Sustainability of microenterprises: an empirical analysis

Cooperation and Environmental Responsibility as Positive Factors for Entrepreneurial Resilience

In this review, we study the state of entrepreneurial education as it applies to business resilience. We consider records over the last 20 years about entrepreneurial resilience that consider their social impact and focus on sustainability. The aim of the study was to determine whether an enterprise that stresses social impact and sustainability rather than profits could reinforce entrepreneurial resilience. The importance of this study is that it offers a more complex description of entrepreneurial resilience by connecting social and environmental sensitivity with a profit-oriented logic. We found a mild incremental rise in, first, the years of the 2000s and a jump by 2010. We then used VosViewer to create a cluster map from the record list of WOS, creating three clusters of: “education and sustainability”, “entrepreneurship and social impact” and “innovation”, and these three clusters were related to superior entrepreneurial resilience. This approach should be adopted in real time to be able to adapt to socio-economic crises, adopting a functional approach based on cooperativeness and awareness of complexity.

Sustainability of operations through disruptive technologies in the petroleum supply chain

Purpose

Disruptive technologies can significantly contribute to the sustainability of operations in the petroleum supply chain. The present study aims to identify the prime sustainable dimensions and disruptive technologies implementation in the supply chain of the petroleum industry. The authors used content analysis in the literature and experts input to explore the sustainable dimensions and disruptive technologies in the supply chain.

Design/methodology/approach

This study used a hybrid method of hesitant fuzzy set and regret theory to identify the prominent sustainability dimensions and prominent disruptive technologies. This method emphasizes the decision-makers psychological characteristics under uncertain environments.

Findings

The result indicates that social responsibility, labor practices, safety and technical standards hold the most prominent sustainable dimensions in the petroleum supply chain. Further, the result also depicts that when consider an equal degree of regret and rejoice, artificial intelligence and big data could significantly enhance operations sustainability in the petroleum industry.

Research limitations/implications

This study considers only 11 sustainable dimensions and 43 sustainable factors, whereas other dimensions and factors could also be considered in future research. The research uses hesitant fussy set and regret set theory to identify the prominent sustainable dimensions and disruptive technologies, whereas other multiple-criteria decision-making (MCDM) techniques can also be used.

Originality/value

To the best of the authors’ knowledge, this is the first paper to explore the sustainable dimensions (environmental, social and economic) and disruptive technologies in the supply chain of the petroleum industry. This research intended to guide the practitioners, policymakers and academicians to emphasize their effort toward sustainable operations supply chain management.

Organizational sustainability and performance improvement in microfinance institutions (MFIs): managerial insights of what, why and how

Purpose

The special importance of microfinance institutions (MFIs) in the context of emerging economies is well acknowledged. The success of MFIs is country, culture and context-specific. This study aims to capture the organizational sustainability viewpoint of MFIs through the experiences and insights of the managers engaged in running MFIs in an emerging market.

Design/methodology/approach

The study follows a qualitative approach and collects primary data through insightful interactions with the senior managers of various Indian MFIs, followed by thematic analysis to identify the factors impacting the sustainability of MFIs. It is supplemented by an extensive systematic literature review to enrich the findings. The identified factors are then analyzed through the lens of a balanced scorecard (BSC) approach to developing a framework in assessing the performance of MFIs operating in similar to this study’s context.

Findings

The authors observe that the majority of the studies on MFI sustainability are financial outcome centric. This study adds value by exploring a holistic and organization-centric approach drawing support from stakeholder theory, which emphasizes that the shareholders, employees and customers are equally important for the sustainability of the MFIs.

Research limitations/implications

While the identified sustainability factors would help the practitioners focus upon the factors of improvement, the BSC framework would facilitate the conduct of performance review and taking related decisions thereon for the sustainability of MFIs.

Originality/value

To the best of the authors’ knowledge, this study is the first of its kind to attempt to assess the MFI organizations striving for sustainability through the lens of BSC framework.

Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management

In light of future work challenges, actual human resource management (HRM) needs to be redesigned, including long-term development, regeneration, and renewal of human resources, passing from consuming to developing human resources by incorporating the concept of sustainability. Thus, sustainable HRM is seen as an extension of strategic human resources, presenting a new approach to human resource management. The labor market is constantly changing, atypical work acquiring a significant relevance, especially in these current times of coronavirus crisis restrictions. In Romania, promoting the law of teleworking transformed labor flexibility into a topic of interest, and became an increasingly vital requirement for employment and a motivating factor for Romanian employees. In such a context, this paper aims to investigate the link between employee development and worktime and workspace flexibility as relevant characteristics of sustainable HRM, job satisfaction and job performance among Romanian employees in order to identify how to redesign HRM in the face of “future work” challenges. Additionally, the paper aims to examine the impact of different types of flexibility—contractual, functional, working time, and workspace flexibility—in order to highlight the relevance of employee development and employee flexibility as important aspects of sustainable HRM in increasing the overall level of employee job satisfaction. In order to make this possible, an “employee flexibility composite indicator,” which takes into account different types of flexibility, has been developed using feedback from Romanian employees, which was gathered by a national representative survey using multiple correspondence analysis. Furthermore, the impact of both individual and employee flexibility on overall level of job satisfaction has been quantified using binary logistic regression models. Within the research, there is a particular focus on the impact of new types of workspaces (flex office, co-working, total home office, partial home office—FO, CW, HOT, HOP) on job performance, job satisfaction, organizational performance, professional growth and development, social and professional relationships, and personal professional performance as well as on the overall level of work motivation. The empirical results revealed that these new types of workspaces are highly appreciated by employees, generating a growing interest among them. Partial home working, the mix between working from home and working in a company’s office, has been considered an optimal solution in increasing organizational performance, social and professional relationships, learning and personal development, and the overall level of work motivation. The results of the multiple correspondence analysis highlighted a medium level of flexibility among those Romanian employees interviewed, with only one third of them exhibiting high levels of flexibility. The empirical analysis of logistic regression analysis pointed out the role of functional flexibility, working time, and workspace flexibility along with the flexibility composite indicator in increasing the level of job satisfaction in employees. Therefore, if the challenge is to redesign the actual human resource management in order to include the concept of sustainability, attention needs to be on a combination of employee development-flexible time and flexible places, leading to an increase in both employee job satisfaction and organizational performance as important outcomes of sustainable HRM.

Opportunities for the development of drowning interventions in West Bengal, India: a review of policy and government programs

BACKGROUND

Four million people living in the Indian Sundarbans region in the state of West Bengal face a particularly high risk of drowning due to rurality, presence of open water, lack of accessible health systems and poor infrastructure. Although the World Health Organization has identified several interventions that may prevent drowning in rural low-and middle-income country contexts, none are currently implemented in this region. This study aims to conduct contextual policy analysis for the development of a drowning program. Implementation of a drowning program should consider leveraging existing structures and resources, as interventions that build on policy targets or government programs are more likely to be sustainable and scalable.

METHODS

A detailed content review of national and state policy (West Bengal) was conducted to identify policy principles and/or specific government programs that may be leveraged for drowning interventions. The enablers and barriers of these programs as well as their implementation reach were assessed through a systematic literature review. Identified policies and programs were also assessed to understand how they catered for underserved groups and their implications for equity.

RESULTS

Three programs were identified that may be leveraged for the implementation of drowning interventions such as supervised childcare, provision of home-based barriers, swim and rescue skills training and community first responder training: the Integrated Child Development Scheme (ICDS), Self-Help Group (SHG) and Accredited Social Health Activist (ASHA) programs. All three had high coverage in West Bengal and considered underserved groups such as women and rural populations. Possible barriers to using these programs were poor government monitoring, inadequate resource provision and overburdening of community-based workers.

CONCLUSIONS

This is the first systematic analysis of both policy content and execution of government programs to provide comprehensive insights into possible implementation strategies for a health intervention, in this case drowning. Programs targeting specific health outcomes should consider interventions outside of the health sector that address social determinants of health. This may enable the program to better align with relevant government agendas and increase sustainability.

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.

Green information system integration for environmental performance in organizations

Purpose

The purpose of this paper is to develop an eccentric model to examine the factors that influence environmental performance in organizations based on belief–action–outcome framework and natural resource-based view theory.

Design/methodology/approach

Data were collected by employing online survey from respondents in organizations to statistically test the eccentric model and its associated hypotheses. Partial least squares–structural equation modeling and Statistical Package for Social Sciences were utilized to analyze the survey data.

Findings

The results show that information technology (IT) professionals and IT executives’ behavior positively influences environmental performance. Further results suggest that the belief of IT professionals and IT executives is significantly influenced by the action of IT infrastructure, institutional pressure, organizational strategy and information diffusion. In addition, results reveal that the action of IT infrastructure, institutional pressure, organizational strategy and information diffusion in organizations significantly has an impact on the outcome of environmental performance. Moreover, results indicate that green information systems (IS) for pollution prevention, product stewardship and clean development initiatives adopted positively influence the environmental performance of organizations.

Research limitations/implications

The developed eccentric model further shows how green IS practice integration can improve environmental performance. However, the selected respondents are from a single country as such findings from this study cannot be generalized to other countries.

Practical implications

Practically, this paper has implications for the capability of IS to promote environmental performance in organizations.

Social implications

This study provides a pertinent contribution in developing and validating an eccentric model for green IS adoption. Besides, a survey instrument is developed that can be used by future studies.

Originality/value

The developed model helps to explore the factors that influence environmental performance and also the outcomes of green IS adoption for environmental performance. Accordingly, IT professionals and IT executives can draw upon the eccentric model in assessing their current environmental-friendly practice for the effective initialization of green IS for corporate value.

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

Quality human resources are an integral part of corporate strategy. Human capital development is an essential step towards the success of the business on the market. This paper fills the hole by providing the information about the ways how to motivate employees in terms of occupational classification and the age. The aim of the research was to determine whether there are statistically significant differences in the level of importance of employee motivation in terms of occupational classification and the age of respondents and the studied areas of motivation. A total of 3720 employees in small and medium-sized enterprises were analysed all over Slovakia using the method of simple random sampling. Descriptive statistics were used to describe sampling units. The differences in the values of the importance of motivation factors of individual groups were tested using the method of Tukey’s HSD at the level of significance α = 5%. Following the results, the fact that there are significant differences in terms of occupational classification and the age in the analysed areas of motivation can be stated. Therefore, the managers have to motivate employees in different ways that result in the more complicated management of human resources associated with meeting enterprise goals. Thus, the issue of individual motivation programmes created for individual employees tailored to employees’ needs must be discussed.