Implementation Of Green Policies Research Articles

Spatio-Temporal Pattern of Urban Green Space in Chengdu Urban Center under Rapid Urbanization: From the Policy-Oriented Perspective

Urban green space (UGS) is increasingly recognized as a nature-based solution to achieving urban sustainable development. Under rapid urbanization, greening policies are often the main driving factor behind the restoration or even growth of UGS. In this study, Chengdu, the pioneering “park city” in China, is chosen as a representative region. Based on land use/land cover (LULC) and normalized difference vegetation index (NDVI) data, indicators that can reflect both UGS quantity and quality are constructed and the spatio-temporal characteristics of UGS in original and expanding urban areas are also explored at different greening policy stages. The findings show that, from 2000 to 2022, the basic trend of UGS reduction during urbanization remained unchanged, despite the greening policies implemented in Chengdu. However, the original urban area has evolved into a new urban area. This has been achieved by integrating the expanded urban area with higher greening rates, resulting in the greening rate in 2022 (44.61%) being restored to the 2000 level (44.21%). The implementation of green policies in Chengdu is primarily reflected in improved UGS quality, especially in the stage of the ecological garden city construction (2008–2018). Specifically, the UGS quality in the original urban area has been improved by 25.25%. Overall, the UGS quality in Chengdu Urban Center has improved, changing from a medium level in 2000 to a medium-high level in 2022. The construction of a national demonstration zone of the park city provides an opportunity for the UGS quantity to increase and quality to improve in Chengdu in the future. However, effectively considering the development positioning of the Tianfu Granary to coordinate the relationship between UGS and high-quality farmland is a huge challenge for urban sustainable development in Chengdu.

Cross-Fertilisation Between EU Green Policies and Instruments Applied by Public Management: Dilemmas and Opportunities

This article aims to contribute to discussions held by the academic community that has extensively researched the EU’s green transition. The author underlines that a transdisciplinary approach involving legal, economic, and political tools provide a comprehensive cross-fertilisation methodology. The article observes implications related to EU green policies and public management instruments from two perspectives: the broadening of green transition to socio economic dimensions; and the role of government intervention in economic and green business development to illustrate examples of relevant practices in the EU. The author argues that such a methodological approach can help one to assess the actions and measures related to the green economic and business development trends that require societal support as well as the improvement of economic efficiency at the EU and national level. This contribution offers insights into the concept of green economic transitions and innovation as well as the impact of public services focused on societal change. The article concludes that a decision-making process that is based on a cross-fertilisation approach allows the implementation of green policies in national economies in the most effective manner and, in turn, provides welfare effects due to the enhancement of public administration services in their coordinated actions with entrepreneurial activities and business investments. On a wider regional scale, government/private business green partnership represents a tool that inevitably helps increase the environmental and green competitiveness of the EU and its Member States.

Elevating organizational effectiveness: synthesizing human resource management with sustainable performance alignment

PurposeThis paper investigates the interactional relationships between sustainable human resource management (SHRM) and organizational performance (OP). Sustainable HRM is an approach that links HRM and sustainability. These studies focused on integrating HR with sustainable developments, such as economic and social aspects, in favour of focusing on the environmental aspect. Organizational change is an ongoing process that has to be managed effectively to keep the change in place for a long time.Design/methodology/approachA framework was offered to estimate the cause-and-effect relation of the SHRM and OP factors. Data is gathered from professionals from various pharmaceutical industries. This study applied two methods, Fuzzy AHP and DEMATEL Type II. These techniques are used to understand the cause-and-effect factors and their interactions.FindingsIt was observed from the findings that the factor of SHRM, such as Social Justice (F2), Green Job Design (F5), Green Training (F6) and Implementation of Green Policy (F8), was the most critical for the pharmaceutical sector that effects Financial performance (F13), Customer Satisfaction (F15) and Market performance (F14). Pharmaceutical firms ought to coordinate public health advocacy efforts, engage in healthcare initiatives and provide financial support for environmentally friendly efforts that improve social and economic conditions.Practical implicationsFor this sustainability, managers concentrate on creating an environment that is healthy and acceptable, and they work hard to mitigate the impact of natural factors and repair damage done to the environment; it is essential to move towards sustainable development to resolve environmental problems. Improving HR efficiency is among essential HRM responsibilities, as they expand the knowledge base of the workforce, enhance human capital, and eventually create valuable intangible assets and promote and encourage sustainable pharmaceutical products for some years.Originality/valueThis research paper has presented exclusive worth to the SHRM and organizational performance literature as it employs fuzzy FAHP and DEMATEL type 2. There is less research on SHRM in the pharmaceutical sector with these factors. In addition, FAHP and TYPE 2 DEMATEL are used in very few researches on SHRM approaches.

A study on the influence of environmental responsible leadership on employee pro-environmental behavior

As the public’s call for corporate green development grows, more and more companies are joining the green development team. Environmental responsible leadership, as a leadership style focused on the construction of enterprises, has attracted widespread attention from the corporate and academic communities. Meanwhile, the pro-environmental behavior of employees is the key link in the implementation of green policies in enterprises. To clarify the mechanism of environmental responsible leadership on employee pro-environmental behavior, a moderated mediation model was constructed. This model examined the mediating role of employment relationship atmosphere between environmental responsible leadership and employee pro-environmental behavior, and examined the moderating role of social distance on the relationship between environmental responsible leadership and employment relationship atmosphere. The employment relationship atmosphere focuses on the level of trust, respect, and cooperation between managers and employees. Within a good employment relationship atmosphere, employees find that environmental responsible leaders treat them positively, and according to social exchange theory, in order to give back to the leaders, employees will take the initiative to perform the behaviors expected by the leaders, such as employee pro-environmental behaviors. We conducted a study on employees of five enterprises in Shanxi Province, and analyzed the questionnaire data using SPSS and AMOS. The results showed that environmental responsible leadership has a significant positive effect on employee pro-environmental behavior; employment relationship atmosphere plays a mediating role between environmental responsible leadership and employee pro-environmental behavior; social distance plays a moderating role in the relationship between environmental responsible leadership and employment relationship atmosphere, that is, the closer the social distance, the stronger the impact of environmental responsible leadership on employment relationship atmosphere.

Barriers to green human resources management (GHRM) implementation in developing countries. Evidence from Ghana

Recent developments on climate change and sustainability have led regional and international environmental activists to exert pressure on firms to adopt and implement sustainable green initiatives. Implementation of green policies is, however, not free from obstacles. This research investigated the critical barriers to green human resource management (GHRM) implementation among Ghanaian firms. Seventeen barriers were identified and subsequently categorized into five major barriers. An interview was conducted with twenty human resource and environmental management professionals to pre-test the survey items. Later, one hundred and nineteen questionnaires were administered to selected chief executive officers (19), human resource managers (30), chief financial officers (30), and heads of employees (40) in selected firms. The Preference selection index (PSI) method was applied to rank the major barriers and sub-barriers. The economic barrier accounted for 23.3% of GHRM hindrances in the study area. Overall, the lack of financial resources scored (0.999), and emerged as the most critical barrier within the sub-barriers. The political and regulatory barrier (20.1%) came second, while the culture and education barrier (18.2%) ranked lowest. To mitigate the most critical barriers, the government and financial institutions can provide funding opportunities in the form of low-interest loans to organizations to design and implement green corporate policies and strategies. This paper adds to the existing green human resource management literature by investigating and analyzing GHRM implementation barriers within a developing country setting. This provides policy makers and practitioners with knowledge in designing suitable policies to counter environmental innovation obstacles and thereby promote GHRM implementation in Ghana and in similar economies.

Green Management System

Green Management System (GMS) is an effort to protect the environment. With the depletion of natural resources, the protection of the environment is not only limited to a small part of its corporate social responsibility, but it must be a model in business organizations. Model GMS-oriented environment, will systematically affect the company in reducing waste, reducing the use of natural resources, reduce pollution and continuously monitoring the purpose of creating business results were positive for all stakeholders.Modern business travel will continue to come under pressure from the environment and the realization of the company's sustainability strategy, the managers began to review the possibility of implementation of GMS in the management system of the organization; directs the management of the organization, developing technologies to reduce adverse environmental impact and develop the production of green (green production) more rational and cost-effective.Development and implementation of green policies in environmental management becomes an important part of the transformation of business management functions in optimizing the use of GMS to improve corporate performance and benefits for environmental sustainability. Direct implications for the development and implementation of environmental protection in the modern business organization in accordance with modern green standards and the principles of environmental sustainability and a company associated with the creation of the organization, program and structure, education and training of human resources will enable the transfer and dissemination of knowledge for environmental protection.

Green Management System

Green Management System (GMS) is an effort to protect the environment. With the depletion of natural resources, the protection of the environment is not only limited to a small part of its corporate social responsibility, but it must be a model in business organizations. Model GMS-oriented environment, will systematically affect the company in reducing waste, reducing the use of natural resources, reduce pollution and continuously monitoring the purpose of creating business results that were positive for all stakeholders. Modern business travel will continue to come under pressure from the environment and the realization of the company's sustainability strategy, the managers began to review the possibility of implementation of GMS in the management system of the organization; directs the management of the organization, developing technologies to reduce adverse environmental impact and develop the production of green (green production) more rational and cost-effective. Development and implementation of green policies in environmental management become an important part of the transformation of business management functions in optimizing the use of GMS to improve corporate performance and benefits for environmental sustainability. Direct implications for the development and implementation of environmental protection in the modern business organization in accordance with modern green standards and the principles of environmental sustainability and a company associated with the creation of the organization, program and structure, education and training of human resources will enable the transfer and dissemination of knowledge for environmental protection

Making ‘Green Citizens’ in Ilam: Development and Transformation in East Nepal

Ilam municipality’s rapid transformation into Nepal’s ‘Green City’ illustrates a development strategy based on the aesthetic ordering of the urban environment. Aimed at creating environmentally conscious citizens, the implementation of green policies has created new platforms and modes of interaction between the state and its citizens and has simultaneously led to the formation of nascent environmental subjectivities. Ilam’s transformation highlights how environmental subjectivities are emerging and different kinds of citizenship are performed, contested and established.

Announcing is Bad, Delaying is Worse: Another Pitfall in Well-intended Climate Policy

Summary It is frequently observed that the implementation of green policies is delayed compared to the initial announcement. Considering a setting with a representative monopolist extracting a nonrenewable resource, we demonstrate that announcing a green policy, but then delaying its implementation, is associated with a larger cumulative extraction at any point in time than announcing a late implementation of this policy at the outset.

Announcing is Bad, Delaying is Worse: Another Pitfall in Well-Intended Climate Policy

It is frequently observed that the implementation of green policies is delayed compared to the initial announcement. Considering a setting with a representative monopolist extracting a non-renewable resource, we demonstrate that announcing a green policy, but then delaying its implementation, is associated with a larger cumulative extraction at any point in time than announcing a late implementation of this policy at the outset.