Search Results (200)

In response to global sustainability challenges and digital transformation, this conceptual paper explores the intersection of Artificial Intelligence (AI), Human Resource Management (HRM), and Circular Economy (CE). Drawing on Resource-Based View, Stakeholder Theory, Institutional Theory, and the Socio-Technical Systems perspective, we propose an integrated framework in which AI and HRM function as complementary enablers of sustainable, circular transformation. The framework identifies enablers (e.g., green HRM, digital infrastructure), barriers (e.g., ethical concerns, skill gaps), and contextual mediators. This study contributes to sustainability and digital innovation literature and suggests practical pathways for ethically aligning workforce and AI capabilities in CE adoption. Full article

Operations management personnel emphasize the maintenance of workforce empowerment on the shop floor. This is made possible by implementing effective operations and human resource management practices. However, organizations are adept at controlling the workforce empowerment domain within operational scenarios. In the current industry revolution scenario, industry personnel often face failure due to a laggard mindset in the face of industry revolutions. There are higher possibilities of failure because of standardized operations controlling the shop floor. Organizations utilize well-established human resource concepts, including McClelland’s acquired needs theory, Herzberg’s two-factor theory, and Maslow’s hierarchy of needs, in order to enhance the workforce’s performance on the shop floor. Current SME individuals require fast-paced approaches for tracking the performance and idleness of a workforce in order to control them more efficiently in both flexible and transformational stages. The present study focuses on investigating the parameters and factors that contribute to workforce empowerment in an industrial revolution scenario. The present research is used to develop a framework utilizing operations and human resource management approaches in order to identify and address the issues responsible for deteriorating workforce contributions. The framework includes HRM and operations management practices, including Herzberg’s two-factor theory, Maslow’s theory, and lean and smart approaches. The developed framework contains four phases for achieving desired outcomes on the shop floor. The developed framework is validated by implementing it in a real-life electric vehicle manufacturing organization, where the human resources and operations team were exhausted and looking to resolve employee-related issues instantly and establish a sustainable work environment. The current industry is transforming from Industry 3.0 to Industry 4.0, and seeks future-ready innovations in operations, control, and monitoring of shop floor setups. The operations management and human resource management practices teams reviewed the results over the next three months after the implementation of the developed framework. The results revealed an improvement in workforce empowerment within the existing work environment, as evidenced by reductions in the number of absentees, resignations, transfer requests, and medical issues, by 30.35%, 94.44%, 95.65%, and 93.33%, respectively. A few studies have been conducted on workforce empowerment by controlling shop floor scenarios through modifications in operations and human resource management strategies. The results of this study can be used to fulfil manufacturers’ needs within confined constraints and provide guidelines for efficiently controlling workforce performance on the shop floor. Constraints refer to barriers that have been decided, including production time, working time, asset availability, resource availability, and organizational policy. The study proposes a decision-making plan for enhancing shop floor performance by providing suitable guidelines and an action plan, taking into account both workforce and operational performance. Full article

The sustainable production of plant bioactive compounds is increasingly important as natural habitats decline. This study investigates whether in vitro cell cultures of Eryngium planum, Lychnis flos-cuculi, and Kickxia elatine can serve as alternative sources of biologically active biomass with antimicrobial and anti-Acanthamoeba properties. Callus cultures were established under optimized and controlled conditions, and metabolomic profiling was completed using UPLC-HRMS/MS. In silico analysis, using a molecular docking approach, was applied to understand the interaction between target compounds and Acanthamoeba profilin and identify possible targets for antimicrobial properties. Untargeted metabolomic analysis confirmed the presence of valuable compounds in the callus cultures of the studied species. Biological activity was assessed through anti-Acanthamoeba and antimicrobial assays. Lychnis flos-cuculi and Kickxia elatine callus extracts showed significant inhibitory effects on Acanthamoeba trophozoites, with 87.5% and 80.1% inhibition at 10 mg/mL, respectively. In contrast, E. planum extract stimulated amoebic growth. The anti-Acanthamoeba activity correlated with the presence of ferulic acid and p-coumaric acid in L. flos-cuculi extract, and acteoside in K. elatine extract. Antibacterial testing revealed moderate activity of E. planum and K. elatine extracts against Staphylococcus spp., while Gram-negative bacteria and fungi were largely resistant. These findings highlight the potential of in vitro cultures—particularly those from L. flos-cuculi and K. elatine—as promising, sustainable sources of anti-Acanthamoeba and antimicrobial agents, warranting further investigation into their pharmacologically active constituents. Full article

As compared to red wine technology, where pomace is macerated, the grape juices and musts are obtained by pressing the grapes and removing the pomace, thus removing an important source of antioxidant molecules. The objective of this study was to exploit the bioactive compounds from the black grape pomace and obtain a new food product, namely pasteurized red must with improved health-promoting properties. The study was conducted on four grape varieties for red wines—Fetească Neagră, Cabernet Sauvignon, Blauer Zweigelt, and Arcaș—each coming from a certain recognized Romanian vineyard, as follows: Murfatlar, Dealu Mare, Ștefănești-Argeș, and Iași, respectively. Both the must and the pomace extract used for each product were from the same variety and region. The recovery of polyphenols was achieved by macerating the pomace at ambient temperature, using solutions of ethanol in concentrations of 25%, 50%, and 75%. The results showed that the most efficient method of polyphenol recovery was obtained by using the ethanolic solution of 50%, which was selected for the subsequent stages of the study. The selected hydroalcoholic extract was concentrated by eliminating the solvent by roto evaporation and used as a source of supplementary bioactive compounds for the pasteurized must. The phenolic profiles of the musts enriched with phenolic extracts were determined by liquid chromatography, UHPLS-HRMS, revealing significant increases in the content of individual phenolic acids and other polyphenols. The phenolic extract recovered from the pomace significantly optimized the phenolic quality of the pasteurized must, thus contributing to the improvement of its nutritional value. The new product has a phenolic profile close to that of a red wine, but does not contain alcohol. Also, this technology is a sustainable method to convert grape waste into a safe, antioxidant-rich grape juice with potential health benefits. Full article

In the world of globalization and increasing business competition, innovation has become a significant component of the sustainability of an organization. One of the important components affecting an organization’s ability to innovate is human resource management (HRM). This study analyzes how HRM practices relate to banking sector sustainability, testing theoretical pathways through organizational innovation and human capital as potential mediators. SPSS v25 was used to analyze data collected from 207 banking sector employees. The results demonstrate that the human capital of an organization can be increased by the practices of human resource management, which stimulates organizational innovation in the same fashion. This study also shows that human capital is a partial mediator of the relationship between human resource management practices and organizational innovation, highlighting its importance for converting human resource management activities into innovative results. Considering these results, banks are advised to implement complete human resource management strategies that combine operational efficiency with workforce capacity development to create a dynamic banking environment allowing for continued innovation. The proposed mediation model based on empirical data contributes to the literature and provides insights for banking institutions, which can use human capital to drive innovation in difficult situations. Full article

This study addresses the critical gap in understanding how internal green capabilities and practices drive environmental sustainability in small and medium-sized enterprises (SMEs), particularly within the context of a developing economy. While prior studies have explored green intellectual capital (GIC), green human resource management (GHRM), and green innovation separately, their combined effects and mechanisms have been underexplored. Grounded in the Resource-Based View (RBV), this research examines how GIC and GHRM influence environmental performance, considering green innovation as a mediating factor and green transformational leadership as a moderating factor. Data were collected through a structured questionnaire from 329 manufacturing SMEs in major industrial regions of Pakistan and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings demonstrate that GIC and GHRM significantly enhance environmental performance both directly and indirectly via green innovation, while green transformational leadership strengthens the effect of GHRM on innovation. These results provide practical insights for managers and policymakers in developing countries to implement integrated green strategies and leadership development to achieve sustainability targets. Given its focus on Pakistani SMEs, the generalizability of the findings may be limited, suggesting directions for future research in other cultural and economic settings. Full article

The transformation of organizational platformization provides a technological path and collaborative framework for sustainable development. In this context, platform-based human resource management (HRM) has attracted a lot of attention in academia and the industry, but there is a lack of in-depth research on what dimensions are included in the practice of platform-based HRM and how to measure it. Firstly, this study adopts a theory-based approach to decompose platform-based HRM practices into six functional dimensions, namely “adaptive employee recruitment”, “autonomous job design”, “empowering employee development”, “self-managed compensation management”, “team-based performance management” and “facilitating development planning”. Secondly, based on the scale development procedure, a measurement scale for platform-based HRM practices containing 22 items was developed and passed the reliability test. Finally, the paper conducted a predictive test of the scale with passion for harmonious work as the distal predictor variable and sense of self-determination as the proximal predictor variable, which confirmed the scale’s good predictability. This paper provides a quantifiable tool for related research on HRM in platform-based organizations and offers theoretical guidance and a reference model for building HRM empowerment systems in platform-based enterprises. At the same time, it also provides ideas and references for enterprises to practice platform-based human resources and achieve sustainable development. Full article

The widespread use of agrochemicals raises concerns about environmental impacts, particularly on pollinators, such as bees, which serve as bioindicators of contamination. Developing methods to assess contamination risks in bioindicators supports regulatory frameworks, including EU regulations on the maximum residue limits (MRLs) for pesticides in food and the environment. This study presents the development and validation of two complementary analytical methods (LC–MS/MS and IC–HRMS) for highly polar pesticide (HPP) detection and quantification in bee matrices. Both methods were validated according to document SANTE/11312/2021 v2. LC–MS/MS was validated with a limit of quantification (LOQ) of 0.005 mg/kg for all the analytes. Repeatability at 0.005, 0.010, 0.020, and 0.100 mg/kg showed RSD_r from 1.6% to 19.7% and recoveries between 70% and 119%. Interlaboratory precision at 0.020 mg/kg across two labs showed RSD_R from 5.5% to 13.6%, with recoveries between 91% and 103%. The IC–HRMS method achieved LOQs of 0.01 mg/kg (glufosinate, N-acetyl glufosinate, MPPA, glyphosate, N-acetyl glyphosate, N-acetyl AMPA) and 0.1 mg/kg (fosetyl, phosphonic acid, AMPA), with mean recoveries in repeatability conditions from 84% to 114% and RSD_r from 2% to 14%. Intralaboratory precision showed mean recoveries from 87% to 119%, with RSD_wR values between 10% and 18%. These methods enable accurate monitoring of HPP contamination, supporting risk assessment and sustainable agriculture. Full article

People are considered the most valuable resources in the workplace. They bring their unique knowledge, skills, and abilities (KSAs) to contribute to the organization’s success. A sustainable workplace puts people first by prioritizing policies and practices to support employees’ physical, mental, and emotional health and promote work–life balance, which ultimately lead to increased job satisfaction and overall wellbeing. Wellbeing and positive functioning are considered essential elements for developing sustainable work performance. Organizations ought to develop sustainable management processes and practices as well as sustainable leadership to minimize the negative effects of the workplace on employee wellbeing and to foster a sustainable culture. This study aims to explore how a sustainable HRM would promote and enhance employee wellbeing in the workplace by investigating and developing a theoretical framework to connect the conceptual list of sustainable HR policies and practices with the five elements of the PERMA model of employee wellbeing. Full article

Twenty-one novel chalcone derivatives, 5a-5u, incorporating a diphenyl ether moiety, were designed, prepared, and subsequently characterized using NMR and HR-MS and FR-IR techniques. Antibacterial evaluation of the target compounds was carried out against Staphylococcus aureus, Escherichia coli, Salmonella, and Pseudomonas aeruginosa. The in vitro results demonstrated that most compounds exhibited considerable potency in inhibiting bacterial growth, with MIC values ranging from 25.23 to 83.50 μM for S. aureus, 27.53 to 76.25 μM for E. coli, 29.73 to 71.73 μM for Salmonella, and 27.53 to 71.73 μM for P. aeruginosa. Notably, all synthesized compounds exhibited superior antibacterial activity compared to the lead chalcone. In particular, compound 5u, which features two diphenyl ether moieties, displayed outstanding antibacterial performance, with MIC values of 25.23 μM for S. aureus and 33.63 μM for E. coli, Salmonella, and P. aeruginosa. Moreover, compound 5u outperformed both ciprofloxacin and gentamicin against Salmonella and P. aeruginosa, and time-kill curve assays further revealed that concentrations of compound 5u at or above 33.63 μM provided potent and sustained inhibition of both Salmonella and P. aeruginosa. Additionally, molecular modeling of the P. aeruginosa LpxC-compound 5u complex suggested that compound 5u could strongly bind to and interact with the binding site of the LpxC. Based on these findings, compound 5u represents a promising lead for future antimicrobial development. Full article

The depolymerization of lignin represents a promising strategy for its efficient utilization as a precursor for industrial raw materials. However, achieving both high efficiency and environmental sustainability remains a significant challenge. In this study, we present an aqueous electrochemical approach employing nickel as an electrocatalyst, enabling both depolymerization and partial de-aromatization of Kraft lignin under mild reaction conditions. Using an aqueous sodium carbonate medium, room temperature and ambient pressure, we achieved lignin depolymerization over reaction times ranging from 5 to 20 h. Characterization by nuclear magnetic resonance (NMR) spectroscopy confirmed the formation of aliphatic products such as acetate and formate, while high-resolution mass spectrometry (HRMS) confirmed the formation of a wide range of phenolic compounds. The conversion of lignin into valuable aromatic and aliphatic compounds offers a promising pathway for the synthesis of a wide range of organic chemicals and their subsequent industrial utilization, thereby supporting the development of a more sustainable economy. Full article

Today, businesses operate to maintain their assets sustainably and profitably, but they face resource scarcity and environmental problems. In order to overcome this problem, businesses should focus on environmental, social, and economic development while considering the environment. In this context, green human resource practices and sustainable leadership, which have emerged from green management philosophy, increase the environmental awareness of businesses and support them in protecting resources while also positively affecting many human resource metrics, such as performance and commitment at the business level. In recent years, definitions have been established, and scales have been developed within the scope of green human resource and sustainability leadership research, which has been a subject of interest in the relevant literature. Because studies measuring the effects of green human resource management (HRM) and sustainable leadership at the business level are rare, this work is important as it provides resources for further research. In this context, this research aimed to analyze the effects of green human resource management practices and sustainable leadership on employee commitment. In order to reach a general judgment about a system consisting of a large number of people and find answers to the research questions, the general screening model, which allows for single or relational screenings over the entire system or a group of samples to be taken from it, was selected. The correlational model, a type of quantitative research model, was used to examine the relationships between the variables within the scope of this research. According to the results, the effects of green HRM practices on organizational commitment change significantly through the mediation of sustainable leadership. The findings reveal that, for organizations seeking to foster a sustainable business culture, merely implementing green policies is insufficient; leaders must also embody these practices and motivate their workforce. Such an integrated strategy enhances both ecological sustainability and employee commitment, thereby securing a lasting competitive edge. Full article

This study investigates the impact of human resource management (HRM) practices—specifically planning, recruitment, training, and motivation—on dimensions of career quality (job security, promotion equity, and participatory decision-making) among employees of the Jordan Electricity Distribution Company (JEDCO). Utilizing a quantitative cross-sectional survey design, data were collected from 173 employees, allowing for an in-depth exploration of their perceptions and experiences regarding HRM practices. The findings reveal that both training and motivation significantly enhance career quality, with employees who receive advanced training reporting a stronger sense of job security and an increased likelihood to participate in decision-making processes. In contrast, the effects of recruitment and planning practices were found to be marginal due to perceived biases and strategies that fail to adequately address the long-term needs of the workforce. Despite moderate overall career quality scores, key areas for improvement were identified, particularly in job security and employee involvement. This study offers actionable recommendations for JEDCO, such as implementing AI-driven recruitment tools to mitigate nepotism and developing gamified training modules to enhance skill development. Furthermore, it underscores the importance of integrating HRM reforms into Jordan’s National Energy Strategy, thereby supporting Sustainable Development Goal 8. This research represents the first empirical examination linking HRM practices to career quality in Jordan’s energy sector, offering a framework applicable to public utilities in emerging economies (e.g., Lebanon’s EDL). This research extends Social Exchange Theory into non-Western hierarchical contexts, demonstrating how bureaucratic inertia and tribal affiliations weaken reciprocity dynamics—a novel boundary condition contrasting Western-centric SET models. Full article

The International Financial Reporting Standards (IFRS, 2023) guidelines have indicated the importance of holistic organisational sustainability values (profit, people, and planet) and the required human capital to implement sustainability business strategies to achieve sustainable development goals (SDGs). This empirical research using the strategic choice and sustainable human resource management resource-based theories explores the role of high-performance sustainable work practices (HPSWPs) with sustainability characteristics to shape the required human capital to implement simultaneous environmental, social, and governance (ESG) corporate sustainability business strategies aligned with the organisational sustainability orientation of firms. A total of 203 senior managers from Australian companies participated in this study. The participants completed survey questionnaires, which encompass the holistic organisational sustainability orientation, corporate sustainability business strategy, and high-performance sustainable work practices. The mediation study findings revealed that the social consciousness, stakeholder compassion, ethics of care for wellbeing, and pro-environment characteristics of high-performance sustainable work practices fully mediate the implementation of ESG corporate sustainability business strategies that are aligned with the holistic organisational sustainability orientation. This exploratory research extends the operational strategic choice theory from the sustainable human resource management resource-based perspective in highlighting the role of high-performance sustainable work practices in implementing the choice of environmental, social, and governance (financial) business strategies. Furthermore, the practical implications include improving the quality of voluntary sustainability disclosure by companies in alignment with the IFRS guidelines on management approaches relating to human resource practices to shape the required human capital with sustainability characteristics for corporate sustainability. Future empirical research directions in operationalising simultaneous ESG corporate sustainability business strategies using high-performance sustainable work practices aligned with the holistic sustainability orientation of firms are discussed. Full article

By integrating the concept of sustainable human resource management and Rock’s neuroscience-based SCARF (status, certainty, autonomy, relatedness, and fairness) model, the paper aims to reveal the role of sustainable HRM practices in shaping a positive psychosocial experience of employees. Through this process, qualitative data were collected using semi-structured interviews with 50 STEM (science, technology, engineering, and mathematics) workers in Lithuania. The research revealed the key characteristics of sustainable HRM practices in terms of performance management, employee relations, rewards, employee development, career management, onboarding, and dismissal that shape positive experiences of STEM workers. Moreover, harmful HRM practice characteristics were identified that need to be eliminated to achieve sustainable human resource management. The results of the study allow organizations to better understand the role of HRM practices in enhancing positive psychosocial experiences of STEM employees through strengthening the domains of the SCARF model. Based on the insights obtained, organizations could better focus their efforts on the development of sustainable HRM practices that not only increase employee engagement but also contribute to their long-term professional sustainability. Full article