Organizational Growth Research Articles

Integrating Green Human Resource Management Practices (GHRMPs) with Human Resource Information Systems (HRIS) for sustainable organizational growth

In the contemporary business landscape, sustainability has become an imperative rather than a choice. Organizations are increasingly recognizing the need to incorporate environmentally friendly policies into their operations. One of the key domains where sustainability can be effectively embedded is human resource management (HRM). The concept of Green HRM, which integrates environmental management principles into HRM practices, is gaining traction across industries. Simultaneously, the adoption of Human Resource Information Systems (HRIS) has revolutionized HR functions by digitizing processes, improving efficiency, and enhancing data management. The integration of Green HRM practices with HRIS offers organizations a strategic pathway to achieve sustainable growth by fostering an eco-conscious workforce, reducing resource consumption, and ensuring compliance with environmental regulations. The study explores the synergy between Green HRM and HRIS, highlighting how HRIS facilitates paperless HR operations, sustainable recruitment, eco-friendly training, remote work, and energy-efficient workforce management. It also discusses how HRIS supports sustainability metrics in performance appraisals and regulatory compliance. Despite challenges such as initial investment costs, change management, and data security concerns, the benefits of integrating Green HRM with HRIS far outweigh the hurdles. Organizations that adopt this integration will enhance their sustainability efforts, boost employee engagement, and gain a competitive edge in the evolving corporate landscape.

Overcoming Challenges in Creating Cost-Effective Employee Benefits Solutions for Startups with Fuzzy ANP: A Study on Financial Instability and PF Management

Employee benefits play a vital role in attracting and retaining talent, but startups often struggle to offer competitive packages due to financial limitations and regulatory constraints. This study explores the difficulties startups face in creating cost-effective employee benefits solutions during times of financial instability. By employing a combination of Fuzzy ANP (Analytic Network Process) and DEMATEL (Decision-Making Trial and Evaluation Laboratory) methods, the research identifies and prioritizes key factors impacting employee benefits management. The study highlights that financial limitations, benefits design, and the scalability of implementation are the main challenges. It provides a structured approach to understanding the interrelationships between these factors and suggests practical solutions for startups to develop flexible, scalable, and affordable benefits programs. The findings offer actionable insights to help startups improve their employee benefits strategies, contributing to both organizational growth and employee satisfaction.

The Future of AI, ML, and Robotics in Business and Beyond

The future of AI, ML, and robotics promises impacts across industries and society. Businesses will leverage these technologies for sustainability, innovation, and efficiency, optimizing operations and enhancing customer experiences through personalization. Collaboration between academia and industry will drive advancements in ethical AI, ensuring transparency and accountability. In healthcare, space exploration, and smart cities, AI will address global challenges like disease detection, talent management, and climate change. As automation reshapes the workforce, reskilling and upskilling will be essential for fostering professional and organizational growth. These technologies will not only unlock many opportunities but also redefine human interactions, emphasizing innovation and sustainability.

Predictability of Job Satisfaction and Self-esteem on Organisational Commitment among Non-academic Staff

Organisational commitment remains the backbone of growth and development in for-profit and nonprofit organisations. However, studies investigating organisational commitment in educational sectors have produced different results. Therefore, this study examined the predictability of job satisfaction and self-esteem on organisational commitment among non-academic staff in a Nigerian federal university. A cross-sectional survey research design was adopted, a purposive sampling technique was used to select one federal University, and a convenience sampling technique was used to select participants to administer the questionnaires. Data were collected from 292 participants using validated scales and analysed using independent samples t-test and multiple regression analysis. At the same time, the hypotheses tested were accepted at a p < .05 level of significance. The result revealed that job satisfaction and self-esteem jointly predicted organisational commitment among study participants [R2 = .05, F (2,291) =7.37, p < .05]. Moreover, the results showed that job satisfaction independently predicted organisational commitment among study participants (β =.22, p <.05). However, self-esteem did not independently predict organisational commitment among study participants (β =.08, p >.05]. The study concluded that job satisfaction more than self-esteem tends to predict organisational commitment among study participants strongly. It is recommended that human resources planning units in higher institutions should put in place robust programmes that would enhance organisational commitment among their employees.

Promoting organizational learning in nursing: examining the influence of participatory leadership, psychological ownership and motivation.

The study was designed to investigate the moderating role of employee motivation as a mediator of psychological ownership in the relationship between nurses' perception of participatory leadership and their organizational learning behaviors. The study included 476 nurses working in a training and research hospital in the east of Turkey. This study, prepared in accordance with the Strobe checklist, was designed as a cross-sectional descriptive study. Data were collected using a demographic information form, a participative leadership scale, an organizational learning scale, a psychological ownership scale and a motivation scale. Correlation analyses and mediator model tests were performed to examine the relationship between these variables. As a result, it was found that nurses' perceptions of participative leadership positively and significantly affected organizational learning (r=0.74; p<0.01), participative leadership positively affected psychological ownership (r=0.29; p<0.01) and nurses' psychological ownership positively and significantly affected organizational learning (r=0.41; p<0.01). In addition, it was found that nurses' psychological ownership had a mediating role in the effect of participatory leadership perceptions on organizational learning (CI [0.030, 0.089]) and nurse motivation had a moderating role between psychological ownership and organizational learning (β=0.168, 95% CI [0.064, 0.271]). The study's findings have practical implications for the Turkish health system and healthcare administrators. Administrators can significantly enhance organizational learning by implementing participative leadership training and fostering a sense of ownership among nurses. Empowering nurses to take charge of their learning and emphasizing the role of motivation can further drive organizational growth.

Investigating the relationship between organizational mindset orientation and project performance of large organizations in the Ghanaian construction industry

ABSTRACT This study investigates the linkage between organizational mind-set and its effect on construction project performance by examining the underlying attributes that define organizational mind-set, predominant indicators for measuring project performance and the relationship between organizational mind-set and project performance. A quantitative research strategy embedded within a positivist paradigm and deductive reasoning was adopted. An online survey was used to collect data from 128 construction organizations in Ghana, with a total of 107 retrieved. Data was analyzed using mean score ranking, one sample t-test and correlation analysis. Findings revealed that, of the 20 assessed organizational growth mind-set attributes, only 10 were implemented within organizations. Conversely, of the 20 assessed fixed mind-set attributes, none were deemed significant. The findings also revealed significant positive relationships between: project performance and seven of the 20 growth attributes; and project performance and five of the 20 fixed attributes. These findings shed light on the significance of often overlooked factors like organizational mind-set that can propel positive project outcomes. The study recommends construction firms prioritize both growth and fixed organizational mind-set perspectives to ensure positive project outcomes. Training of employees to tune their minds toward a growth organizational mind-set is critical to ensure projects are executed seamlessly.

The association between 24-h movement behaviours and adiposity among Australian preschoolers: a compositional data analysis

IntroductionThe relationship between 24-h movement behaviours (i.e. sleep, sedentary behaviour and physical activity) and adiposity in preschoolers remains unclear. Therefore, this study aims to investigate the associations between 24-h movement behaviours and adiposity in preschoolers making use of compositional data analysis (CoDA).MethodsAustralian preschoolers (3–5 years) from the Early Start Baseline Study wore an ActiGraph accelerometer to assess sedentary behaviour (SB), light physical activity (LPA) and moderate-to-vigorous physical activity (MVPA). Their weight and height were measured using standardized protocols and converted to Body Mass Index (BMI) z-scores using the World Health Organisation growth references. Their parents completed a questionnaire to assess their level of education and the child’s sleep duration, age and sex. CoDA was employed to investigate the association between 24-h movement behaviours and adiposity in R.ResultsThis study included 169 preschoolers and their overall 24-h movement behaviour composition was associated with BMI z-scores (F = 5.02, p = 0.002). When examining the association between each movement behaviour relative to the others and BMI z-scores, we observed a statistically significant favourable association for sleep (p = 0.025) and unfavourable association for MVPA (p = 0.010), but not for the other behaviours. As such, reallocating 10 min from sleep or from MVPA, proportionally to all other behaviours was associated with a difference of + 0.031 (95%CI = 0.004,0.06) and -0.085 (95%CI = -0.15,-0.02) in BMI z-score, respectively.ConclusionDespite the association between more time spent in MVPA and higher BMI z-scores, promoting a balanced amount of time in each 24-h movement behaviour—more MVPA, less sedentary time, and sufficient sleep—remains important for overall health. Future studies should address methodological challenges (e.g. recruitment bias that may exist in the parents/children willing to participate versus the general population, recall bias in parent reported sleep duration, or other confounding variables such as diet), use larger and more diverse samples, and consider longitudinal designs. Additionally, focusing on other adiposity indicators, such as waist-to-height ratio or fat percentage, could enhance understanding of these relationships.

Smuggler, Fighter, Preacher, Spy: Motivational Change and Divergence inside FARC Specialized Fronts

ABSTRACT Does functional specialization of rebel units create motivational divergence within armed groups? This article analyzes motives for enlistment with and defection from four FARC fronts during 2002–2012, using 694 survey responses and 26 in-depth interviews with ex-combatants. Analyzing fronts with different specializations—financing, social control, non-state combat, and propaganda, the study asks whether motives for enlistment changed over time and varied across fronts, and whether there was consistency between motives for enlistment and defection. Motives for enlistment, however, did not change over times of organizational growth and decline. We find some support for functional specialization to attract individuals with a particular motivation, but the oft-claimed greed-motivation of financing units is not supported by the survey data, only anecdotally. Finally, we do not find any systematic consistency between entry and exit motives.

The Influence of Work from Home and Work Life Balance on Job Performance (A Case Study at PT Rata Indonesia)

Human resources play a crucial role in an organization or company because they contribute significantly to achieving organizational goals. In this context, human resources refer to employees. A factor that can enhance organizational or company growth is the evaluation of employee performance. Organizations or companies must pay attention to work methods and work-life balance in relation to their operations. Changes in employee work methods can improve job performance and lead to satisfying results. Work-life balance also needs to be managed by employees, as it impacts their job performance. This study aims to assess the levels of work-from-home practices, work-life balance, and job performance among employees at PT Rata Indonesia. The research method used is quantitative, with data presented through descriptive analysis techniques. Data collection was conducted using a questionnaire consisting of 30 statements based on a Likert scale. The population of this study includes 129 employees, and the sample was selected using a non-probability saturated sampling technique, covering the entire population. The findings indicate that work-life balance significantly influences job performance, while changes in work methods through work-from-home arrangements contribute positively to improved employee outcomes. These results highlight the importance of managing work-life balance and adapting work methods to optimize job performance.

Contribution of Economic Variables to Sustainable Development Goals (SDG 16): The Case of G20 Countries

Objective: The aim of this study is to examine the effects of selected macroeconomic variables on the global peace index. Theoretical Framework: This research provides a comprehensive theoretical framework for understanding the relationship between economic factors and peace by highlighting key concepts such as sustainable development goals (SDGs), peace economics and development theories. Method: Using data from G20 countries covering the period 2008-2022, the effects of inflation, GDP per capita, foreign direct investments, growth rate, exchange rate and consumption expenditures on the peace index were examined with panel data models. Results and Discussion: According to the analysis results; the inflation rate, foreign direct investments (fdi) and growth rate among the variables in the established model were statistically insignificant, while per capita income, exchange rate and final consumption expenditures were statistically significant. Research Implications: This research contributes to understanding of the relationship between economic development and peace. Theoretically, it reveals how economic factors shape peace and the interaction between sustainable development and peace; while in practical terms, it emphasizes the integration of peace strategies with economic growth and inequality for governments and international organizations. The results can be applied in areas such as peace economics and development policies. Originality/Value: This study brings an innovative approach to the literature by investigating economic factors’ effects on peace and offers contributions to the integration of sustainable development and peace strategies. The findings can help governments and international organizations shape peacebuilding and development policies more effectively.

Assessment of the impact of HIV infection on the hypothalamic-pituitary-ovarian axis and pubertal development among adolescent girls at a tertiary centre in Zimbabwe: a cross-sectional study

BackgroundProper planning of reproductive health needs for HIV-infected adolescents requires a clear understanding of the effects of HIV infection on adolescents’ pubertal development.ObjectiveTo assess the effects of HIV infection on the hypothalamic-pituitary-ovarian (HPO) axis, ovarian reserve and pubertal development in adolescent girls at a tertiary hospital in Zimbabwe.MethodsThis was a cross-sectional survey of HIV-infected adolescent girls aged 10–19 years, with available CD4 + count results at a tertiary hospital in Zimbabwe. Consecutive sampling was used to select study participants. Pubertal milestones were assessed using the age of menarche and Tanner stage for breast and pubic hair development. Growth was assessed using World Health Organisation growth charts. The HPO axis was evaluated by measuring serum follicular stimulating hormone (FSH), luteinising hormone (LH) and estradiol. The ovarian reserve was assessed in adolescents above 18 years of age by measuring the serum anti-mullein hormone (AMH) levels. Data were analysed in STATA version 13.0, and the results are presented as mean (SD) or median (quartiles) and proportions, as appropriate.ResultsOne hundred and one (101) HIV-infected adolescents were recruited for the study. Menarche, thelarche and pubarche were delayed in 15.9%, 28.6% and 46.8% of the adolescents, respectively. A total of 59.4% had moderate to severe stunting, and 53.5% were either overweight or obese. Most participants had normal serum FSH, LH, and estradiol levels, and there was no association between these hormone levels and growth indicators. The serum AMH levels were reduced in 24.1% of the adolescents. There were no significant differences in the hormonal levels and pubertal development between the WHO CD4 classes.ConclusionHIV infection is associated with stunted growth and delayed sexual maturation with an intact HPO axis in the majority of adolescents. There was no association between growth indicators and FSH and LH levels. The degree of HIV immunosuppression had no significant impact on the HPO axis and pubertal development. A larger study is needed to assess the impact of HIV infection on ovarian reserve.Trial registration: This protocol was approved by the Medical Research Council of Zimbabwe (MRCZ) (reference number MRCZ/A/1730).

Bridging imagination and strategy in SMEs: The role of ideas and strategy in SME performance

Background: Ideas have become the new battleground for small and medium enterprises’ (SME) success. In the digital age, competition is no longer focussed on information but on how they can compete to generate inventive ideas.Aim: This study investigates the impact of founders’ imaginativeness on SME performance. The mediating influence of strategic flexibility, moderating SME resources and intra-organisational knowledge sharing determines the relationship between imaginativeness and SME performance.Setting: The evolving landscape of competition in the digital age, where the ability to generate innovative ideas has become paramount for SMEs. Recognising the significance of founders’ imaginativeness in driving business performance, the study seeks to delve deeper into this relationship.Methods: The study employed a quantitative approach to investigate the relationship between founder imaginativeness and SME performance, utilizing data from 98 Indonesian SMEs.Results: The findings indicate that founder imaginativeness is one of the important points in SME performance. Furthermore, strategic flexibility mediates the impact of imaginativeness on SME performance, whereas intra-organisational knowledge sharing and resources moderate the impact of imaginativeness on SME performance.Conclusion: The findings offer practical insights for SMEs navigating the digital age, highlighting the importance of fostering founder imaginativeness. enhancement strategies. Using a psychoanalysis lens and a combination of several theories, this study emphasises the significance of fostering a culture conducive to imaginative thinking and knowledge sharing within SMEs.Contribution: By cultivating a culture that values creativity, collaboration, and continuous learning, SMEs can create an environment that fosters innovation and long-term success, driving organisational performance and growth.

Work-based learning: a catalyst for leadership, organizational development and economic growth in Tennessee.

This paper explores the significance of work-based learning in the context of leadership development, organizational growth and the promising economic success in Tennessee organizations. It aims to investigate the practical implications of work-based learning, focusing on its role in enhancing leadership capabilities, fostering innovation and contributing to a prosperous economic future. The research employs a systematic literature review to examine existing studies on work-based learning, leadership development, organizational growth and economic success in Tennessee. It also involves data collection from various sources, including government agencies, colleges and organizations in the state. The collected data are rigorously verified and cross-referenced to ensure reliability and relevance. The findings emphasize the transformative potential of work-based learning initiatives in Tennessee. They reveal that work-based learning programs are vital in developing influential leaders, fostering a culture of learning and innovation and contributing to economic competitiveness. The research also highlights the interconnectedness of leadership development, organizational growth and economic success, emphasizing the critical role of work-based learning in driving positive outcomes in all these dimensions. This research contributes to the existing body of knowledge by emphasizing the practical applicability of work-based learning findings. It provides insights into the unique context of Tennessee organizations and their motivations, challenges and opportunities related to work-based learning. The research also outlines recommendations and future research directions to bridge the gap between theory and practice, enhancing the impact of work-based learning initiatives in Tennessee and beyond. The insights gained can assist other states and industries in developing effective work-based learning programs tailored to their specific economic needs and industry demands, fostering broader economic prosperity.

How faculty with critical care specialties learn in a university hospital: a qualitative phenomenological study

ObjectivesThe study aims to explore the workplace learning experiences of medical faculty in critical care specialties at a university hospital, focusing on how they develop their professional identity and construct...

The Economics of Retention: Exploring Shared Leadership in Emerging Markets

Employee turnover poses a considerable burden for organisations, especially in the IT sector, where the fluidity of work intensifies the problem. This study examines the impact of shared leadership on turnover intentions, with job satisfaction and organisational commitment serving as mediators. Grounded in social network theory and social exchange theory, the study examines significant gaps by investigating the influence of shared leadership on promoting collaboration and commitment, hence decreasing turnover. The study utilises structural equation modelling to test its predictions based on data gathered from 354 employees in IT organisations in Pakistan. The findings indicate that shared leadership enhances organisational commitment, therefore decreasing turnover intention, however, the mediation effect of work satisfaction yields inconsistent outcomes. These insights highlight the capacity of shared leadership to improve staff retention, providing both theoretical improvements and practical solutions for enterprises in developing nations. This research endorses leadership methods that foster shared responsibility and sustainable organisational growth by harmonising with the United Nations Sustainable Development Goals.

Re-evaluating large for gestational age: differential effects on perinatal outcomes in term and premature births.

Pregnancies with large-for-gestational-age (LGA) fetuses are associated with increased risks of various adverse perinatal outcomes. While existing research primarily focuses on term neonates, less is known about preterm neonates. This study aims to explore the risks of adverse maternal and neonatal perinatal outcomes associated with LGA in term neonates and neonates with different degrees of prematurity, compared to appropriate-for-gestational-age (AGA) neonates. Using the Birth Reporting Databases (2007-2018) linked to Taiwan's National Health Insurance Research Database, we conducted a retrospective nationwide cohort study of singleton neonates delivered between 24 and 42 weeks of gestation. Based on gestational age at delivery, the enrolled neonates were classified into term (37-42 weeks of gestation), late preterm (34-36 weeks of gestation), moderate preterm (32-33 weeks of gestation), very preterm (28-31 weeks of gestation), and extremely preterm (24-27 weeks of gestation). LGA was defined by the 2013 World Health Organization (WHO) growth standard and the Taiwan growth standard. Perinatal outcomes were compared between LGA and AGA neonates across different gestational age groups. Among the 1,602,638 neonates, 44,359 were classified as LGA by the 2013 WHO growth standard. Compared to AGA neonates, LGA neonates in term and late preterm groups exhibited higher risks of primary cesarean section, prolonged labor, neonatal hypoglycemia, birth trauma, hypoxic ischemic encephalopathy, jaundice needing phototherapy, respiratory distress, neonatal intensive care unit (NICU) admission, newborn sepsis, and fetal death. However, most of these risks were not increased in moderate, very, and extremely preterm groups. Conversely, being LGA was associated with lower risks of primary cesarean section (very preterm group), jaundice needing phototherapy (moderate and very preterm groups), respiratory distress (moderate and very preterm groups), NICU admission (moderate and very preterm groups), newborn sepsis (very preterm group), retinopathy of prematurity (late, moderate, and very preterm groups), and bronchopulmonary dysplasia (very preterm group). These findings remained consistent when the Taiwan growth standard was applied. Being LGA is associated with increased risks of perinatal complications in term and late preterm neonates, but not in earlier preterm groups. These findings underscore the importance of tailoring management strategies for LGA neonates to consider different degrees of prematurity.

Workplace Discrimination and Organizational Growth in Exxonmobil Nigeria Unlimited, Akwa Ibom State, Nigeria

The researchers examined workplace discrimination and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The core objective of the study was to determine the relationship between workplace discrimination and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The researchers adopted survey research design. The study population centered on all the employees of ExxonMobil Nigeria Unlimited, Akwa Ibom State. A sample size of 95 respondents was selected for the study. The assembled sample had the same proportion of individuals as the entire population; thus, complete enumeration sampling procedures was used to obtain the data for the study. Questionnaire were the main instrument for data collection. Pearson Product Moment Correlation (PPMC) Analysis was used to analyse the data from the field. The result revealed a positive and significant relationship between the proxies of workplace discrimination (Gender Discrimination and Ethnic Discrimination) and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The researchers concluded that promoting gender equality and reducing ethnic discrimination among employees will result in an increase in organizational growth. They further recommended that ExxonMobil Nigeria Unlimited, Akwa Ibom State should implement targeted gender sensitivity training programs and promote equitable opportunities for career advancement. Also, ExxonMobil Nigeria Unlimited, Akwa Ibom State should adopt policies that celebrate diversity, ensure fair recruitment practices, and foster inclusive teamwork.

Emotional Intelligence and Artificial Intelligence Integration Strategies for Leadership Excellence

In the current dynamic economic environment effective leadership needs a good understanding of artificial intelligence (AI) capabilities along with emotional intelligence (EI). This paper is analyzing the importance of EI and AI in leadership, how AI can improve leadership, and utilize AI and EI to make strategies for improving decision-making processes for leaders and executives and achieve excellence in leadership. After reviewing and analyzing available literature, this paper trying to find out the use of AI and EI in leadership, current state of practice, trying to find out main opportunities, challenges related with AI, and suggest a practical recommendation for utilizing EI and AI integration in leadership. This study investigates the integration of Emotional Intelligence (EI) and Artificial Intelligence (AI) as complementary tools to enhance leadership decision-making, effectiveness, and organizational performance. The research emphasizes the role of EI in understanding and managing human emotions to foster empathy and interpersonal connections, alongside the capacity of AI to analyze data and provide predictive insights for informed decision-making. Using a multidisciplinary approach, the study develops a framework to align these competencies, addressing critical leadership challenges in the modern workplace, such as adaptability, innovation, and team cohesion. The methodology involves a comprehensive review of existing literature, case studies, and theoretical analysis to explore practical strategies for integration. Key findings reveal the potential of combining EI and AI to foster organizational growth, enhance productivity, and improve team dynamics. The study also discusses the challenges of merging these approaches, such as ethical considerations, bias in AI algorithms, and the complexity of balancing emotional and technical intelligence. By providing actionable recommendations for practitioners and researchers, this work contributes to advancing leadership practices and highlights opportunities for further exploration in the rapidly evolving field of AI-driven human-centric leadership.

ANALISIS BIBLIOMETRIK AUDIT SUMBER DAYA MANUSIA MENGGUNAKAN VOSVIEWER DENGAN PUBLISH OR PERISH (POP)

Human resource management is an important theme for the growth of organizations and companies, and many issues related to human resource management in order to maintain the smooth operation of the organization. The main objective of this study is to integrate mapping analysis techniques and the use of VOSviewer software to conduct a comprehensive bibliographic analysis of scientific literature related to human resource management audits. The research data were obtained using the Publish or Perish (PoP) application. The data collected were obtained from search results containing the keyword "human resource management audit" obtained from academic journals indexed by Google Scholar. This study identified a total of 500 papers from 2002 to 2024. The results showed that the number of studies conducted between 2002 and 2024 continued to increase. This study shows the importance of bibliographic analysis in providing analytical data on events. This study provides guidance and serves as a valuable resource for researchers who want to explore and identify research topics.

Globalizing opposition to pro-environmental institutions: The growth of counter climate change organizations around the world, 1990 to 2018.

More than two decades of social scientific research has identified the growing network of corporations, think tanks, nonprofits, and advocacy organizations that aim to obstruct climate change action within the United States. Conventional arguments emphasize the role of economic self-interest (e.g., wealthy and powerful corporations) in shaping the rise of an organized "counter climate change movement" that seeks to discredit evidence about anthropogenic climate change and derail solutions to address the problem. In this paper, we track the growth of counter climate change organizations around the world and emphasize the role of reactionary cultural dynamics in driving their emergence. As climate change discourse is infused in more areas throughout society, climate change issues become more salient in the public sphere, generating adversarial grievances, identities, and mobilization among oppositional groups. Drawing on panel logistic regression models for 162-164 countries from 1990 to 2018, we find that counter climate change organizations are most likely to develop in countries with more extensive state policies and structures oriented toward protecting the natural environment, net of a variety of factors that account for a country's economic interests or its overall capacity to produce domestic associations.