to update the solutions. However, the performance of ROA is still unsatisfactory. When solving complex problems, ROA’s convergence ability requires further improvement. Moreover, it is easy to fall into local optimization. Since the remora depends on the host to obtain food and optimize ROA performance, this paper introduces the mutualistic strategy to strengthen the symbiotic relationship between the remora and the host. Meanwhile, chaotic tent mapping and roulette wheel selection are added to further improve the algorithm’s performance. By incorporating the above improvements, this paper proposes an improved remora optimization algorithm with a mutualistic strategy (IROA) and uses 23 benchmark functions in different dimensions and CEC2020 functions to validate the performance of the proposed IROA. Experimental studies on six classical engineering problems demonstrate that the proposed IROA has excellent advantages in solving practical optimization problems.

Recent trends of green human resource management: Text mining and network analysis

Issues of the environmental crisis are being addressed by researchers, government, and organizations alike. GHRM is one such field that is receiving lots of research focus since it is targeted at greening the firms and making them eco-friendly. This research reviews 317 articles from the Scopus database published on green human resource management (GHRM) from 2008 to 2021. The study applies text mining, latent semantic analysis (LSA), and network analysis to explore the trends in the research field in GHRM and establish the relationship between the quantitative and qualitative literature of GHRM. The study has been carried out using KNIME and VOSviewer tools. As a result, the research identifies five recent research trends in GHRM using K-mean clustering. Future researchers can work upon these identified trends to solve environmental issues, make the environment eco-friendly, and motivate firms to implement GHRM in their practices.

Lean, agile, resilient, and green human resource management: the impact on organizational innovation and organizational performance

There are four paradigms of lean, agile, resilient, and green (LARG) which can promote human resource culture to create novel ideas and increase performance in organizations. This study aims to conceptualize, develop, and validate four lean, agile, resilient, and green paradigms in human resource management (HRM) context and investigates how different LARG HRM elements can affect organizational innovation and performance. In this way, a conceptual model for investigating the LARG concept in HRM is proposed. A new tool to measure lean, agile, resilient, and green indicators in service industry has been developed. Using convenience sampling method, an online survey questionnaire is managed to collect data from 102 service sector organizations, including banking and financial services, transportation, hotel, telecom, and insurance, having more than 50 employees in Iran. The collected data are analyzed by partial least squares-structural equation modeling (PLS-SEM). The results indicate that the LARG HRM significantly and positively influences organizational performance. In addition, the LARG HRM indirectly affects organizational performance through organizational innovation. The findings also showed that employee's ability to perform several different jobs from the lean paradigm, paying attention to employee's ideas in decision-making from the agile paradigm, increasing the ability of staff to change rules in different situations from the resilient paradigm, and having employees with a full understanding of environmental policies from the green paradigm, is the most effective elements among the LARG paradigms factors. This study provides valuable insights into recognizing the most effective LARG elements and factors for implementing the LARG HRM in organizations and how it contributes to enhancing organizational performance and organizational innovation in order to achieve competitive advantage.

The fuzzy Weighted Influence Nonlinear Gauge System method extended with D numbers and MICMAC

The Weighted Influence Nonlinear Measurement System (WINGS) method originates from DEMATEL, which has the advantage of analyzing the interweaved determinants and the causal relationships within them. The innovation is mainly reflected in considering both the strength of the influencing factors themselves and the relationship of their mutual influence. To address the problems of ambiguity in assessing information and uncertainty in the judgment of expert group, this paper proposes fuzzy WINGS improved by D numbers (fuzzy D-WINGS). Combining D numbers with Triangular fuzzy numbers can overcome the limitation of mutually exclusive and collectively extensive set. The WINGS method is used to reveal the interdependent causal relationships by recognizing the orientation and strength of the factors. Utilizing the MICMAC method to draw matrix analysis diagrams can further reveal the relationship among them. Finally, a practical case study is conducted to prove the practicability of this fuzzy D-WINGS–MICMAC method.

Environmental Sustainability Commitment and Access to Finance by Small and Medium Enterprises: The Role of Financial Performance and Corporate Governance

Small and Medium Enterprises in South Africa contribute critically to the economy, yet they face many challenges, such as lack of access to external finance. Thus, applying the stakeholder theory, this study tested the relationship between environmental sustainability commitment and access to finance and whether this relationship was mediated by financial performance. The study further examined the moderating role of corporate governance on the relationship between environmental sustainability commitment and access to finance. Owner/managers of 600 SMEs from three provinces in South Africa were randomly selected using a probability sampling method. Primary data were collected using self-administered questionnaires. The moderated mediation model was tested using PLS-SEM. The findings showed that environmental sustainability commitment significantly predicts access to finance both directly and indirectly through financial performance. Moreover, the results showed that corporate governance positively moderates the link between environmental sustainability commitment and access to finance. This study has several implications. Practically, small unlisted firms can adopt and apply the model developed in this study to enhance their environmental, social, and governance practices to unlock external funding. The novelty of this study is that it proposed and tested a moderated mediation model to understand SMEs’ determinants of access to finance. In addition, this study provides a nuanced understanding of responsible business through green behaviour in the context of SMEs, which has been lacking in the existing literature.