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Special Issue "High Performance Work Practices and Kaizen: How Sustainable Are They?"

A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601). This special issue belongs to the section "Occupational Safety and Health".

Deadline for manuscript submissions: closed (31 December 2020).

Special Issue Editor

Dr. Juan A. Marin-Garcia
E-Mail Website
Guest Editor
Departmento de Organización de Empresass (Department of Management), Universitat Politècnica de València, 46022 València, Spain
Interests: management; continuous improvement; lean manufacturing systems; TQM; TPM; performance evaluation and active learning in higher education

Special Issue Information

Dear Colleagues,

This Special Issue addresses the sustainability of high-performance work practices or kaizen, from the point of view of their long-term effects on organizations, the environment and workers’ well-being. In this way, we hope to present a set of contributions that will enable development (people, planet, and profit) to be addressed from different perspectives.

Previous research links high-performance work practices (HPWP) with reduced waste in transport or movements by improving internal or supply chain logistics (Alfalla-Luque et al., 2015; Luu, 2019). Yet it is not so clear how HIWP reduces waste in delivery times, process times, material, energy, or other resources, which would make organizations more ecologically efficient (Gollan et al., 2014; Way, 2002). However, HPWP has been proposed as a key element to encourage employees to enhance environmental performance (Govindarajulu and Daily, 2004; Renwick et al., 2013; Tariq et al., 2016).

This Special Issue is also focused on kaizen, a word that we will take as a synonym of continuous innovation or improvement (Sanchez-Ruiz et al., 2018). There is a clear relation between kaizen and environmental management or the implementation of cleaner production or green practices (Ciravegna Martins da Fonseca, 2015; Daily and Huang, 2001; Jabbour et al., 2008; Vieira and Amaral, 2016) in internal management (Fresner, 1998; Fagnani and Guimaraes, 2017; Singh et al., 2017) and with supply chain management (Dania et al., 2018) of both public and private industrial companies or service companies.

At the same time, HPWP are related to kaizen and worker participation, although the conditions under which this interaction produces positive effects or can be considered sustainable are unclear (Caniëls & Veld, 2019; Chang et al., 2018; Han et al., 2019; Siddique et al., 2019; Zhou et al., 2019) by considering its long-term contribution in workers’ well-being (Miao & Cao, 2019; Wang et al., 2019), job engagement (Karadas & Karatepe, 2019), or organizational commitment (Andersén & Andersén, 2019).

In short, we are interested in analyzing the relationship between workplace interventions and organizational well-being, employee well-being, or environmental "well-being"; the sustainability of process improvements and waste reduction; or the application of all the above in specific contexts by, for example, taking into account an organization’s size or economic activity.

Finally, we would also be interested in knowing how demographic changes (baby boomers vs. z generation vs. millennials), technological changes (big data, digitization, industry 4.0), economic changes (job precariousness), or how the emerging values of the last decade (inclusion, innovation, critical reflection) affect the relation linking HPWS, kaizen, and sustainability.

Contributions related, but not limited to, the aforementioned topics will be included in this Special Issue.

Dr. Juan A. Marin-Garcia
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All papers will be peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. International Journal of Environmental Research and Public Health is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2300 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • high performance
  • continuous process improvement
  • waste reduction
  • Sustainability
  • long-term effects
  • organizational well-being
  • employee well-being
  • environmental “well-being”

Published Papers (15 papers)

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Research

Jump to: Review

Article
Empowerment and Employee Well-Being: A Mediation Analysis Study
Int. J. Environ. Res. Public Health 2021, 18(11), 5822; https://doi.org/10.3390/ijerph18115822 - 28 May 2021
Viewed by 970
Abstract
This study examines the relationship between structural and psychological empowerment and its effects on employees’ psychological, physical, and social well-being. Despite the quantity of previously published works, empirical evidence about these relationships in the workplace is scarce. We developed a mediation model in [...] Read more.
This study examines the relationship between structural and psychological empowerment and its effects on employees’ psychological, physical, and social well-being. Despite the quantity of previously published works, empirical evidence about these relationships in the workplace is scarce. We developed a mediation model in which structural empowerment predicts employee well-being via psychological empowerment. We based our study on the EU-27 data from the 6th European Working Conditions Survey (EWCS). Data were collected from a questionnaire administered face-to-face to a random sample of employees and the self-employed representative of the working population in the European Union (number of valid responses in this study: 23,468). The effects of the relationships among the variables considered were evaluated using Partial Least Squares (PLS). Results indicate that structural empowerment was positively related to psychological empowerment, which was positively related to job satisfaction, work engagement, and social well-being. The expected relationships for work stress and physical well-being were not found. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
A Model for the Implementation of Lean Improvements in Healthcare Environments as Applied in a Primary Care Center
Int. J. Environ. Res. Public Health 2021, 18(6), 2876; https://doi.org/10.3390/ijerph18062876 - 11 Mar 2021
Cited by 1 | Viewed by 1031
Abstract
Companies operate in a competitive and changing environment requiring increasingly effective and efficient management strategies. Lean is a proven philosophy in the industrial sector having helped companies to adapt to rapid market changes; to economic, technical, and social complexities; and to customer needs. [...] Read more.
Companies operate in a competitive and changing environment requiring increasingly effective and efficient management strategies. Lean is a proven philosophy in the industrial sector having helped companies to adapt to rapid market changes; to economic, technical, and social complexities; and to customer needs. For this reason, companies in the service sector are adopting Lean to improve their service management and to achieve economic, social, and environmental sustainability. This paper presents a model which uses Lean tools to facilitate the introduction of Lean in the management of primary care centers. The results show the implementation of Lean improved primary care center management, achieved stated objectives, and demonstrated faster adaptation to environmental needs and changes. The Lean philosophy developed and applied in the primary care center proved useful at a professional level facilitating developmental changes and prompting lasting improvements by developing a sustainable work culture. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Examining the External Antecedents of Innovative Work Behavior: The Role of Government Support for Talent Policy
Int. J. Environ. Res. Public Health 2021, 18(3), 1213; https://doi.org/10.3390/ijerph18031213 - 29 Jan 2021
Cited by 2 | Viewed by 1114
Abstract
The innovative work behavior (IWB) or creativity of employees is regarded as the key to the sustainable innovation performance of an organization. In the field of human resource management (HRM), the relationship between an organization’s high-performance work system (HPWS) and IWB has been [...] Read more.
The innovative work behavior (IWB) or creativity of employees is regarded as the key to the sustainable innovation performance of an organization. In the field of human resource management (HRM), the relationship between an organization’s high-performance work system (HPWS) and IWB has been studied extensively. However, the current understanding of organizational external antecedents is limited. Our paper focuses on an extra-organizational government support factor, government support for talent policy (GSTP). Similar to HRM policies within an organization, GSTP also has an ability–motivation–opportunity framework that may influence the IWB of employees. We integrate the resource dependence theory, institutional theory, and theory of planned behavior (TPB) to propose a theoretical model of the mechanism of GSTP influence on IWB. Using a structural equation modeling approach, we empirically verify the hypotheses in a survey dataset of HRM practitioners in 152 technology-based enterprises in China. The results indicate that the external antecedent, GSTP, positively influences the innovative attitude, subjective norm, and perceived behavioral control of HRM practitioners in the organization. Innovative attitude and perceived behavioral control completely mediated the relationship between GSTP and innovative intention. Moreover, there is a distal indirect effect between GSTP and IWB. The paper contributes to filling a gap in the innovation policy literature. In practice, both HPWS and individual employees should be concerned about the possible role of GSTP. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
How Does High-Performance Work System Prompt Job Crafting through Autonomous Motivation: The Moderating Role of Initiative Climate
Int. J. Environ. Res. Public Health 2021, 18(2), 384; https://doi.org/10.3390/ijerph18020384 - 06 Jan 2021
Cited by 3 | Viewed by 1297
Abstract
By invoking self-determination theory, we proposed an integrated, multilevel model to investigate the impact of a high-performance work system (HPWS) on employees’ job crafting through autonomous motivation, along with the moderation effect of initiative climate. Adopting a three-wave, time-lagged research design, we collected [...] Read more.
By invoking self-determination theory, we proposed an integrated, multilevel model to investigate the impact of a high-performance work system (HPWS) on employees’ job crafting through autonomous motivation, along with the moderation effect of initiative climate. Adopting a three-wave, time-lagged research design, we collected data from 615 employees of 54 Chinese companies. The results of multilevel path analysis revealed that (1) HPWS is positively related to employees’ job crafting; (2) HPWS has a positive impact on employees’ autonomous motivation; (3) employees’ autonomous motivation positively affects their job crafting; (4) employees’ autonomous motivation mediates the positive relationship between HPWS and employees’ job crafting; (5) initiative climate moderates the relationship between employees’ autonomous motivation and job crafting; and (6) the indirect relationship between HPWS and job crafting through autonomous motivation is also moderated by initiative climate. The findings of this study provided several implications for job crafting research and for human resource management in organizations. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
An Enhanced Kaizen Event in a Sterile Processing Department of a Rural Hospital: A Case Study
Int. J. Environ. Res. Public Health 2020, 17(23), 8748; https://doi.org/10.3390/ijerph17238748 - 25 Nov 2020
Cited by 3 | Viewed by 786
Abstract
Operating Rooms (ORs) generate the largest revenues and losses in a hospital. Without the prompt supply of sterile surgical trays from the Sterile Processing Department (SPD), the OR would not be able to perform surgeries to its busy schedule. Nevertheless, little emphasis has [...] Read more.
Operating Rooms (ORs) generate the largest revenues and losses in a hospital. Without the prompt supply of sterile surgical trays from the Sterile Processing Department (SPD), the OR would not be able to perform surgeries to its busy schedule. Nevertheless, little emphasis has been brought in the medical literature to research on surgical instrument processing in the medical literature. The present study was done applies an Enhanced Kaizen Event (EKE) in the SPD of a rural hospital to identify sources of waste and minimize non-value-added steps in the SPD processes. The EKE consisted of three successive Plan-Do-Check-Act (PDCA) cycles, which focused on improvements at the departmental level first, then at an area level, and finally at the station level. The EKE yielded an improved streamlined workflow and a new design for the SPD layout, one of its areas, and a workstation. This paper aims at building a methodology, including identified steps. Results exhibited a 35% reduction in travel distance by the staff, eliminating non-value-added processes, reducing errors in the sterilization process, and eliminating cross-contamination for sterilized materials. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Promoting Green Product Development Performance via Leader Green Transformationality and Employee Green Self-Efficacy: The Moderating Role of Environmental Regulation
Int. J. Environ. Res. Public Health 2020, 17(18), 6678; https://doi.org/10.3390/ijerph17186678 - 14 Sep 2020
Cited by 3 | Viewed by 969
Abstract
By integrating internal green self-efficacy and external environmental regulation, this research investigates the relationship between green transformational leadership and green product development performance. Taking 23 new energy vehicle enterprises in China as samples, we collected 298 valid questionnaires and verified the hypotheses through [...] Read more.
By integrating internal green self-efficacy and external environmental regulation, this research investigates the relationship between green transformational leadership and green product development performance. Taking 23 new energy vehicle enterprises in China as samples, we collected 298 valid questionnaires and verified the hypotheses through structural equation modeling. The results show that both green transformational leadership and green self-efficacy can promote green product development performance; green self-efficacy mediates the positive relationship between green transformational leadership and green product development performance, while environmental regulation positively moderates the mediating effect of green self-efficacy. Furthermore, environmental regulation and green self-efficacy interact to promote green product development performance. Our research provides a new perspective to understand how green transformational leadership is related to green product development performance and how this relationship is molded by contextual antecedents. Enterprises need to comprehensively consider the green influence of transformational leadership, green driving of employees themselves, and green linkage among organizations (macro policy guidance, passive market incentives, and self-issued actions) to improve green product development performance. Limitations and future scope are discussed. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Applying Lean in Process Innovation in Healthcare: The Case of Hip Fracture
Int. J. Environ. Res. Public Health 2020, 17(15), 5273; https://doi.org/10.3390/ijerph17155273 - 22 Jul 2020
Cited by 3 | Viewed by 1250
Abstract
Academic literature and practitioners acknowledge that there is a need to improve efficiency and service quality in the healthcare industry. In Spain, osteoporotic fractures represent a great cost in socio-economic and morbi-mortality terms, hip fracture being the surgical pathology with the second highest [...] Read more.
Academic literature and practitioners acknowledge that there is a need to improve efficiency and service quality in the healthcare industry. In Spain, osteoporotic fractures represent a great cost in socio-economic and morbi-mortality terms, hip fracture being the surgical pathology with the second highest consumption of resources. The research questions that govern this study concern the use of Lean principles to identify waste, and an evaluation of the application of an innovative approach in the hip fracture surgery process. A research design based on a case study and action research was developed. Findings relate to (i) the identification of the main types of waste or muda (being the most frequent delay, transportation, over-processing and defects); (ii) the analysis of existing processes based on a Lean approach (identifying opportunities for improvement as a reduction of the number of steps and participants, improving communication, automation, standardization, etc.); and (iii) the application of an innovative process based on the Lean approach and action research in the healthcare industry. This research provides insights for academia, practitioners, management, and society: waste identification and process redesign helps to continue the improvement of operations, increase efficiency, reduce costs, and enhance services, providing benefits to patients, families, hospital employees, and the healthcare system. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Increasing Competitiveness through the Implementation of Lean Management in Healthcare
Int. J. Environ. Res. Public Health 2020, 17(14), 4981; https://doi.org/10.3390/ijerph17144981 - 10 Jul 2020
Cited by 5 | Viewed by 1734
Abstract
The main aim of this paper was two-fold: first, to design a participative methodology that facilitates lean management implementation in healthcare by adopting the action research approach; second, to illustrate the usefulness of this methodology by applying it to the sleep unit of [...] Read more.
The main aim of this paper was two-fold: first, to design a participative methodology that facilitates lean management implementation in healthcare by adopting the action research approach; second, to illustrate the usefulness of this methodology by applying it to the sleep unit of a public hospital in Spain. This methodology proposes the implementation of lean management in its broadest sense: adopting both lean principles and some of its practical tools or practices in order to achieve competitive advantage. The complete service value chain was considered when introducing changes through lean management implementation. This implementation involved training and involving staff in the project (personnel pillar), detecting and analysing “waste” in value chain processes (processes pillar) and establishing control and measurement mechanisms in line with objectives (key performance indicators pillar) and putting in place improvement actions to achieve these objectives. The application of this methodology brought about an improvement in the management of patient flow in terms of effectiveness, efficiency and quality but also an internal transformation towards lean culture. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Talent Management, Affective Organizational Commitment and Service Performance in Local Government
Int. J. Environ. Res. Public Health 2020, 17(13), 4827; https://doi.org/10.3390/ijerph17134827 - 04 Jul 2020
Cited by 2 | Viewed by 1191
Abstract
Talent management (TM) is a fundamental issue for both private and public sector companies. This study analyzes the impact of TM on service performance (SP) and the mediating role of affective organizational commitment (AOC). We analyze a sample of 104 local government employees [...] Read more.
Talent management (TM) is a fundamental issue for both private and public sector companies. This study analyzes the impact of TM on service performance (SP) and the mediating role of affective organizational commitment (AOC). We analyze a sample of 104 local government employees with three measures of TM, AOC and SP. The mediation hypothesis of AOC was also raised in the study using Baron and Kenny’s methodology and Hayes PROCESS. The results reveal how AOC is a total mediating variable in the causal relationship TM → SP. This study is cross-sectional. Common-method bias is controlled in the study. The results involves a concern for improving services through the professionals who provide them, which in turn entails managing people in a way that is different, more flexible, less bureaucratic, and more client- or citizen-oriented. Given the scant research exploring the role of talent management in public services, this article offers valuable insights for scientific literature and practitioners in the public administration. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Responsible Job Design Based on the Internal Social Responsibility of Local Governments
Int. J. Environ. Res. Public Health 2020, 17(11), 3994; https://doi.org/10.3390/ijerph17113994 - 04 Jun 2020
Cited by 4 | Viewed by 1019
Abstract
Sustainability needs the socially responsible orientation of public institutions, but not only externally. How civil servants and municipal employees consider what local governments do in relation to their internal social responsibility is the main question of this study. Through structural equation modelling and [...] Read more.
Sustainability needs the socially responsible orientation of public institutions, but not only externally. How civil servants and municipal employees consider what local governments do in relation to their internal social responsibility is the main question of this study. Through structural equation modelling and a sample of 294 employees in local governments in a Spanish region (Extremadura), it is demonstrated that responsible job position design, as well as good communication and team building, both have positive and significant effects on the personal identification of employees with the city council. That has been interpreted as the essence of internal social responsibility and the first step for building external social responsibility at the municipal level. Practical implications and future directions are discussed. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Kaizen–Kata, a Problem-Solving Approach to Public Service Health Care in Mexico. A Multiple-Case Study
Int. J. Environ. Res. Public Health 2020, 17(9), 3297; https://doi.org/10.3390/ijerph17093297 - 09 May 2020
Cited by 7 | Viewed by 1851
Abstract
Purpose: Mexico’s public hospitals are experiencing major operational problems which seriously affect the care of Mexican citizens. Some hospitals have initiated efforts to apply the Kaizen philosophy to improve this situation. Therefore, the purpose of this article is to analyze the methodological impact [...] Read more.
Purpose: Mexico’s public hospitals are experiencing major operational problems which seriously affect the care of Mexican citizens. Some hospitals have initiated efforts to apply the Kaizen philosophy to improve this situation. Therefore, the purpose of this article is to analyze the methodological impact of Kaizen–Kata implementation in Mexican public hospitals that have tried to solve operational problems using this improvement approach. Design/Methodology/Approach: The service organization implemented Kaizen–Kata methodology in order to improve one operational problem-process in health care. A case-study approach was used in this research in order to understand the effects of the Kaizen–Kata methodology in solving problems in their operational procedures. Findings: Six specific drivers were identified when applying the Kaizen–Kata methodology. Furthermore, the impact on the levels of implementation of the Kaizen–Kata methodology in each of the improvement teams studied was also identified. Research Limitations: The main limitation of the research is that only three case-studies are presented thus it is not possible to generalize its results. Practical Implications (Where Possible): Other public hospitals can use this specific example as a working guide to solve the operational problems of health systems. Originality/Value: A methodology of continuous improvement in manufacturing was imported from the industry sector for application in an operational health care process. The Kaizen–Kata methodology contributed significantly to improving issues involving delays, customer complaints, process reworks and extra-cost, among other effects of operational problems. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Ambidextrous Relationships and Social Capability as Employee Well-Being: The Secret Sauce for Research and Development and Sustainable Innovation Performance
Int. J. Environ. Res. Public Health 2020, 17(9), 3072; https://doi.org/10.3390/ijerph17093072 - 28 Apr 2020
Cited by 5 | Viewed by 1291
Abstract
This study examines the effects that ambidextrous relationships, i.e., oriented relationships within a firm towards the development of exploitation activities and oriented relationships towards the development of exploration activities, have on employee performance in terms of creativity, research and development (R&D), and sustainable [...] Read more.
This study examines the effects that ambidextrous relationships, i.e., oriented relationships within a firm towards the development of exploitation activities and oriented relationships towards the development of exploration activities, have on employee performance in terms of creativity, research and development (R&D), and sustainable innovation performance. We contend that informal relationships affect employee creativity and R&D. However, formal relationships affect employee creativity and sustainable innovation performance. The purpose of this study is to inject new positive relationships into firms by examining ambidextrous relationships and the moderating role of social capability in the relationships–innovation effect. We empirically tested our hypotheses by using multisource data collected from 245 Spanish firms across 14 industries. Our structural equation models suggest that these two types of relationship predict employee creativity, which in turn increases sustainable innovation performance and R&D. The results reveal that the effects between informal relationships and creativity are stronger, as are the effects between formal relationships and sustainable innovation performance. A multigroup structural analysis also reveals that effects between informal and formal relationships, employee creativity, R&D, and sustainable innovation performance are stronger within firms that have employees with high social capability. The efforts and investments made in employee social capital support the development of new ideas, R&D, and innovation success. Support is provided for an ambidextrous Human Resource Management (HRM) approach which is relevant for innovation, and several practical recommendations and implementation guidelines for Small and Medium Enterprises (SMEs) are provided. This study provides a plausible explanation of two important management mechanisms for enhancing creativity—R&D and sustainable innovation performance. Relationships are malleable, and this study suggests that fostering formal and informal relationships might hold the key to sustainable innovation performance and unlocking desirable employee behavior. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Article
Investing Time and Resources for Work–Life Balance: The Effect on Talent Retention
Int. J. Environ. Res. Public Health 2020, 17(6), 1920; https://doi.org/10.3390/ijerph17061920 - 16 Mar 2020
Cited by 18 | Viewed by 4140
Abstract
The study of work–life balance has undergone significant development in recent years as a result of changes in society and the growing importance of human resources (HR) for companies. Taking into account that human capital represents a critical success factor for businesses, the [...] Read more.
The study of work–life balance has undergone significant development in recent years as a result of changes in society and the growing importance of human resources (HR) for companies. Taking into account that human capital represents a critical success factor for businesses, the current context requires the development and implementation of HR management strategies aimed at attracting and retaining the most talented workers in order to obtain the expected results. The objective of this paper is to present an integrated model of work–life balance strategies, including the impacts of the different policies and practices on the retention of talented HR, which can be a basis for further academic developments on this subject, as well as a roadmap for managers. Hence, we will analyze a case study carried out in a multinational company—a leader in the technology and tourism sectors, and importantly dependent on valuable human capital, for which the HR strategy aims to improve the performance of the firm in the medium and long term through analysis, planning, and flexibility. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Review

Jump to: Research

Review
The Role of Value Stream Mapping in Healthcare Services: A Scoping Review
Int. J. Environ. Res. Public Health 2021, 18(3), 951; https://doi.org/10.3390/ijerph18030951 - 22 Jan 2021
Cited by 6 | Viewed by 1625
Abstract
Lean healthcare aims to manage and improve the processes in the healthcare sector by eliminating everything that adds no value by improving quality of services, ensuring patient safety and facilitating health professionals’ work to achieve a flexible and reliable organization. Value Stream Mapping [...] Read more.
Lean healthcare aims to manage and improve the processes in the healthcare sector by eliminating everything that adds no value by improving quality of services, ensuring patient safety and facilitating health professionals’ work to achieve a flexible and reliable organization. Value Stream Mapping (VSM) is considered the starting point of any lean implementation. Some papers report applications of VSM in healthcare services, but there has been less attention paid to their contribution on sustainability indicators. The purpose of this work is to analyze the role of VSM in this context. To do so, a scoping review of works from recent years (2015 to 2019) was done. The results show that most applications of VSM reported are in the tertiary level of care, and the United States of America (USA) is the country which leads most of the applications published. In relation with the development of VSM, a heterogeneity in the maps and the sustainability indicators is remarkable. Moreover, only operational and social sustainability indicators are commonly included. We can conclude that more standardization is required in the development of the VSM in the healthcare sector, also including the environmental indicators. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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Review
Scoping Review of Kaizen and Green Practices: State of the Art and Future Directions
Int. J. Environ. Res. Public Health 2020, 17(21), 8258; https://doi.org/10.3390/ijerph17218258 - 09 Nov 2020
Cited by 2 | Viewed by 832
Abstract
Given the importance that environmental management is acquiring, the main aim of this work is to know what the state of the field kaizen and green practices is at present. A systematic narrative review is conducted in accordance with the PRISMA Statement. Two [...] Read more.
Given the importance that environmental management is acquiring, the main aim of this work is to know what the state of the field kaizen and green practices is at present. A systematic narrative review is conducted in accordance with the PRISMA Statement. Two databases (Web of Science and Scopus) were searched. Finally, after applying the defined inclusion and exclusion criteria, 19 documents were analyzed. Based on the results, it might be concluded that, despite the growing interest in the relationship between kaizen and green practices, this is a topic in the early stages of development, with a clear predominance of case studies. It is, therefore, necessary to develop more research on this kaizen and green issue as improving environmental management is undeniably becoming a must in today’s competitive environment. For instance, more research is needed on the application of kaizen tools as results obtained so far seem not to be conclusive. Additionally, more academic and rigorous studies should be developed on this topic as many of the analyzed papers seem to be clearly created for dissemination among practitioners, some of them lacking the traditional academic structure and scientific method during their development. Full article
(This article belongs to the Special Issue High Performance Work Practices and Kaizen: How Sustainable Are They?)
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