Nutritive content of different types of meat (per 100 g).
\\n\\n
IntechOpen was founded by scientists, for scientists, in order to make book publishing accessible around the globe. Over the last two decades, this has driven Open Access (OA) book publishing whilst levelling the playing field for global academics. Through our innovative publishing model and the support of the research community, we have now published over 5,700 Open Access books and are visited online by over three million academics every month. These researchers are increasingly working in broad technology-based subjects, driving multidisciplinary academic endeavours into human health, environment, and technology.
\\n\\nBy listening to our community, and in order to serve these rapidly growing areas which lie at the core of IntechOpen's expertise, we are launching a portfolio of Open Science journals:
\\n\\nAll three journals will publish under an Open Access model and embrace Open Science policies to help support the changing needs of academics in these fast-moving research areas. There will be direct links to preprint servers and data repositories, allowing full reproducibility and rapid dissemination of published papers to help accelerate the pace of research. Each journal has renowned Editors in Chief who will work alongside a global Editorial Board, delivering robust single-blind peer review. Supported by our internal editorial teams, this will ensure our authors will receive a quick, user-friendly, and personalised publishing experience.
\\n\\n"By launching our journals portfolio we are introducing new, dedicated homes for interdisciplinary technology-focused researchers to publish their work, whilst embracing Open Science and creating a unique global home for academics to disseminate their work. We are taking a leap toward Open Science continuing and expanding our fundamental commitment to openly sharing scientific research across the world, making it available for the benefit of all." Dr. Sara Uhac, IntechOpen CEO
\\n\\n"Our aim is to promote and create better science for a better world by increasing access to information and the latest scientific developments to all scientists, innovators, entrepreneurs and students and give them the opportunity to learn, observe and contribute to knowledge creation. Open Science promotes a swifter path from research to innovation to produce new products and services." Alex Lazinica, IntechOpen founder
\\n\\nIn conclusion, Natalia Reinic Babic, Head of Journal Publishing and Open Science at IntechOpen adds:
\\n\\n“On behalf of the journal team I’d like to thank all our Editors in Chief, Editorial Boards, internal supporting teams, and our scientific community for their continuous support in making this portfolio a reality - we couldn’t have done it without you! With your support in place, we are confident these journals will become as impactful and successful as our book publishing program and bring us closer to a more open (science) future.”
\\n\\nWe invite you to visit the journals homepage and learn more about the journal’s Editorial Boards, scope and vision as all three journals are now open for submissions.
\\n\\nFeel free to share this news on social media and help us mark this memorable moment!
\\n\\n\\n"}]',published:!0,mainMedia:{caption:"",originalUrl:"/media/original/237"}},components:[{type:"htmlEditorComponent",content:'
After years of being acknowledged as the world's leading publisher of Open Access books, today, we are proud to announce we’ve successfully launched a portfolio of Open Science journals covering rapidly expanding areas of interdisciplinary research.
\n\n\n\nIntechOpen was founded by scientists, for scientists, in order to make book publishing accessible around the globe. Over the last two decades, this has driven Open Access (OA) book publishing whilst levelling the playing field for global academics. Through our innovative publishing model and the support of the research community, we have now published over 5,700 Open Access books and are visited online by over three million academics every month. These researchers are increasingly working in broad technology-based subjects, driving multidisciplinary academic endeavours into human health, environment, and technology.
\n\nBy listening to our community, and in order to serve these rapidly growing areas which lie at the core of IntechOpen's expertise, we are launching a portfolio of Open Science journals:
\n\nAll three journals will publish under an Open Access model and embrace Open Science policies to help support the changing needs of academics in these fast-moving research areas. There will be direct links to preprint servers and data repositories, allowing full reproducibility and rapid dissemination of published papers to help accelerate the pace of research. Each journal has renowned Editors in Chief who will work alongside a global Editorial Board, delivering robust single-blind peer review. Supported by our internal editorial teams, this will ensure our authors will receive a quick, user-friendly, and personalised publishing experience.
\n\n"By launching our journals portfolio we are introducing new, dedicated homes for interdisciplinary technology-focused researchers to publish their work, whilst embracing Open Science and creating a unique global home for academics to disseminate their work. We are taking a leap toward Open Science continuing and expanding our fundamental commitment to openly sharing scientific research across the world, making it available for the benefit of all." Dr. Sara Uhac, IntechOpen CEO
\n\n"Our aim is to promote and create better science for a better world by increasing access to information and the latest scientific developments to all scientists, innovators, entrepreneurs and students and give them the opportunity to learn, observe and contribute to knowledge creation. Open Science promotes a swifter path from research to innovation to produce new products and services." Alex Lazinica, IntechOpen founder
\n\nIn conclusion, Natalia Reinic Babic, Head of Journal Publishing and Open Science at IntechOpen adds:
\n\n“On behalf of the journal team I’d like to thank all our Editors in Chief, Editorial Boards, internal supporting teams, and our scientific community for their continuous support in making this portfolio a reality - we couldn’t have done it without you! With your support in place, we are confident these journals will become as impactful and successful as our book publishing program and bring us closer to a more open (science) future.”
\n\nWe invite you to visit the journals homepage and learn more about the journal’s Editorial Boards, scope and vision as all three journals are now open for submissions.
\n\nFeel free to share this news on social media and help us mark this memorable moment!
\n\n\n'}],latestNews:[{slug:"webinar-introduction-to-open-science-wednesday-18-may-1-pm-cest-20220518",title:"Webinar: Introduction to Open Science | Wednesday 18 May, 1 PM CEST"},{slug:"step-in-the-right-direction-intechopen-launches-a-portfolio-of-open-science-journals-20220414",title:"Step in the Right Direction: IntechOpen Launches a Portfolio of Open Science Journals"},{slug:"let-s-meet-at-london-book-fair-5-7-april-2022-olympia-london-20220321",title:"Let’s meet at London Book Fair, 5-7 April 2022, Olympia London"},{slug:"50-books-published-as-part-of-intechopen-and-knowledge-unlatched-ku-collaboration-20220316",title:"50 Books published as part of IntechOpen and Knowledge Unlatched (KU) Collaboration"},{slug:"intechopen-joins-the-united-nations-sustainable-development-goals-publishers-compact-20221702",title:"IntechOpen joins the United Nations Sustainable Development Goals Publishers Compact"},{slug:"intechopen-signs-exclusive-representation-agreement-with-lsr-libros-servicios-y-representaciones-s-a-de-c-v-20211123",title:"IntechOpen Signs Exclusive Representation Agreement with LSR Libros Servicios y Representaciones S.A. de C.V"},{slug:"intechopen-expands-partnership-with-research4life-20211110",title:"IntechOpen Expands Partnership with Research4Life"},{slug:"introducing-intechopen-book-series-a-new-publishing-format-for-oa-books-20210915",title:"Introducing IntechOpen Book Series - A New Publishing Format for OA Books"}]},book:{item:{type:"book",id:"686",leadTitle:null,fullTitle:"Erectile Dysfunction - Disease-Associated Mechanisms and Novel Insights into Therapy",title:"Erectile Dysfunction",subtitle:"Disease-Associated Mechanisms and Novel Insights into Therapy",reviewType:"peer-reviewed",abstract:"Erectile dysfunction is a widespread problem, affecting many men across all age groups and it is more than a serious quality of life problem for sexually active men. This book contains chapters written by widely acknowledged experts, each of which provides a unique synthesis of information on emergent aspects of ED. All chapters take into account not only the new perspectives on ED but also recent extensions of basic knowledge that presage directions for further research. 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She received her master’s degree in Molecular and Biochemistry Pharmacology and her Ph.D. in Physiology from the Federal University of Minas Gerais, Brazil. As a postdoctoral fellow at the Medical College of Georgia, Dr. Nunes specialized in vascular function and dysfunction and started to study how the immune system contributes to the development of hypertension and diabetes-associated ED. The role of the immune system in diabetes and cardiovascular disease is now being investigated by many scientists around the world. Dr. Nunes’s research has been supported by the American Heart Association (AHA) since 2009. She is a professor of Human Physiology and Anatomy at the Florida Institute of Technology, where she continues to work on rewarding projects involving diabetes and hypertension, using animal models to investigate different pathways leading to vascular diseases and new treatment targets. 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\r\n\tThe second part of the book starts with a chapter which includes kinetics of polymerization. Polymer weight determination, molecular weight distribution curve and determination of glass transition temperature. The final part of the book deals polymer degradation which includes types of degradation. The chapters of the present book consist of both tutorial and highly advanced material.
Throughout the world, poultry meat consumption continues to grow, both in developed and in the developing countries. In 1999, global production of chickens reached 40 billion, and by 2020 this trend is expected to continue to grow, so that poultry meat will become the consumers’ first choice [1]. Fresh chicken meat and chicken products are universally popular. This occurrence can be explained by the fact that this meat is not a subject of culturally or religiously set limitations, and it is perceived as nutritionally valuable foodstuff with low content of fat, in which there are more desirable unsaturated fatty acids than in other types of meat [2, 3]. More importantly, quality poultry products are available at affordable prices, although their production costs may vary [4]. If referring to overall consumption of all types of meat, poultry meat consumption takes one of the leading places in all countries throughout the world [3]. Such good rating of poultry meat is influenced by many factors, such as short fattening duration, excellent space utilization, high reproductive ability of poultry, excellent feed conversion, satisfactory nutritional value of poultry meat and relatively low sales prices. The quality of broiler meat is affected by a number of factors, as follows: fattening system, duration of fattening, hybrid and sex, feeding treatment, handling before slaughter, freezing of carcasses, storage time, etc. [5, 6, 7, 8, 9, 10, 11]. It should be emphasized that nowadays poultry is fattened in an intensive way, so the stress is an inevitable factor, and the feed, with increased content of microalgae and vegetable and fish oils used to enrich poultry products with desirable fatty acids, is susceptible to oxidation [11, 12, 13, 14]. The same as designed poultry feed mixtures with increased microalgae or oil content, poultry products (meat and eggs) enriched with omega-3 fatty acids are also subjected to oxidation. In order to reduce oxidation in poultry feed, it is necessary to supplement it with some antioxidants, such as selenium or vitamin E. Such chicken meat is considered as “functional food”, as it has the increased content of bioactive substances, which positively influences consumers’ health. The most common bioactive substances used to enrich chicken meat are conjugated linoleic acid (CLA), vitamins, microelements, amino acids, microalgae and oils rich in omega-3 PUFA (polyunsaturated fatty acids) [14, 15, 16, 17, 18, 19].
The aim of this research was to present the nutritive value of chicken meat, as well as to assess the influence of different fattening system factors that determine the meat quality. Furthermore, the aim was to elaborate the possibility of enriching the meat with omega-3 fatty acids, carnosine and selenium, and to point out the benefits that consumption of enriched chicken meat has on human health.
Chicken meat is appropriate for quick and simple preparation, yet it offers a variety of combinations with different foodstuffs, thus making itself as a usual choice of consumers faced with modern lifestyle. When compared to other types of meat (Table 1), it is proved that chicken meat (breasts) contains more protein and less fat than red meat, thus making it a dietetic product.
Nutrient | Chicken1 | Pork2 | Beef3 | Lamb4 |
---|---|---|---|---|
Energy/kcal | 165 | 165 | 185 | 180 |
Water/g | 65.26 | 65.75 | 64.83 | 64.92 |
Protein/g | 31.02 | 28.86 | 27.23 | 28.17 |
Total fat/g | 3.57 | 4.62 | 7.63 | 6.67 |
Saturated fatty acids | 1.010 | 1.451 | 2.661 | 2.380 |
Monounsaturated fatty acids | 1.240 | 1.878 | 3.214 | 2.920 |
Polyunsaturated fatty acids | 0.770 | 1.066 | 0.285 | 0.440 |
Cholesterol (mg) | 85 | 86 | 78 | 87 |
Nutritive content of different types of meat (per 100 g).
Chicken, broilers or fryers, breast, meat only, cooked, roasted.
Pork, fresh, leg (ham), rump half, separable lean only, cooked, roasted.
Beef, round, bottom round, roast, separable lean only, trimmed to 0″ fat, choice, cooked, roasted.
Lamb, domestic, leg, shank half, separable lean only, trimmed to 1/4″ fat, choice, cooked, roasted.
Source: [20].
It is important to mention that chicken with skin contains 2–3 times more fat than chicken without skin, so it should be eaten without skin to ensure the intake of high-quality protein without extra calories and fat. When compared to red meat, the main advantage of white chicken meat is in its low caloric value and a low portion of saturated fat, so consumption of white chicken meat is recommended to people who want to reduce the fat intake, as well as to people suffering from heart and coronary diseases. When compared to cholesterol content, white chicken meat does not differ much from other types of meat, however, if considering other benefits (more protein, less total fat, less saturated fat and less calories), it has better nutritional quality and therefore, it is recommended for consumption to anyone who takes care of diet and health. High protein content makes chicken meat an ideal foodstuff for all consumers who need high-quality, easily degradable protein (athletes, children, the elderly). Average daily requirement (AR—average requirements) of adults for protein is 0.66 g/kg body weight (BW), while young children and athletes’ needs are twice as high (1.12 g/kg body weight). Pregnant women’s needs for protein are considerably higher and they depend on the pregnancy trimester, by increasing to an additional 23 g/day for the third pregnancy trimester [21]. Because of all stated above, chicken meat is recommended as a rich source of high-quality protein in human nutrition. Chicken meat contains low collagen levels, which is another positive characteristic. Collagen is a structural protein that reduces meat digestibility, so chicken meat is easier to digest than other types of meat [22].
Chicken meat is also a good source of some minerals and vitamins (Table 2). When compared to red meat (except for pork meat), it contains more calcium, magnesium, phosphorus and sodium. Content of iron is almost the same as in pork. Iron is necessary for creation of hemoglobin, for prevention of anemia, as well as for normal muscle activity. Calcium and phosphorus are important for healthy bones and teeth. Sodium is an electrolyte, and magnesium is important for normal synthesis of protein and proper muscle activity. Out of the total content of vitamin in chicken meat, niacin (vitamin B3) is contained in highest portion, and content of vitamins A and B6 is also higher than in other types of meat. Niacin is very important for proper metabolism of carbohydrates and for energy creation. It is also important for healthy skin, hair and eyes, as well as for nervous system. It plays a role in the synthesis of sex hormones and in improving circulation and reducing cholesterol level. Niacin is often used as an additional therapy in patients that take drugs for lowering of blood lipids. In this case, it is scientifically proven that niacin affects the increase of high density lipoprotein (HDL) cholesterol level, but it does not affect the improvement of cardiovascular disease state [23, 24]. When niacin is taken as an independent therapy, it reduces the development of cardiovascular diseases, and lowers the mortality associated with cardiac or cardiovascular diseases [25, 26]. The chronic lack of niacin in the organism causes pelagic disease, which is characterized by uneven skin pigmentation (skin redness), gastrointestinal disorders (diarrhea) and brain function disorder (dementia), [27]. In light of the abovementioned, chicken meat is considered as convenient, affordable and acceptable source of basic nutrients, vitamins and minerals necessary for proper body functioning.
Chicken1 | Pork2 | Beef3 | Lamb4 | |
---|---|---|---|---|
Calcium (mg) | 15 | 16 | 6 | 8 |
Iron (mg) | 1.04 | 0.97 | 2.40 | 2.06 |
Magnesium (mg) | 29 | 27 | 18 | 26 |
Phosphorus (mg) | 228 | 273 | 172 | 208 |
Potassium (mg) | 256 | 425 | 222 | 342 |
Sodium (mg) | 74 | 80 | 36 | 66 |
Zinc (mg) | 1.00 | 2.48 | 4.74 | 5.02 |
Vitamin C (mg) | 0.0 | 0.0 | 0.0 | 0,0 |
Thiamin (mg) | 0.070 | 0.523 | 0.057 | 0.110 |
Riboflavin (mg) | 0.114 | 0,408 | 0.170 | 0,280 |
Niacin (mg) | 13.712 | 7.940 | 5.232 | 6.390 |
Vitamin B6 (mg) | 0.600 | 0.538 | 0.380 | 0.170 |
Folate (μg) | 4 | 0 | 9 | 24 |
Vitamin B12 (μg) | 0.34 | 0.67 | 1.61 | 2.71 |
Vitamin A (μg) | 6 | 1 | 0 | 0 |
Vitamin E (mg) | 0.27 | 0.26 | 0.37 | 0.18 |
Vitamin D (D2 + D3) (μg) | 0.1 | 0.3 | — | — |
Vitamin K (μg) | 0.3 | 0.0 | 1.3 | — |
Content of minerals and vitamins in different types of meat (per 100 g).
Chicken, broilers or fryers, breast, meat only, cooked, roasted.
Pork, fresh, leg (ham), rump half, separable lean only, cooked, roasted.
Beef, round, bottom round, roast, separable lean only, trimmed to 0″ fat, choice, cooked, roasted.
Lamb, domestic, leg, shank half, separable lean only, trimmed to 1/4″ fat, choice, cooked, roasted.
Source: [20].
By applying different feeding treatments, the nutritional profile of chicken meat, such as fat and cholesterol content and fatty acid profile, can be modified in order to produce a foodstuff of improved nutritional value. Furthermore, supplementation of various antioxidants (selenium and vitamin E) to chicken feed influences their deposition in chicken tissue, thus enabling production of enriched foodstuff. The possibilities of enriching chicken meat with favorable omega-3 fatty acids and antioxidants are explored in the following text.
In present times, emphasis is put on importance of chicken meat consumption for maintaining and reducing body weight. It is known that the intake of dietary protein is effective in reducing body weight, so the chicken meat is often a part of the diet aimed to reduce body weight, because of its high protein and low fat content. The studies have shown that weight loss was higher in people who consumed low calorie meals rich in protein in comparison with low calorie meals with low protein content. This is due to the fact that protein provides a greater sense of satiety, so that people consume less calories during the day, thus reducing the intake of carbohydrates [28, 29].
Chicken meat is considered as desirable foodstuff in prevention of cardiovascular diseases. Saturated fat, cholesterol and heme iron, which is more contained in red than in white meat, are very important factors in development of atherosclerosis, cardiovascular diseases, hypertension and in increase of blood cholesterol [30]. According to the data of Bernstein et al., by replacing meals with red meat with white chicken meat, the risk of cardiovascular disease occurrence can be lowered by 19% [31]. The authors assumed that this was a consequence of less intake of heme iron and sodium, and of more polyunsaturated fatty acids in meals. Therefore, chicken meat, as a source of protein, could be a significant factor in reducing risks of cardiovascular disease development.
There has been recently a lot of evidence on how the lifestyle has been influencing the increase or the decrease of disease risk occurrence, such as diabetes. Changes in our lifestyle and nutrition can significantly affect the decrease of that disease occurrence. The increased risk of developing diabetes is related to various factors, of which the intake of saturated animal fat is among the most significant ones [32]. The authors stated a positive correlation between the intake of saturated fat intake and the resistance to insulin. The research results of Pan et al. pointed out that consumption of red meat, especially of red meat products, was associated with increased risk of developing the type 2 diabetes [33]. Although the increased intake of protein of animal origin represents a risk of developing diabetes, consumption of chicken meat, as a part of balanced diet, is recommended for prevention of disease development and its control [34]. Healthy lifestyle, which includes consumption of chicken meat, fruit, legumes, nuts, whole grains and vegetable oils, is associated with reduced risk of death in patients suffering from diabetes [35]. The results of these studies encourage the change of lifestyle and dietary habits, within which white chicken meat with low content of saturated fat serves as a healthier alternative to animal protein intake in daily meals, so it is recommended as a part of a healthy diet.
As stated above, excessive intake of proteins of animal origin is associated with the risk of developing diabetes. Still, some studies have also confirmed that excessive intake of meat, especially of red meat, is a potential risk factor for development of certain types of cancer. Red meat contains more potentially harmful ingredients than white meat. These potentially harmful ingredients are saturated fat, heme iron, sodium, N-nitroso compounds and aromatic amines produced by high temperature cooking, so the consumption of red meat represents a risk of developing cancers. Therefore, red meat is associated with a higher risk of cancers, while white meat shows neutral or moderately protective correlation to cancer occurrence [36, 37]. Cancers in digestive system are usually associated with consumption of animal products. This conclusion was confirmed by researches carried out among populations with significantly higher consumption of meat than recommended. It is assumed that myoglobin from red meat activates pre-cancerous damage by accelerating the heme iron influence on the formation of carcinogenic N-nitroso compounds and by developing cytotoxic and genotoxic aldehydes through the lipid peroxidation process [38]. These facts are in favor of supporting consumption of white chicken meat. Zhu et al. carried out a comprehensive review of literature on the occurrence of esophageal cancer, and concluded that there was a reverse correlation between the number of chicken meat meals a week and the risk of developing esophageal cancer [39]. The authors stated researches showed the decreasing risk of developing esophageal cancer by about 53% in Europe in cases of increased consumption of chicken meat. Of course, such research conclusions should be interpreted cautiously, because it cannot be stated with full certainty that red meat causes cancers and white meat does not, yet there is a lot of evidence that consumption of white meat is more favorable than consumption of red meat.
When considering nutritional aspects, poultry meat is good for consumers because it is rich in protein and minerals, and contains a small amount of fat with high portion of unsaturated fatty acids and a low cholesterol level [2]. Changes in consumers’ lifestyle in developed countries have influenced the meat market by changing the demand and supply of certain types of meat, which the food industry used as an advantage to market so called “fast food” and more recently also “functional food”. In both food groups, chicken meat is highly represented [3]. This growing demand for poultry meat influenced the scientists to create chickens of fast-growing genotypes, which have good feed conversion, better carcass formation (higher portion of breast meat and less abdominal fat), lower mortality, etc. However, all of these positive changes in new chicken genotypes cause greater stress, and many researchers point out that this fast growth of chickens resulted in histological and biochemical modifications of muscle tissue [40, 41, 42]. The researches proved that selection of fast-growing chickens had negative effects on some meat quality parameters: reduced water holding capacity of meat, poor cohesiveness in cooked meat, appearance of pale, soft, exudative (PSE) meat, that is, of dark, firm, dry (DFD) meat [43, 44]. In addition to the mentioned factors, the available literature states that parameters of chicken meat quality are affected by the keeping system and duration of chicken fattening, feeding treatment and sex of chickens, pre-slaughter handling, transport to slaughterhouse, etc.
An important factor for consumers when deciding on the purchase of meat is its appearance, therefore, in this chapter are described some technological features such as color, pH value, drip loss, cooking loss and water holding capacity (WHC), that have a direct impact on meat appearance. Consumers connect the color of meat with its freshness. The color of meat can be determined visually or using instruments (colorimeters). For the visual evaluation of the meat color, it is necessary to have trained panelists, who evaluate the appearance of meat by using the hedonic scale. The instrumental determination of meat color is more efficient and the methods of reflection or extraction are used to quantify the amount of pigment. The color of foods can be defined as the interaction of a light, an object, an observer and the surroundings of the food. Recently, the International Commission on Illumination described how background can influence the appreciation of color. Instruments used for evaluation of meat color by reflection method are colorimeters, for example, CR Minolta 300 or 400 that work on the principle of meat color comparison in regard to standard color values. The International Commission on Illumination lists three values: CIE L*, a* and b*. CIE L* indicates lightness, where values range from 0 (black) to 100 (white). The value of CIE a* shows redness while CIE b* indicates yellowness. Negative a* and b* values indicate the appearance of green and blue color of the meat.
Kralik et al. reported that the chicken genotype did not influence the CIE L* (lightness) and CIE b* (yellowness) values referring to meat color [45]. As of the results, the CIE L* 49.93 and CIE b* 10.17 was reported for chicken meat of Cobb 500 genotype, and for the Hubbard Classic, the values were CIE L* 51.11 and CIE b* 10.50 (P > 0.05). Furthermore, the authors stated that there was a negative correlation between pH and CIE L* value r = −0.285 for Cobb 500 and r = −0.438 for Hubbard Classic genotypes. In the research into the influence of chicken sex on the quality of fresh and cooked meat, Salakova et al. also determined the negative correlation between pH and CIE L* value measured in fresh and cooked breast meat of the Ross 308 chicken genotype (r = −0.41, P < 0.001 and r = −0.31, P < 0.05), [46]. The authors stated that male chickens of the Ross 308 genotype had statistically significantly higher pH values than female chickens (P < 0.05), which was not depending on the portion of crude protein in the finisher mixture (A = 22.6%, B = 20.1% and C = 18.7%). The highest pH values were measured in breast meat of male and female chickens of the group A (pH = 6.08 and pH = 5.97, respectively), while in feeding treatments with lower portion of crude protein in feeding mixture the value of pH in breast meat of both sexes decreased (♂ B = 5.99 and C ♂ =5.77 and ♀ B = 5.85 and ♀ C = 5.66). Female chickens had statistically significantly brighter meat color than male chickens in the A treatment (CIE L* 54.90 and CIE L* 52.24, respectively; P < 0.01). The same trend referring to the meat color was noticed in other feeding treatments, however, the differences were not statistically significant (♀ B=CIE L* 59.43 C=CIE L* 58.11 and ♂ B=CIE L* 58.36 C=CIE L*55.17). The research of Živković et al. describes the influence of extruded linseed in chicken feed on the physico-chemical and sensory traits of meat [47]. They fattened chicken separated by sex in control and experimental group. The control group (C) consumed the commercial mixture and the experimental group (E) had mixture supplemented with 6% of extruded linseed. The authors concluded that feeding treatment influenced the protein content in meat of thighs of females only (C = 19.27% E = 17.76%; P < 0.05). The feeding treatment had effect on the breast meat color (P < 0.05). Experimental group of chickens had lighter breast meat color than the control. Male chickens had statistically significantly lighter breast meat than females (P < 0.05). The value of CIE a* (redness) reduced significantly in
Bogosavljević-Bošković et al. determined that the fattening system (intensive or semi-intensive) had statistically significant influence on the portion of breasts and drumsticks with thighs (P < 0.05), [52]. The authors indicated that the portion of muscle tissue in chickens kept in semi-intensive system was by 1.44% higher (P < 0.01), but the same chickens had the portion of bone and skin by 0.82 and 0.67% lower than chickens fattened in the intensive system (P < 0.05). Li et al. investigated the influence of chicken keeping systems (free range, cage and litter) on production parameters and meat quality and they reported that the keeping system had statistically significant influence on the final weight of chickens and feed consumption, as well as on the texture and portion of intramuscular fat in breast meat (P < 0.05), [53]. However, chicken keeping system had no effect on pH and drip loss in breast meat (P > 0.05). Castellini et al. [54] studied the influence of keeping systems (K = conventional and O = organic) and duration of fattening of chickens (56 and 81 days) on the quality of chicken meat, and they confirmed that breast and thigh meat of chickens kept in organic production had lower WHC values and pH24h than meat of chickens fattened conventionally. The breast meat had the following WHC values: K56 days = 52.02% and K81 days = 55.26%, and O56 days = 51.82% and O81 days = 53.17% (P < 0.05), while the values in thighs were as follows: K56 days = 59.69% and K81 days = 60.15%, and O56 days = 56.21% and O81 days = 57.45% (P < 0.05). The values of pH in breast muscles of the treatments K56 days and K81 days were statistically significantly higher (P < 0.05) than in the treatments O56 days and O81 days (pH 5.96 and pH 5.98, and pH 5.75 and pH 5.80, respectively). Referring to all other meat quality parameters of both tested tissue (breasts and thighs), chicken meat from organic production had better values than the meat produced in conventional fattening system (cooking loss %, CIE L*, CIE a*, CIE b* and shear value kg/cm2).
When animals are exposed to long-lasting stress (long-distance transport, lack of feed before transport and slaughter, overcrowded transport cages, high or low temperatures in the production facility or during transport, etc.), they will be exhausted and the glycogen stored in muscles will turn into lactic acid, which will then lead to a sudden lowering of pH value in muscles after slaughter, while the carcass is still warm. High temperature and low pH in chicken meat will stimulate protein denaturation, which will further influence lowering of the water holding capacity in meat. Low pH values stimulate the oxidation of myoglobin (pink color) and oxyhemoglobin (red color) to metamyoglobin (brown meat color). If animals are exposed to longer stress before slaughtering, they will have less stored glycogen in muscles because of exhaustion. Reduced glycogen reserve affects postmortem changes after slaughtering, meaning that the pH value remains high, which causes the occurrence of DFD meat. In this meat, protein denaturation and drip loss are slowed down [41]. In their study about influences of transport-caused stress on the meat quality parameters, Doktor and Połtowicz [55] stated that after 42 days of fattening of Hubbard Flex chickens, their treatment before and during transport to slaughterhouse had statistically significant influence only on pH1, while other meat quality parameters were not influenced (pH2, meat color (L*, a*, b*), drip loss (%), water holding capacity—WHC (%), shear force (N)). Bressan and Beraquet studied the influence of heat stress during fattening on the chicken meat quality and determined that chickens exposed to high daily temperatures (ambient temperature 30°C) had higher cooking loss measured in breast meat when compared to chickens kept at lower ambient temperatures (17°C), (28.7 and 27.2%, respectively), [56].
Since appearance and odor, as the parameters of meat quality, significantly affect the consumers’ preferences at purchase, it is important to achieve “normal” meat color with the odor typical for fresh meat [57]. The stated authors assessed the consumers’ opinions toward pale, soft and exudative chicken meat. In their research they used meat of lighter color (L* = 59.26), that is, the meat color that was considered as normal for chicken filets (L* = 49.24). The examinees made differences between PSE and meat of normal quality in stores, while panelists assessed sensory quality of cooked meat and showed preference toward control samples (meat of “normal” quality). Qiao et al. determined the border values for color of chicken breast muscle: lighter than normal (L* > 53), normal (48 < L* < 53) and darker than normal (L* < 48), [58]. Furthermore, the authors defined the values for breast muscle color measured 24 hours post mortem, as of the following: dark L* 45.68, normal L* 51.32 and light L* 55.95. Woelfel et al. determined the border values for “normal” chicken breasts L* 52.15, drip loss 3.32% and cooking loss 21.02%, while for PSE meat these values were: L* 59.81, drip loss 4.38% and cooking loss 26.39% [59]. Border values reported by Karunanayaka et al. are slightly higher than those determined by the abovementioned authors [60]. According to Karunanayaka et al., the values for normal meat are L* 56.82 and WHC 77.95, while the PSE meat has the following values: L* 61.83 and WHC 77.12 [60]. Table 3 presents border values for PSE, normal and DFD chicken meat, as reported by various authors.
Condition | pH Value of meat | References |
---|---|---|
PSE | pH24h 5.75 pH 5.83 pH 5.61 pH ≤ 5.8 pH24h 5.77 pH < 5.7 pH 5.72 pH 5.76 | [61] [60] [57] [50] [62] [63] [64] [59] |
Normal | pH24h 5.94 pH 5.97 pH 5.96 pH 5.9–6.2 pH24h 5.93 pH < 6.1 pH 6.07 | [61] [60] [57] [50] [62] [63] [59] |
DFD | pH ≥6.3 pH > 6.1 pH 6.27 | [50] [63] [64] |
Typical limits of pH values for PSE, normal and DFD chicken meat.
According to Zhang and Barbut, meat color typical to PSE meat is L* > 53, the meat of normal quality has the values ranging between 46 < L* < 53, and the DFD meat has the value L* < 46 [63]. The same authors stated the cooking loss of meat classified as of color: 20.96% for PSE meat, 25.77% for normal meat and 21.32% for DFD meat. Referring to the values of meat color (L*, a* and b*), Kissel et al. classified the chicken meat as normal, with measured values of L* = 51.42, a* = 7.26 and b* = 6.74, and as PSE meat with measured values L* = 57.63, a* = 2.11 and b* = 5.46 [62]. In their research into the PSE chicken meat in further processing (marinating and cooking), Barbut et al. [64] reported that fresh PSE meat was of lighter color (L* = 57.7) and had lower pH (5.72), while DFD meat was of darker color L* = 44.8 and higher pH (6.27). Carvalho et al. determined that PSE meat had L* = 58.90; drip loss = 6.52%, cooking loss = 27.02% and WHC 79.84% [61]. The authors defined the meat to be of normal quality if exhibiting the following values: L* = 56.86; drip loss = 4.04, cooking loss = 24.41% and WHC = 85.43%.
Science on nutrition has developed over the years, and new analytical methods have enabled the determination of various functional food ingredients that have a beneficial effect on human health and that help to reduce the disease risks. Such ingredients, called nutricines, have an important biological activity in human cells [65]. The concept of functional food has been first mentioned in Japan in the 1980s. The project foods for specified health uses (FOSHU) was focused on food that was expected to have a specific health effect based on the content of some important and useful ingredients [66]. Ingredients in which consumers show interest are n-3 PUFA, Se, vitamin E, lutein and carnosine. Chicken meat can be enriched with n-3 PUFA if the content of FA (Fatty Acids) is changed in their feed [10, 67, 68, 69]. The optimal ratio of n-6 PUFA:n-3 PUFA is from 10:1 to 5:1 [70, 71]. The RDI (Recommended Daily Intake) for n-3 long-chain PUFA is 350–400 mg. Vegetable and fish oils are predominant sources of omega-3 fatty acids. Vegetable oils are the main source of α-linolenic acid (C18:3n3, ALA), and fish oils are the main source of eicosapentaenoic acid (C20:5n3, EPA) and docosahexaenoic acid (C22:6n-3, DHA), [72]. Vegetable oils contain significant amounts of polyunsaturated omega-6 fatty acids, of which linoleic acid (C18:2n-6, LA) is the most significant. It is also present in sunflower and soybean oils [65]. Metabolic processes are initiated over arachidonic acid (C20:4n6, AA) and EPA in endoplasmic reticulum, and further carried out by the enzymes elongase Δ6 and desaturase ∆5. The mechanism of conversion into DHA is still not fully known, yet is believed that this process is supported by the enzyme desaturase ∆4 [73]. Infante and Huszagh stated that DHA is synthesized in mitochondrial membranes, while EPA and AA are synthesized in the endoplasmic reticulum [74, 75]. Figure 1 presents the metabolism of n-3 and n-6 PUFA.
Metabolism of n-3 and n-6 PUFA [
There are two reasons for increasing the concentration of n-3 PUFA in chicken meat. The first reason is that nutritionists recommend the reduced consumption of saturated fatty acids (SFA) to lower the risk of cardiovascular diseases development [82]. The second reason is that fats are replaced by polyunsaturated oils [83, 84, 85]. It is known that fish flour and oil are rich in essential n-3 PUFAs (EPA, DHA), however it is also proved that, if supplemented to chicken feed in higher amounts, they have negative effect on organoleptic properties of meat [86]. For that reason, as an alternative to fish oil, scientists use vegetable oils as supplements to chicken feed (soybean, rapeseed, sunflower and linseed oils), as well as combinations of those oils [11, 12, 77, 87]. In addition to oils, chicken feed can be supplemented also by extruded linseed or rapeseed [88], in order to change the FA profile. References about the use of various oils in chicken diets for the purpose of enriching broiler meat with n-3 PUFA are overviewed in Tables 4 and 5.
Reference | Diet | ALA | EPA | DHA |
---|---|---|---|---|
% of total FA | ||||
[12] | Sunflower oil 2.5% + fish oil 2.5% Soybean oil 2.5% + fish oil 2.5% Rapeseed oil 2.5% + fish oil 2.5% Linseed 2.5% + fish oil 2.5% | 3.16 2.37 2.36 6.25 | 0.79 0.93 1.32 1.18 | 5.62 6.44 8.95 5.66 |
[77] | Control Rapeseed oil 2% Rapeseed oil 4% | 0.72 0.37 0.61 | 0.75 1.18 0.62 | 0.87 2.03 0.75 |
[78] | Poultry fat 3% Poultry fat 2% + fish oil 1% Poultry fat 1% + fish oil 2% Fish oil 3% | 1.59 0.70 2.17 2.14 | 1.04 5.84 8.53 10.54 | 0.15 0.66 2.39 3.80 |
[10] | Linseed oil 6% Linseed oil 6% + 0.3% Se Linseed oil 6% + 0.5% Se | 7.09 8.51 6.78 | 0.77 0.73 0.51 | 0.90 0.93 0.84 |
[79] | Sunflower oil 3% + linseed oil 3% Sunflower oil 3% + linseed oil 3% + 0.3 mg Se/kg feed Sunflower oil 3% + linseed oil 3% + 0.5 mg Se/kg feed | 5.14 6.29 4.39 | 0.29 0.34 0.29 | 0.39 0.59 0.50 |
[80] | Corn oil 15% Canola oil 5% + corn oil 10% Canola oil 10% + corn oil 5% Canola oil 15% | 2.21 2.01 3.41 3.52 | – – – – | 0.07 0.05 0.13 0.07 |
[81]* | Rice bran oil S 1% + F 2% Rice bran oil (S 0.7% + F 1.6%) + linseed oil (S 0.3% + F 0.4%) Rice bran oil (S 0.3% + F 1.0%) + linseed oil (S 0.7% + F 1.0%) | 0.33 0.86 0.98 | 0.15 0.50 0.98 | 0.43 0.88 1.77 |
[11]** | Sunflower oil S 2% + F 3% Soybean oil S 2% + F 3% Mustard oil S 2% + F3% Linseed oil S 2% + F 3% Fish oil S 2% + F 3% | 0.23 0.92 3.23 5.02 4.60 | 0.17 0.25 0.63 1.74 2.72 | 0.23 0.63 1.47 3.51 5.76 |
Supplementation of oils in chicken feeding mixtures and their effect on enriching of breast muscles with n-3 PUFA.
Rice bran oil and linseed oil are supplemented to S and F diets in the amounts as presented.
Oils of different origin are supplemented in the amount of 2% to S and 3% to F diets.
S-starter diet.
F-finisher diet.
Reference | Diet | ALA | EPA | DHA |
---|---|---|---|---|
% of total FA | ||||
[89] | Fish oil 6% Fish oil 4% + 2% linseed oil Fish oil 2% + 2% linseed oil +2% sunflower oil Soybean oil 6% | 1.01 1.80 2.27 3.37 | 5.66 3.83 1.94 - | 6.27 4.72 2.84 0.72 |
[80] | Corn oil 15% Canola oil 5% + corn oil 10% Canola oil 10% + corn oil 5% Canola oil 15% | 1.97 2.13 3.55 3.67 | – – – 0.01 | 0.09 0.08 0.14 0.03 |
[10] | Linseed oil 6% Linseed oil 6% + 0.3% Se Linseed oil 6% + 0.5% Se | 6.75 11.90 8.28 | 0.17 0.26 0.17 | 0.17 0.18 0.19 |
[90] | Sunflower oil 3% + linseed oil 3% Sunflower oil 3% + linseed oil 3% + 0.5 mg Se/kg feed | 4.755 5.692 | 0.107 0.100 | 0.107 0.127 |
[81]* | Rice bran oil S 1% + F 2% Rice bran oil (S 0.7% + F 1.6%) + linseed oil (S 0.3% + F 0.4%) Rice bran oil (S 0.3% + F 1.0%) + linseed oil (S 0.7% + F 1.0%) | 0.41 0.07 0.20 | 0.82 0.35 0.71 | 1.20 0.48 1.23 |
Supplementation of oils to chicken diets and their effects on enrichment of thigh muscles with n-3 PUFA.
Rice bran oil and linseed oil supplemented to starter (S) and finisher (F) mixtures in the amounts as presented.
According to some researches, people have changed their dietary habits, so that over the past 150 years, once favorable and very narrow n-6 PUFA/n-3 PUFA ratio turned into unfavorable and wide ratio. There is also increased consumption of saturated fat originating from livestock fed grains, as well as increased consumption of trans-fatty acids originating from hydrogenated vegetable oils, along with significantly increased consumption of n-6 PUFA [91]. In developed countries, there is daily consumption of about 2.92 mg ALA, 48 mg EPA and 72 mg DHA [92], which is considered as insufficient. The studies have shown that human nutrition in Western European countries is lacking n-3 PUFA, and due to the significant amounts of n-6 PUFA in animal products, the n-6 PUFA/n-3 PUFA ratio is unfavorable, as it ranges from 15/1 to 16.7/1 [93, 94]. At present times, our diet is richer in calories than the food that man consumed in the Paleolithic. Nutrition in industrial societies is characterized by a surplus of calories, by increased consumption of SFA, n-6 PUFA and trans-fatty acids, and at the same time, by reduced consumption of n-3 PUFA, as well as of fruits, vegetables, protein, antioxidants and calcium. Table 6 gives an overview of the n-6 PUFA/n-3 PUFA ratios in human nutrition according to different time periods and geographic locations [95].
Period – area | n-6/n-3 |
---|---|
Paleolithic Greece prior to 1960 Current Japan Current India, rural Current UK and Northern Europe Current US Current India, urban | 0.79 1.00–2.00 4.00 5–6.1 15.00 16.74 38–50 |
Ratio of n-6 PUFA/n-3 PUFA in human nutrition.
Within conventional chicken feeding treatment, fat contained in chicken meat is dominated by palmitic and stearic fatty acids from the SFA group. Among the unsaturated fatty acids, the most present are oleic and linoleic acids, α-linolenic and arachidonic acids are represented in small amounts. Eicosapentaenoic and docosahexaenoic fatty acids are present only in traces or not present at all. In order to ensure the deposition of desirable fatty acids into poultry muscle tissue, chickens should be fed diet rich in polyunsaturated fatty acids. Vegetable oils, such as rapeseed and linseed oils, are rich in α-LNA, but they do not contain EPA and DHA. When supplementing fish oil to poultry feed, meat can obtain a “fishy” smell and taste that is undesirable for consumers [86]. Intensive researches into the effects of different diets on the content and profile of fatty acids in chicken meat are carried out, with the aim to produce meat with increased portion of n-3 PUFA and to retain organoleptic properties that are acceptable to consumers. Zelenka et al. concluded that broilers have limited capacity of desaturation and elongation of ALA into long-chain FA [96]. This conclusion was confirmed also by Lopez-Ferrer et al. [97]. Within the research into efficiency of enriching meat with EPA and DHA by using individual vegetable oils, such as sunflower, soybean, rapeseed and linseed oil in the amount of 5% as dietary supplements, it was proven that the most efficient was linseed oil as chicken feed supplement, as it achieved in muscle lipids the following results: 0.89% EPA and 1.85% DHA, which was, respectively, 7.41 and 1.92 times higher than the results achieved by the control fed sunflower oil [98].
Rahimi et al. fattened broilers with linseed and rapeseed as dietary supplements (7.5 and 15%, respectively), as well as with combination of both seeds (10 + 10%), and they determined that the combination of seeds influenced the increase of n-3 PUFA concentration in breast muscle when compared to the control group (0.004–0.25 mg/g meat), and the decrease of AA (0.08–0.03 mg/g), as well as the decrease of n-6/n-3 PUFA ratio (from 47.78 to 8.14), [13]. The authors pointed out that the most favorable ratio of n-3/n-6 fatty acids in chicken thighs was determined in the group of chickens which consumed diets supplemented with 15% linseed (P < 0.05). Furthermore, the same group had the highest content of n-3 PUFA (1.15 mg/g), while the least content of those fatty acids was determined in the control group (0.26 mg/g). Better tendency of ALA deposition was noticed in thighs than in breasts, and it was not depending on the feeding treatment. These results can be explained by the fact that thigh meat has higher content of fat than breast meat in all investigated groups. The content of fat in thighs was ranging from 8.97% (7.5% linseed) to 9.85% (combination 10% rapeseed + 10% linseed), and in breasts it was 6.79% (7.5% linseed). Combination of linseed and rapeseed as dietary supplement proved to be the most efficient in enriching of chicken meat (breasts and thighs) with the n-3 PUFA, however, the same group had statistically significantly higher concentration of MDA μg/kg thigh meat than meat of other investigated groups (P < 0.01). The authors explained the statistically significantly higher oxidation of fat in meat of the mentioned group by the weak stability of n-3 PUFA.
Rymer and Givens [99], citation Givens [16], stated that there was a possibility of enriching white chicken meat by using fish oil (Table 7).
Fatty Acid | Control1 | Lofish | Hifish | P | ||||
---|---|---|---|---|---|---|---|---|
Ross2 | Cobb | Ross | Cobb | Ross | Cobb | Breed | Diet | |
EPA | 7.5 | 6.9 | 17.4 | 20.0 | 27.2 | 30.8 | NS* | <0.001 |
DHA | 39.6 | 38.6 | 54.9 | 64.3 | 118 | 126 | NS | <0.001 |
Effects of fish oil in the diet and breed of chicken on the mean EPA and DHA concentration (mg/100 g meat) in white chicken meat.
Diets contained fish oil at Control 0, Lofish 20 and Hifish 40 g/kg diet.
Breed of birds used, Ross 308 and Cobb 500.
NS: Not Significant.
The authors concluded that the chicken genotype did not influence the incorporation of EPA and DHA in muscle tissue, however, the dosage of fish oil to feed is very significant (20 g/kg feed, i.e. 40 g/kg feed). The stated amounts enriched white chicken meat with n-3 PUFA for 171 and 573%, respectively. The authors recommended the supplementation of 200 mg/kg vitamin E to chicken feed in order to preserve oxidative stability and organoleptic traits. Yan and Kim reported the efficient usage of microalgae in enrichment of poultry products (meat and eggs) with DHA [14].
Carnosine is a dipeptide composed of ß-alanine and L-histidine, which is considered as a bioactive food component because of its physiological role in an organism. As a dipeptide precursor, L-histidine is important in the synthesis of carnosine (ß-alanine – L-histidine), homocarnosine (γ-glutamine – L-histidine) and anserine (ß-alanine – 3-methyl-L-histidine). Haug et al. supplemented histidine in the amount of 1 g/kg of feed and achieved the increase in carnosine concentration in chicken breast muscle for 64%, as well as the increase of anserine for 10% [100]. The authors concluded that higher amounts of histidine can cause the growth depression and the increase in feed conversion. Hu et al. did not determine the influence of carnosine supplementation (0.5% from 1st–21st day and from 22nd–42nd day of fattening) on the growth performances [101]. Experimental groups had higher weight of breast muscle and reduced thiobarbituric acid reactive substances (TBARS) values, while the meat color and pH values did not depend on the supplemented amount of carnosine to diets. Kopec et al. determined that supplementation of histidine to turkey diet resulted in the increased diphenyl-2-picrylhydrazyl (DPPH) radical scavenging capacity in breast muscles and blood, but did not result in the increased histidine dipeptide concentration [102]. The enzymatic antioxidant system of turkey blood was affected by the diet-containing spray dried blood cells (SDBC). In the plasma, the SDBC addition increased both superoxide dismutase (SOD) and glutathione peroxidase (GPx) activity and decreased GPx activity in the erythrocytes. Turkeys fed with diet-containing SDBC had increased BW (body weight) and the content of isoleucine and valine in breast muscles. Kralik et al. investigated the effects of dietary supplementation with 0, 0.1, 0.2 and 0.3% histidine on the quality of meat and the content of carnosine in breast and thigh muscles in Cobb 500 and Hubbard Classic chickens [103]. Dietary supplementation with L-histidine significantly affected live weight, carcass weight, weight of drumsticks and thighs, backs and wings, share of back and the a* value (P < 0.05), as well as the content of carnosine in breast muscle (P = 0.003). The Cobb 500 broiler chickens deposited more carnosine in meat than Hubbard Classic chickens. Chicken breast muscle had higher content of carnosine than thighs and drumsticks [18, 104, 105, 106]. Results of studies into the enrichment of chicken meat with carnosine through implementation of different dietary treatments indicated the need for further investigations in order to determine the most efficient dietary treatment for synthesis and deposition of carnosine in chicken muscle tissues [19, 100, 101, 107, 108, 109]. In order to enrich chicken meat with carnosine, Kralik et al. added to chicken feed, apart of 0.10% L-histidine, also 0.20% β-alanine and 0.24% MgO as a catalyzer [110]. The research results proved more efficient synthesis and deposition of carnosine in broiler meat of experimental group than in the control group (breasts 1443.35:664.1 mg/kg, P < 0.01; thighs 452.62:342.14 mg/kg, P = 0.057). Carnosine plays an important role in physiological functions of an organism. Recent researches into enrichment of chicken meat with carnosine as a functional ingredient confirmed that carnosine influences regulation of intracellular pH, it prevents oxidation and it is also important for maintaining the neurotransmission [111, 112]. Poultry meat is susceptible to oxidative processes which cause the changes in color, smell and taste [101]. Lipid oxidation can be controlled during meat storage by means of antioxidants (vitamin C, selenium and carnosine).
In the food chain, plants are the main source of selenium for animals. Plants get selenium from the soil, so it is important that soil is well supplied with this microelement. The supply of plant with selenium depends on its availability in the soil, therefore, plants from different areas have different selenium content. As poultry feeding mixtures are made from grains produced on different fields, the content of selenium is not equalized. If inorganic fertilizers that contain sulfur are used in agricultural production, then the selenium availability for plants is reduced. Also, acidification of soil significantly reduces the availability of selenium for plants. Instead of the inorganic form of selenium, scientists pointed out that organic form of selenium produced in form of selenized yeast shall be introduced as an animal feed supplement [17, 113, 114]. Recently, biofortification of plants with selenium has been carried out in arable crop production in order to increase the availability of selenium to plants, and to make them further available as a feed for animals, to consequently enrich final animal products with selenium [115, 116]. The source of selenium (inorganic—sodium selenite or organic—selenomethionine in the form of yeasts or algae) used in animal feed has significant effect on its exploitation in the organism [15, 117, 118]. Wang and Hu determined statistically significant higher activity of GPx in blood of fattening chicken that consumed diet with higher content of selenium (P < 0.05), [15]. Furthermore, they stated that the source of selenium influenced the selenium content and GPx activity in chicken blood (P = 0.01). Better results were obtained in chickens fed diet supplemented with organic selenium. In their research into the influence of selenium sources on chicken meat quality, Ševčikova et al. used chickens of the Ross 308 provenience and fed them for 42 days with three feeding mixtures (C = without selenium, P1 = 0.3 mg/kg Se-yeast and P2 = 0.3 mg/kg Se-Chlorella), [119]. In their results, the authors reported that the content of selenium in chicken thighs (C = 52.11, P1 = 217.39 and P2 = 123.21 μg/kg) and in breasts (C = 70.95, P1 = 247.87 and P2 = 147.61 μg/kg) increased in experimental groups in comparison with the control group (P < 0.05). Choct et al. stated that the increased content of selenium in chicken feed from 0.1 to 0.25 mg/kg affected the increase of selenium content in breast muscles from 0.232 to 0.278 mg/kg [120]. Kralik et al. investigated the influence of selenium content in chicken feed on the selenium content in breast muscles, by using 60 male chickens of the Ross 308 provenience, divided into three groups: P1 = without selenium, P2 = 0.3 mg Se/kg feed and P3 = 0.5 mg Se/kg feed [79]. All groups of chickens had feed that contained a total of 6% oils (3% sunflower oil and 3% linseed oil). Experimental groups’ feed were supplemented by organic selenium Sel-Plex®, produced by Alltech. The authors pointed out that breast muscle tissue in the group P3 contained significantly more selenium (0.265 mg/kg tissue) than groups P2 (0.183 mg Se/kg tissue) and P1 (0.087 mg/kg tissue, P < 0.05). The increase in the content of selenium in feed from 0.0 to 0.3 mg/kg influenced the change of the fatty acid profile in breast muscle tissue. More precisely, it caused the increase in portion of ALA, EPA, DPA and DHA, that is, in portion of total n-3 PUFA, and it affected also the lowering of the total SFA and MUFA portion. The results that support the mentioned fact are also pointed out by Haug et al., as they reported significant influence of selenium contained in chicken feed on the content of EPA, DPA and DHA in thigh muscles [121]. This means that the increased content of selenium in feed affects the increase of the mentioned fatty acids in thigh muscles (P < 0.05). The authors explained this fact by confirming that higher content of selenium in feed had influence on the activity of ∆6-, ∆5- and ∆4- desaturase and elongase, which catalyze elongation and desaturation of short-chain fatty acids to long-chain fatty acids, or that such intake led to slowed speed of long-chain fatty acids degradation within peroxidation processes. Furthermore, Kralik et al. stated that the increase of selenium content in feed to a level of 0.5 mg/kg caused the portion of n-3 PUFA to equalize with the values recorded in the P1 group, which did not have organic selenium added to feed [79]. The authors assumed that the surplus of selenium in feed of the P3 group was required for saturation of various antioxidative selenoenzymes in cells, since it was noticed that the value of lipid oxidation in that group was the lowest. The values of lipid oxidation in meat (TBARS) measured in fresh and frozen meat 28 days in a freezer at −20°C) were similar in all groups (fresh meat: P1 = 3.97 nmol MDA (Malondialdehyde)/g tissue, P2 = 3.56 nmol MDA/g tissue, P3 = 3.44 nmol MDA/g tissue and frozen meat: P1 = 5.50 nmol MDA/g tissue, P2 = 5.44 nmol MDA/g tissue and P3 = 4.94 nmol MDA/g tissue; P > 0.05). Dlouhá et al. reported that organic selenium in chicken feed reduced the lipid oxidation in breast muscle tissue, both in fresh and in stored meat [122]. Wang et al. pointed out that the level of selenium in feed (0.0 and 0.6 mg/kg) statistically significantly reduced the lipid oxidation in breast muscle tissue (0.34–0.30 mg/kg MDA; P < 0.001), [123].
In recent years, many studies have been performed to determine the effect of
World poultry meat consumption is constantly growing. Chicken meat is a source of high-quality protein with a relatively low content of fat. The quality of chicken meat is influenced by a number of factors like genotype, sex, feeding treatment, production technology, transport and pre-slaughter handling, all of which should be taken into account. In the production of chicken meat, it is very important to choose a good chicken genotype and to have good production conditions. It is also important to have devices on the slaughter line that can quickly provide meat quality data. It is necessary to improve chicken meat production technology year after year and to offer new products to the market. The production of enriched or functional products of animal origin is on this track. In poultry production, meat and eggs stand out. Functional ingredients are supplemented to chicken feed to improve the nutritional value of chicken meat, thus making chicken meat a foodstuff with added value (enriched or functional product), as it contains ingredients that are beneficial to human health. Chicken meat has become a functional food through the increase in the content of bioactive substances (n-3 PUFA, carnosine, selenium, etc.) that have beneficial effects on consumers’ health.
This chapter is a part of the research unit “Research, Manufacturing and Medical Testing of Functional Food”, within “The Scientific Centre of Excellence for Personalized Health Care”, Josip Juraj Strossmayer University of Osijek, supported by the Ministry of Science and Education of the Republic of Croatia.
Due to the adverse consequences of industrial pollution and waste, climate change, and resource depletion, the effects of environmental issues on the quality of life have increased in recent years [1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 15, 16, 17, 18, 19, 20, 21, 22, 23, 24, 25, 26, 27, 28, 29, 30, 31, 32, 33, 34, 35]. The world is witnessing an aggressive violation of nature. In response, companies nowadays have to find a way to balance the relationships between economic development, resources, and ecology [4]. This balance has been among the most complex and important managerial challenges of the twenty-first century [2].
Consequently, the implementation of environmentally friendly policies is an emergent priority on the policymakers and managers’ agenda. Studies on green marketing, green economics, green accounting, green management, and green supply chain management have increased [36]. Thus, the need to integrate green management within human resources is what we call green human resource management (GHRM). In this respect, green human resource management (GHRM), as a management function, has received great deal of attention in the environmental management literature recently [37].
Despite the growing number of studies on GHRM, several researchers outlined the lack of empirical studies from the African continent [20, 21, 22, 23, 24, 25, 26, 38]. Thus, researchers need to conduct empirical research in Africa instead of limiting themselves to Asia, Europe, and America, especially, Africa, which is suffering from severe environmental degradation and environment-related humanitarian disasters [26]. Furthermore, researchers need to investigate the current status of GHRM in the African context given the socioeconomic development challenges and other pressing priorities facing developing African organizations [19].
According to the United Nations Economic Commission for Africa, The North African country of Morocco is the fifth-largest economy in Africa and considered to have the most competitive economy in North Africa. Morocco participates fully in international efforts to preserve the environment. For instance, the country has set up many foundations to strengthen its environmental policy, such as the Green Morocco Plan or plan Maroc vert. In addition to the governmental authority in charge of the environment, the Mohammed VI Foundation for the Protection of the Environment plays a key role in the development of many educational and preservation projects [39].
Along with the kingdom commitment and efforts for the good of the whole planet, GHRM should be taken into account in order to assume the environmental responsibility of companies. Thus, this paper aims to investigate GHRM in Morocco.
Given the “newness” of this concept in Morocco, the first aim of this study is to gain insight on the awareness of GHRM. Unless awareness is created, adoption is out of question. In this regard, we believe that assessing awareness on GHRM is an effective way to gain insight on its actual or potential implementation.
Additionally, according to Pardhi et Chaudhary, [25] the focus of the researchers was mostly toward the GHRM and its importance. However, to best of our knowledge, no effort has been made to studying the perceived importance of GHRM by policymakers. Thus, this paper was carried out to examine the HR managers and directors’ perceived importance of GHRM.
Moreover, this paper calls into question the main challenges that may hinder GHRM’s implementation. Assessing GHRM challenges may build resilience capacity, which would enable managers to create a proactive strategy as well as to predict potential problems and solutions. As posited by Kodua et al. [14], studying GHRM challenges serves as a valuable reference to policymakers and practitioners to help them take suitable measures to mitigate the GHRM implementation barriers and consequently promote it. Thus, we believe that investigating challenges related to GHRM may lay a solid foundation for its implementation success and promotion among managers.
Besides, to make sure that the nonawareness of GHRM will not influence our findings, and that GHRM practices (GHRMP) may be implemented implicitly without referring to the term GHRM, we aimed to examine the connection between environmental and HRM strategies within companies as well as to highlight the efforts made by HRM staff to meet environmental management requirements. Thus, the fourth aim of this paper is to emphasize the connection between environmental concern and HRM in the selected companies.
Furthermore, an essential prerequisite for launching GHRM in companies is to identify the key requirements for business decisions to implement it. Thus, the fifth aim of this paper is to improve the understanding of the requirements for GHRM’s implementation. Understanding the necessary requirements is crucial in order to understand the key practices that need to be analyzed and developed to best implement GHRM and for researchers to better understand the issues and the managerial difficulties that need to be addressed.
Finally, studying GHRMP status and feasibility is able to help in determining the viability of this process by identifying the factors that can promote or refrain from its success. For this reason, this study aims to provide a broad picture as well as a detailed analysis of the potential risks associated to GHRMP in reality. Thus, feasibility of practices may give to HRMS the chance to “get it right” before committing time, money, and business resources to some GHRMP that may not fit in Morocco.
The exploration of the questions above is crucial, as this investigation can offer a theoretical foundation for rendering GHRM more rational and valuable to the company’s decision-makers. Overall, this study aims to (a) shed light on the awareness and perceived importance of GHRM among HR managers and directors; (b) explore the connection between environmental concerns and HR strategies in the selected companies; (c) investigate the challenges related to GHRM’s implementation; (d) explore GHRM requirements; (e) highlight HR managers’ and directors’ perceptions of the various GHRMP and their feasibility in the Moroccan context.
In this respect, we selected four ISO14001 certified companies as this certification requires companies to always manage environmental policy and improve environmental performance according to the standard requirements [10]. Additionally, environmental management system (EMS) as a regulatory framework requires from companies to document the procedures and policies that guide the environmental impact of the firm [40].
This article is structured as follows. The first section examines the literature review of GHRM, the second section presents the research methodology, the third section presents the results, while the fourth section presents discussion.
In the past, companies and their shareholders expected good economic performance to guarantee the success of the company; however, this is no longer the case; financial and economical outcomes need to be combined with a reduced ecological footprint and increased attention to social and environmental aspects [41]. Wehrmeyer [42] stated that if a company needs to take an ecological approach to its operations, employees are the key to its success or failure.
GHRM concentrates on using human resource management procedures and guidelines to ensure sustainable resources usage and vigorously boost environmentalism [14]. Thus, through GHRM, the company ensures that employees have a positive attitude toward the environment, have green skills, and are responsible for the environmental consequences of their actions [43].
Given into consideration the above discussion, organizations need to engage in GHRM and build a positive green image and reputation to stay ahead of the competition [37]. Thus, the term of “green HRM” has become the focus of environmental management research and is considered as a hot topic in recent studies [3, 4, 38, 40, 44].
Research studies on ecology based on HRM and environmental management linkage started in the 1990s through the book “Greening people: human resources and environmental management” by Wehrmeyer [42]. Subsequently, GHRM was introduced as a new effective management discipline that integrates environmental management to enhance performance through environmentally friendly management practices [35].
GHRM is most regularly used to refer to the concern of people management policies and practices toward the broader corporate environmental schedule [41]. Ren et al, [28] state that GHRM is an organization’s aspiration to design and implement HRM practices, policies, and philosophies to support environmental objectives, promote attitudinal and behavioral change, and improve the environmental performance of the organization. Therefore, management scholars around the world are currently analyzing different management practices that can contribute to the achievement of environmental goals. HR professionals are advised to deploy green cues in traditional HR functions to ensure environmental sustainability [1].
The following subsection provides a summary of emerging GHRM practices for each HRM function.
In order to ensure that a company achieves appropriate green contributions from its workforce, altering or adapting the HRM functions to be environmentally friendly is essential [21]. It is therefore important to substitute green aspirations and mere good intentions into a real organizational policy.
GHRM practices (GHRMP) are similar to traditional HRM practices as they include recruitment and selection, training and development, performance appraisal and compensation, etc. However, GHRMP ought to lead to the capabilities necessary for the continuous improvement of the firm’s environmental performance [45]. Thus, human resource departments play a major role in greening the policies and practices from entry to exit processes such as recruitment and selection, training and development, performance appraisal, rewards, compensation management, and exit policies that are collectively termed GHRMP [46]. Therefore, such green practices help in fulfilling green objectives and in achieving organizational goals throughout HRM process from recruitment to retirement [25].
Many companies reported that job analysis enhances administrative efficiency; for this reason, a clear delineation of roles and responsibilities for a given position guarantees that each level of the organizational structure understands its contribution and adds value to the company [47]. From an environmental management perspective, an appropriate job design should follow the principles of environmentally friendly jobs, and each job description should specify environmentally friendly duties and tasks [48]. Thus, the implementation of GHRMP begins with job analysis and design and emphasizes the importance of incorporating environmental protection responsibilities and duties in each position [33].
According to Wehrmeyer [42], recruitment practices can support environmental management by ensuring that new entrants are familiar with the environmental culture of the organization and are able to uphold its values. Tang et al, [49] define green recruitment as the organization’s preference to select candidates who are committed and sensitive to environmental issues and who are willing to contribute. Thus, employees’ green tendency should be given attention in recruitment and selection, which is helpful to engage employees in green behaviors, ensure that employees have a positive green attitude, emphasize information about the green agenda in recruitment campaigns, and strive to recruit employees with high environmental behavior [50]. Accordingly, the selection activity for future employees should focus on the overlap between the candidates’ environmental values and those of the organizations and should select those who have significant environmental values as part of their daily practices [45]. As stated by Ramasamy [27] and Ullah, [41], creating this culture at the recruitment stage ensures that the new recruits will be well set in pursuing the objective of corporate green policy and are familiar with the words of conservation and sustainable environment.
The workforce training has long been identified as an important component in fostering and implementing environmental management practices in an organization [51]. Thus, green training is defined as a specific training provided to employees on power saving management, safety, energy efficiency and supported by softcopy as material rather than printed handouts [16].
Xie et al. [52] has defined green training as a process of continuing education designed to update employees’ knowledge and skills, which is exactly what both companies and employees need for sustainable development. Thus, green training is provided to employees in order to improve their environmental awareness and practical operation ability [50].
Indeed, via green training, employees become more receptive to change through the assimilation of the environmental dimension, and they consequently understand the importance of acting proactively [6]. Therefore, enterprises should guide employees to think and handle their work in a more environmentally friendly way while cultivating their professional skills and knowledge [50].
According to Bombiak et Marciniuk-Kluska [48], the integration of environmental management objectives into performance appraisal system ensures regular feedback on employee’s progress. The green performance assessment can be defined as the process by which employees are prompted to enhance their professional skills that help to achieve the organizational goals and objectives in a better way [53].
Green performance appraisal has different activities such as setting green targets for all members, creating green performance indicators, evaluating employees’ green outcomes, and using disbenefits [49]. Accordingly, green performance management creates green indicators to establish green criteria for all members, covering topics such as environmental incidents, environmental responsibilities, reduction of carbon emissions, and communicating environmental concerns and policies [31].
The success of employees in their ecological performance appraisal is the proof that a company’s strategic sustainability goals are being mirrored and accomplished from the top to the bottom [53]. Thus, the reward system is meant to be linked to the outcomes of green initiatives to effectively boost pro-environmental behaviors and to reflect company’s commitment to environmental performance [22, 23].
Green compensation and benefits can be defined as possible tools for encouraging environmental activities in firms [54]. These compensations include financial rewards (salary increases, cash bonuses, a variable component linking pay to eco-performance) and nonfinancial rewards (paid excursions, time off, favored stopping, free transport pass, and blessing declarations) [11].
The process of decision-making becomes a much simpler task when people are given green opportunities, and the end result would be a competitive workforce with high green values that benefit forward-thinking organizations [46]. Thus, motivated employees equipped with new skills will be likely to be proactive in practicing new values and methods at work and to further learn by engaging in green initiatives, such as introducing new ideas to customers and suppliers on how to reduce their environmental impacts [55].
In this regard, green ideas should be embraced of all employees, regardless of their function, which will encourage their interest in environmental issues and enable them to make the most out of their skills.
In order to ensure compliance with environmental management, organization must develop and communicate a clear set of rules and regulations that require employees to be concerned about environmental protection. Therefore, setting sanctions and disciplinary measures (demotion, lay-off, salary, and allowances reduction) for employees who do not meet their performance requirements will ensure that all employees remain committed to achieving the company’s environmental objectives [27].
Maintaining the green discipline in the organization builds and facilitates green employee competence, which contributes toward pro-environmental behaviors. Accordingly, managers should maintain green discipline by punishing employees or fining them for not observing the environmental policy in companies [20]. Thus, organizations can implement a consistent set of rules and regulations that require/regulate workers to follow the organizations’ environmental policies and to be concerned with environmental conservation [13].
In order to improve employees’ health and safety, some organizations have created strategies such as green factory or green zone to maintain a conducive environment to prevent various health problems [12]. Thus, green health and safety cover the old-fashioned health and safety administration and other aspects of a company’s environmental management [33]. This position comprises a wider range of activities associated with green initiatives.
In this regard, a better workplace can be made possible through “Green Health and Safety” management practices such as wearing helmet, gloves, and glasses wherever necessary, proper waste management at workplace, etc. [46]. Thus, green health and safety management ensures the implementation of environmental standards that meet national and international regulations and eventually to ensure the safety of not only employees but also customers and other stakeholders [56].
In Morocco in particular, there is a lack of publications on GHRM [38]. Thus, this research is an exploratory qualitative study that aims to provide a deep understanding of GHRM in the Moroccan context rather than a generalization.
Given that GHRM is a relatively new, we consider that ISO 14001 certified companies are the most likely to have introduced or at least acknowledge the importance of GHRM. As stated by Al-ghazali and Afsar [40], organizations with environmental management systems, such as ISO 14001, are expected to have implemented green initiatives across the business functional areas. Additionally, ISO14001 certified companies tend to apply more environmentally oriented work practices, have an environmental policy, and are more sensitive to environmental issues [21]. Thus, the selection of the companies and the sample for the interviews were based on the purposive sampling technique. We targeted four ISO14001 certified companies, which are continuously improving their environmental performance in line with the requirements of the standard.
As mentioned previously, data were collected from four ISO14001 companies. The reason for choosing these companies in particular is the fact that they are sensitive to environmental issues and have implemented several projects and proactive actions, including employees and community environmental education, environmentally friendly process, employees environmental volunteering, and several other projects.
Although our sample size contained only four companies, it allowed us to provide a deeper understanding by presenting rich data on HR managers’ perceptions of GHRM. Furthermore, our sample size is considered acceptable compared with other similar studies on GHRM. For example, Suharti and Sugiarto [56] used an exploratory qualitative approach in a single multinational cement company in Indonesia. A study by Yong et al, [57] used a sample of four HR managers/leaders from four large manufacturing companies. Yusoff et al, [58] conducted an exploratory study to understand how four HR managers from four multinational companies in Malaysia perceive and understand the concept of GHRM.
At the first stage, we contacted managers or senior personnel of the selected companies through emails, LinkedIn, and phone calls addressed to HR departments. We stated the objectives and relevance of the study and the potential contribution of the company to the research. Besides, we narrowed the sampling to the HRMs and HRDs because this category is well aware and knowledgeable of HRM practices and strategies. As argued by Obeidat [21], HR managers are in a good position to provide GHRM information. Thus, strategically placed managers within the HR division were the main target group of the study because of the in-depth knowledge they have of administrative HR functions, the strategic planning, and implementation (Table 1).
Activity | Interviewees |
---|---|
Mining | Human Resources Director |
Human Resources Senior Manager | |
Human Resources Manager | |
Sustainable development Project Manager | |
Water and electricity distribution | Human Resources Senior Manager |
Construction and public works | Human Resources Director |
Water solutions and equipment | Chief Financial and Administrative Officer |
Respondents profiles.
The data were collected through semistructured interviews. The themes have been previously prepared in the interview guide. Therefore, the interview questions were framed to understand the connection between environmental concern and HRM, the current status of GHRMP, GHRM awareness, perceived importance, challenges and requirements. Thus, using NVIVO12 software, we created the six main categories of codes listed below.
The data analysis involved the following steps: (a) a careful (re-)reading of the interview after transcription; (b) coding and analysis of the text according to the themes predefined in the guide; (c) interpretation of the results in the light of the codes and themes discerned. NVIVO was used, in particular, to organize the transcription of the interviews by theme, which resulted in a better-quality result than with manual methods.
The purpose of this theme is to examine the awareness of HR managers and directors of GHRM. Data are collected to find out the extent to which managers are aware of this process and have enough information on the subject (Figure 1).
World Cloud.
All managers in the surveyed companies (1, 2, 3, and 4) have never heard of GHRM. This result implies the lack of awareness and the non-familiarity of the process in the Moroccan context. This result is also illustrated in the word cloud where the most used expressions by our respondents were “no,” “never heard,” and “new.”
The unawareness of GHRM may impedes the consideration of implementing it in the core practices of HRM and in the companies’ environmental initiatives. Since the respondents don’t have enough information to determine how important GHRM may be, HRM and HRD may not consider the possibility of taking such insecure step.
After defining, presenting, and explaining GHRM, its relevance and practices, we discussed “the link between environmental concern and HRM”. We aimed to understand if there is an integration of environmental issues into HR strategies, policies, and practices. The collected data revealed that companies implement some green initiatives; however, they don’t have a well-developed process such as GHRM, and in which, the environmental agenda is included in all HR practices.
Accordingly, the results revealed that environmental concerns are integrated into HRM through training and job descriptions. The setting up of these two practices refers to the requirements of ISO14001 certification, which implies, on the one hand, the need to integrate environmental concerns into job descriptions by assessing the risks associated with each job and, on the other hand, to provide training in order to raise employees’ awareness to ecology.
In the same vein, one of our respondents emphasized that the contribution of HRM to the environment is of a short-term nature to meet a periodic demand for certification. Thus, the company implements practices and initiatives without implementing GHRM and without revising and reviewing its HR practices and policies.
In this category, we aim to explore the perceived importance of GHRM. Particularly, we attempted to understand whether HRM and HRD were aware of the need to align HR strategy with environmental strategy and whether they recognize the contribution of the HR function to the environmental management success. All respondents perceived the importance of this process except two respondents.
These two respondents focused on the WHY question of GHRM, more specifically, the reason and motivation for implementing GHRM as they involve their employees in the process through targeted environmental initiatives. Thus, to address this kind of debate on GHRM importance, researchers should frame the arguments of HMRs and HRDs into eminent researches.
In contrast, other respondents perceived the process as important.
According to our respondents, GHRM is considered as a formalization of environmental responsibility and a level of sophistication of green efforts. Instead of having scattered and dispersed organizational initiatives and practices, GHRM is considered as a targeted policy to address the need of involving human resources in environmental issues. Thus, the corporate environmental efforts should involve the workforce through a policy that includes several practices such as GHRM.
In this theme, we address the need to explore the challenges that may confront the implementation of GHRM in the Moroccan context. The first challenge that has been raised is the lack of in-depth knowledge of GHRM by HR managers in Moroccan companies.
The second challenge concerns the operationalization of GHRM. Indeed, GHRM needs a well-designed guideline, an appropriate action plan, and performance indicators.
Operationalizing GHRM will provide a clear standard against which HR managers can measure progress toward their environmental goals. This requires a deepening of the necessary knowledge, skills, abilities, and operations. Therefore, there is a need to set targets to create focus on the gap between the current state of performance and what the company hopes to achieve.
In the same vein, another respondent emphasized the ambiguity and confusion in designing a reliable measure of environmental performance. Thus, it not an easy task to measure every particular human activity that may occur as well as changes in ecosystem conditions.
In this part of our interview, we aimed to find out the extent to which managers in these companies are willing to propose and introduce GHRM. More specifically, the requirements that need to be fulfilled by this process in order to be feasible in ISO14001 certified companies. One respondent showed interest in implementing GHRM, stating that it is a promising path without limitations and restrictions.
Besides, the first requirement that was outlined by our respondents is to demonstrate the impact of GHRM on environmental awareness, responsibility, and green values of employees in Morocco. Several research studies have demonstrated these causal links [1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 15, 16, 17, 18, 19, 20, 21, 22, 23, 24, 25, 26, 27, 28, 29, 30, 38, 39, 44, 59, 60, 61, 62, 63], but unfortunately, none of these research studies was conducted in Morocco.
As mentioned by our respondent, the impact of GHRM on cultural and value change among employees needs to be demonstrated by taking into account the contextual Moroccan factors.
Another requirement that was underlined is the setting up of a GHRM action plan. Indeed, for GHRM to be a process embraced by companies, it is necessary to specify how it should be implemented, create reporting for monitoring and analysis, and design performance indicators.
The aim of this part of our analysis is to find out the perception of HR managers of different HR practices and their feasibility in the Moroccan context.
Regarding green recruitment, all companies use social media and online job portals to recruit. However, none of the organizations have planned to specifically assess the ecological awareness, values, or contributions of the applicants.
The first reason for which green recruitment is not feasible in the Moroccan context refers, for our respondent, to the uselessness of including environmental concern in the recruitment of profiles who are not concerned with the environmental goals of the company.
The second reason why green recruitment is not practicable refers to, on the one hand, the difficulty of finding candidates with the main and most necessary skills to carry out the basic and fundamental tasks of the job. On the other hand, the unfairness of judging candidates on skills, knowledge, or values that they did not have the opportunity to acquire or develop at school.
Another reason that was emphasized is the concerns and the priorities of recruiters, and for whom, environmental criterion is not the first factor to be taken into account in recruitment. As long as it is difficult to find the right profile for a vacant position, it is not possible to add an additional environmental criterion, which is also difficult to be found.
In this category, the objective was to explore training and any learning activities that organizations have engaged in to raise environmental awareness. All our respondents perceive the importance green training except for one who stated:
For this respondent, green training is not necessary to get employees involved in ecology, for him, the act of behaving in an environmentally friendly way requires a cultural change and that ecology is a posture rather than a skill to be acquired during training. In contrast, the other respondents expressed their appreciation for green training.
One of the key aspects raised by our respondents was the need to make employees aware of the environmental footprint of their actions. Indeed, the implementation of an environmental management system must be followed by raising employees’ awareness about the behaviors to be displayed and providing them with the necessary skills to perform their tasks.
A major challenge related to green training was highlighted by one of our respondents as the difficulty of sensitizing and changing the behavior of the ageing workforce.
In this part, the data were collected to understand whether the performance appraisal system includes environmental responsibility. The majority of companies implement an evaluation of high environmental risk activities as well as environmental related positions. Thus, a risk assessment is undertaken thorough a look at HSE engineers’ performance. Additionally, harmful activities to the environment are also analyzed and evaluated on how severe the risk is.
One of our respondents pointed out that his company evaluates the overall environmental performance, emphasizing that individual evaluation of environmental performance will have a great contribution to the overall environmental performance.
In this part, we aimed to explore HR managers’ opinions on the possibility of integrating environmental considerations into the company’s disciplinary system. All interviewees agreed that it is impossible to integrate environmental orientation into the disciplinary system. Broadly speaking, a negative and unfavorable judgment was expressed by all interviewees.
Managing green discipline is not doable according to our respondents because there is a regulatory system to be followed. In fact, companies do not have the power to punish employees who violate green conduct because environmental misconduct does not exist in the civil service code and the labor code.
Besides, one of our respondents thinks that green discipline management is a severe and extremely strict practice. Thus, conducting green change in the company requires motivation and involvement practices. For our respondent, punitive system may create resistance to change.
In this part, we aimed to assess, on the one hand, the extent to which the surveyed companies have a green workplace that complies with environmental standards and to list the different initiatives that are in place, on the other hand.
In our context, the initiatives that have been put in place are diverse, including recycling of paper and toners; carbon footprint; suppression of polluting activities; tree planting; optimization of water and energy consumption. However, e-work initiatives such as web and teleconferencing, virtual job interviews, telecommuting, e-learning, etc., weren’t implemented.
Accordingly, it is time for HR managers to consider teleworking and strike a balance between virtual and in-person work so that both employees and employers benefit from a wholesome environment.
Giving employees the necessary independence helps to generate creative solutions, to solve environmental problems, and to invest the best of their abilities [17]. In this category, we tried to understand whether organizations gather and treat employee suggestions on the environmental aspect. We also tried to shed light on the initiatives put in place by the surveyed companies to involve employees in ecology. Two respondents highlighted initiatives that have been put in place in this regard.
Accordingly, the first company has introduced a game in a new production unit to gather employees’ innovative and environmentally friendly suggestions. Thus, this initiative would allow employees to not only identify problems but also suggest solutions. The second company has implemented two initiatives: the first one is a formal program to gather suggestions. The second initiative is to encourage volunteering and contribute to local community. Thus, environmental volunteering may promote employees to be more active in environmental programs and concerned of environmental degradation.
In this category, we aimed to identify the opinion of the HR managers on green rewards, two respondents showed their interest.
According to our respondents, rewards are important tools to increase employee’s motivation toward environmental aspects. Without rewards, employees won’t give much attention to the environment. Thus, this practice may support and encourage the employees to give ultimate environmental performance.
Additionally, our respondent emphasized that performance appraisal needs to be supported by rewards. Therefore, to increase employee’s engagement toward the corporate goals, companies need to implement a green reward program in order to compensate employee’s environmental efforts performance.
Table 2 represents the key findings of this paper.
Topics | Key findings | |
---|---|---|
Awareness | Nonawareness of GHRM and non-familiarity of the term. | |
Relationship between environ. concern and HRM | Implementation of certain practices to comply with the certification requirements. | Training programs to raise environmental awareness among employees in compliance with the standard. |
Job descriptions to evaluate environmental risk in order to fulfil the standard requirements. | ||
Occasional relationship, there is no GHRM that include environmental concern permanently. | ||
Perceived importance of GHRM | Not important | The Why question of GHRM. Thus, there is an ambiguity about its value and importance. |
Companies already involve employees to environmental preservation with no need for GHRM. | ||
Important | If sustainable development is the cornerstone of the company’s strategy, GHRM will be a reflection of company’s efforts to preserve the environment. | |
GHRM is a formalization of the company’s attempt to involve employees in environmental protection. | ||
Challenges | Lack of in-depth knowledge of GHRM. | |
Nonexistence of an operational plan and a well-designed guideline. | ||
Difficulty to design a reliable measure of environmental performance. | ||
Requirements | Prove the benefits of GHRM in Morocco specifically. | |
Emphasize the impact of GHRM on mindset, culture, responsibility, commitment and value change. | ||
Set up a GHRM’s action plan with a reporting for monitoring and analysis as well as performance indicators. | ||
Green recruitment | Extensive use of E-recruitment and non-feasibility of assessing candidates’ environmental awareness. | |
Uselessness of including environmental concern in the recruitment of profiles who are not concerned with the environmental goals. | ||
The difficulty of finding green profiles. | ||
Unfairness of judging candidates on skills, knowledge or values that they have not acquired or practiced at school. | ||
Not a priority for recruiters. | ||
Green training | Not important | Ecology is mindset and a culture, not a skill to be developed in training programs. |
Important | The introduction of every new system must be followed by training on its key requirements. | |
Raising employees’ awareness of the behaviors to be displayed is crucial in some activities. | ||
Green performance appraisal | Assessment of High-risk activities. | |
Assessment of HSE engineers’ performance. | ||
Assessment of the overall company environmental performance. | ||
Green discipline | Companies do not have the power to punish employees who violate green conduct. | |
Environmental misconduct does not exist in the civil service code and the labor code. | ||
Green discipline is a rough practice that may engender resistance to change. | ||
Green health and safety | Companies have an environmentally friendly workplace. However, e-work isn’t implemented. | |
Green involvement | Green suggestions. | |
Encouragement for environmental volunteering. | ||
Green compensation | Without rewards, environmental programs will not be considered by employees. | |
Performance appraisal should absolutely be followed by rewards. |
Key findings.
Several research studies were conducted to assess GHRM awareness among HR managers. Findings were diverse. In India, Mathur and Soni [18] found that in Indian manufacturing companies, the majority of participants were not aware of GHRM and have never heard of it. However, in [64], the majority of Indian IT professionals were aware of this process.
In Bangladesh, Almamun [1] affirms that Bangladeshi HR managers from different industries are aware of GHRM, However, proper green HR activities are not yet practiced in the organization. In the same vein, Uddin [65] found that the majority of Bank commercials in Bangladesh are ware of GHRM and believe that it helps the organization indirectly by improving its image as a green organization.
Moreover, In Egypt, Farid [60] found that HR managers in hotels were aware enough and familiar with the GHRM concept. While Tsymbaliuk et al. [66] found that GHRM practices have not become widespread in Ukraine.
These research studies oppose our findings in which all our respondents without exception have never heard of this construct. Indeed, GHRM is not a common and well-known process at the surveyed companies and has not earned yet the proper attention it deserves.
Although GHRM has proven its relevance and benefits in several environmental aspects and is increasingly gaining researchers’ and practitioners’ attention in the European and Asian context [38]. The nonfamiliarity of the concept by Moroccan HR managers could hinder its implementation. Indeed, if HR managers are not convinced, persuaded, and confident of the importance of their involvement in greening, they can never undertake a green revolution within the department. Thus, since GHRM can only be initiated and implemented with the support of senior managers [21], this process needs more campaigns to promote and communicate the importance of green practices to HR managers. Thus, all managers must have sufficient amount knowledge in greening without which, it is impossible to deploy green policies in their departments [60].
According to Opatha and Arulrajah [24], in order to achieve green contributions and environmental performance from employees, it is essential for all HRM practices to be adapted to be green or modified to ensure green outputs. However, most of our interviewees pointed out that there are only few practices required by ISO14001 certification. From this perspective, the HRM function according to our respondents is considered as a momentary support function to the implementation of environmental management system (EMS).
Our findings are in line with those found by Saifuddin et al. [32], who observed that HR managers implement green HR policies and strategies because their internal policies are based on the environmental standards. Thus, GHRM implementation is limited to practices required by IS014001 certification.
Additionally, this limited coverage of GHRMP can be explained also by the lack of knowledge of GHRM by all our interviewees. By introducing GHRM and its practices, HRDs realized that they are implementing some GHRMP such as green training and green job descriptions, without knowing that they are actually, GHRM practices. Therefore, it is the concept of GHRM that is not overly common and the level of refinement and perfection of the practices that has not yet been achieved.
Concerning the perceived importance of GHRM, we found that there is a debate on this process significance. Our respondents emphasized an important question that should be proven in future studies, it is the WHY question of GHRM. According to HR managers, since they have green initiatives that are working well, why would they implement GHRM. Thus, the WHY question of GHRM refers to the need to prove the value and importance of GHRM.
According to Ullah [41], raising awareness on GHRM’s importance could be achieved by proving that the success of environmental systems is crowned by its alignment with other corporate strategies. Thus, it is suggested to demonstrate the importance of having a policy with a package of interrelated and synergistic practices where the impact of each practice is enhanced when the others are also implemented [29]. As a result, GHRM will reflect the environmental efforts that the company redeploys by having a goal-oriented HR policy.
On the other hand, some of our respondents considered GHRM as an effective tool to enhance employee’s involvement toward environment. According to them, GHRM is a level of refinement, perfection, and formalization of the corporate green efforts toward a well-defined policy.
In summary, since GHRM is an understudied field in Morocco [38], it has become important to demonstrate its importance in the Moroccan context in order to limit this debate and uncertainty related to its relevance and importance.
Based on our findings, the lack of knowledge on GHRM is the first challenge that has to be overcome. This finding is consistent with past studies, according to Fayyazi et al, [61], the lack of knowledge could be considered as the main challenge related to GHRM implementation. In the same vein, Mtembu [19] reported that there is a lack of knowledge of GHRM in the African continent. This lack of knowledge is a major barrier to successful EMS implementation [62], which was also highlighted by Shukla [34], who stated that the lack of awareness is considered as the biggest challenge to bring GHRM into practice.
If managers do not have a clear vision of GHRM, they will not embrace the responsibility of implementing it [61]. Therefore, the involvement of HR department in environmental management should be encouraged through appropriate communication and awareness raising.
The second challenge that was outlined is the nonexistence of an operational plan of GHRM. In this regard, Janaki et al, [8] affirm that the fundamental problem for organizations does not lie in the strategy formulation phase, the problems often emerge during operationalization. Indeed, the operationalization of GHRM and its decomposition into clear lines and concrete practices are a challenging task that needs to be addressed. This challenge was also outlined by Al-Rommedy [36], who noted that there isn’t a comprehensive design for GHRM implementation. Indeed, if there is no comprehensive plan that defines the guidelines for GHRM and its operational plan, there will be no commitment to its implementation [61]. As stated by Dhingra, [64], most managers lack the knowledge of GHRM practical application.
The third challenge that was highlighted is the difficulty to create a reliable assessment of environmental performance. Our results corroborate those found by Renwick et al, [29], who pointed out that environmental performance management presents a challenge related to the measurement of green performance in different departments/units of the organization. Therefore, the incentives that could be linked to unreliable and unfair measurement of environmental performance are potentially conflictive and could compromise the organizational climate [6].
Similarly, Saeed et al. [31] affirm that there is a need to create performance indicators for all employees that include environmental responsibility, environmental incidents, car emissions, etc. To do this, it would be appropriate to address this challenge by focusing on assessing the risks associated with each department, section, or production unit. Then decide on actions to be taken to monitor environmental performance, ecological footprint, and pro-environmental behaviors.
GHRM requirements may emphasize what needs to be proven and improved to implement GHRM in companies. The first requirement that was outlined is to prove GHRM benefits in terms of values, awareness, culture, responsibility, and commitment.
Contemporary literature on values has emphasized the importance of individual values in explaining attitudes and behaviors [59]. Therefore, demonstrating the impact of GHRM on employees’ green values is of paramount importance. From this perspective, if the employee’s green values are in line with those of the organization, it is expected that the employee will be more likely to adopt environmentally friendly behaviors in the workplace. Chaudhary [44] states that GHRM reflects the environmental values of the organization, influences the environmental values of the employees, and shapes their green behavior. In this regard, employees can become “environmental activists” within the organization by absorbing organizational pro-environmental values [67]. Despite the previous studies that have proven the importance of GHRM in shaping employees’ green values, none of those studies have been conducted in Morocco.
In addition, our respondent highlights the importance of proving the impact of GHRM on employees’ environmental awareness. Al-Ghazali and Afsar [40] found that involvement in environmental actions requires a certain degree of environmental knowledge and awareness. Therefore, employees with a high level of environmental awareness and concern may feel a stronger moral obligation to voluntarily carry out environmental actions and initiatives [68]. Thus, GHRM practices have the ability to raise employees’ green/environmental awareness and shape their behaviors to develop pro-environmental attitudes in their personal and professional lives [31]. However, these findings need to be expanded to the Moroccan context.
The second requirement that was highlighted is to create an action plan of GHRM. Consistent with Fayyazi et al [61], the lack of a comprehensive plan for implementing GHRM creates ambiguity. Hence, there is a need to create an operational plan with specific actions to implement, and thus, so that managers become more aware of the actions to be undertaken and policies that need to be modified and oriented to be green. Hence, the operationalization of various GHRMPs and development of valid and reliable indicators are a serious requirement [31]. Thus, to commit to integrating environmental management into multiple levels of HR policies, there is a need to concretize the policy into action.
Despite previous research studies that highlight the need of hiring employees with a passion to preserve the environment [20], our findings emphasize that none of the respondents consider implementing this practice.
Green recruitment and selection are not achievable because the education system in Morocco does not focus on educating students in schools and universities on how to be environmentally friendly citizens. In other words, the academic programs and extracurricular activities in schools and universities do not take into account issues of environmental protection and resource sustainability. Therefore, recruiting candidates on the basis of environmental criteria does not seem adequate in the Moroccan context at the moment, efforts should be redeployed to use the educational system as a tool to raise the green awareness of students who will be employees in the future.
In the same vein, Anwar [69] states that even though universities emit relatively less pollution than companies, they bear a considerable responsibility for raising awareness and educating current and future generations about the importance of pro-environmental behavior, which was also posited by Almamun [1], who states that universities should introduce greening in their syllabus. Thus, education may be considered as driving force toward a sustainable future.
Similarly, Jabbour [5] states it is impossible to include environmental concerns as a selection criterion in the recruitment process. As mentioned by our respondents, green recruitment can only be implemented if environmental protection is embedded in the country’s culture and education system, but as long as this condition is not met, green recruitment could be labeled as discriminatory.
Additionally, green recruitment is not an interesting practice because assessing environmental awareness is not recruiters’ priority. Our findings corroborate those of Bombiak and Marciniuk-Kluska, [48] where the Polish managers considered the recruitment candidates with ecological knowledge and skills to be difficult. Thus, the assessment of candidates’ ecological skills during the recruitment process was not appreciated.
In summary, the recruitment of environmentally conscious candidates seems incompatible for several reasons, the Moroccan educational system does not include environmental protection in its curricula, the country does not have a national ecological culture shared by all citizens, the recruiter’s priorities do not allow him/her to prioritize the environmental concerns of the candidates, and finally, the difficulty of finding environmentally friendly profiles.
Environmental training is implemented by all the companies of our sample, stating that on the one hand this practice is very important to the development of the required EMS skills, and on the other hand, the need to raise awareness of any new process or implemented system. Only one respondent was not interested in this practice, stating that environmental protection is a mindset and culture rather than a skill to be acquired.
Several research studies highlighted the importance of green training. For instance, Yong et al, [51] recognized that training plays a key role in developing the environmental knowledge, raising environmental awareness, motivating creativity for green innovation, strengthening green commitment, and improving environmental performance. Indeed, companies need to enhance the knowledge and skills of employees in order to encourage them to actively participate in environmental protection activities [4].
Additionally, the result advocates that the difficulty to raise awareness and involve older workers is a major challenge. Our findings are in line with Guerci and Carollo, [63] who found that young people are more sensitive to environmental plans while older workers, because of age and narrow-mindedness, consider environmental plans unnecessary. On the other hand, our results are in contrast with those reported by Wiernik et al., [70], who found that employee age had no effect on the degree of embracing green behaviors and that older employees embraced green practices and gained broad experience more than younger employees.
In a proactive approach against older people’s resistance, companies use environmental selection criteria by mainly asking older people about their own attitude toward sustainability, to avoid older people who are unwilling to advance the green agenda and do not believe in it [15].
Yong et al, [51] point out that without a formal performance assessment process, discipline will be weakened and employees’ ability to improve may be hindered. Therefore, companies need to create environmental benchmarks at the performance appraisal system for all employees to keep track of noncompliance or non-achievement of environmental goals [33]. However, our respondents pointed out that only HSE engineers and high environmental risk positions are being evaluated on this aspect. In contrast, administrative positions are not appraised on this aspect. Therefore, the assessment of the environmental performance of a specific category could limit the commitment of all staff is the EMS. The literature highlights the need to involve all employees including administrative positions to sustain good environmental performance, support the company’s core values, and build green intellectual capital [10].
Similar to Mathur and Soni [18], not all companies include the environmental performance of employees at all levels. In our case, there are companies that set goals and evaluate the environmental performance of higher environmental risk activities, while others assess the overall environmental footprint of the company’s activity. Thus, an environmental assessment of all activities is needed.
Our findings emphasized that it is not possible to integrate a disciplinary sanction against employees who do not respect the environmental rules in the company. This is due to the legal system that must be followed, which already defines the serious offences that can be punished. Therefore, even if there is a breach of the rules, the companies do not have the necessary power to sanction. Thus, the governing environmental laws do not provide explicit powers of inspection and enforcement to companies. Instead, companies try to sensitize, motivate, and involve rather than punish. Therefore, despite progress made, the environmental legal framework remains underdeveloped and still inconsistent.
In response to legal inconsistency, Jyoti [11] emphasizes that the legal initiative that companies can undertake in the long-term is to guarantee that ecological commitments are anchored by including provisos in staff contracts, i.e., that ecologically threatening conduct may comprise a rupture of agreement and consequently a conceivable reason for expulsion. In the same line, Almamun [1] states that in Bangladesh, government should incorporate GHRM in labor law as well as promote the organizations who practice it.
Besides, this practice is not doable as it is considered as a harsh practice that will make employee involvement more difficult, which was also highlighted by Guerci and Carollo, [63], who considered that a system of control and sanctions does not assure that the workforce is truly committed to environmental actions, it only reduces deviant behavior.
Furthermore, the management of green discipline is not appreciated because companies fear employee resistance to change. Indeed, to bring in a new system, companies prefer to involve employees instead of punishing them.
Green management is a strategic activity of the company that allows it to reduce waste, save energy, promote environmental health while preventing damage to the environment [71]. Thus, the provision of green workplace for all employees is the central function of green health and safety management [33]. The Moroccan ISO14001 certified companies set many initiatives such as using daylight, conducting green audits, recycling, reusing, planting, and optimizing water and electricity.
In this regard, companies have paid much attention to employees’ health and safety. However, video conferencing and online work were not practiced. Thus, companies need more sensitizing on the benefits of this work modality. Particularly, as the teleworking revolution helps employees and organizations in many ways. Not only does it reduce the operational costs of the organization through reduced absenteeism and transport costs, but it has also become a retention tool where employees are relieved of nerve-wracking commutes and are able to balance work and life [9].
Increasing employee interest through green involvement and empowerment by creating suggestion systems for innovative environmental ideas and solutions is of paramount importance [17]. Nisar [20] states that companies are required to provide opportunities for their employees to implement what they have learned during training programs, which will result in improved environmental skills, knowledge, abilities, and pro-environmental behaviors.
Nevertheless, this practice was not very common at the surveyed companies. Only two companies out of the four gave all employees the opportunity to actively participate in proposing innovative and environmentally friendly ideas. Indeed, it is necessary to allow employees to participate in regular meetings to solve environmental problems and to encourage them to introduce environmentally friendly ideas and initiatives. Thus, implementing green involvement practices may boost employee’s confidence and self-esteem to actively participate in the corporate green goals.
The implementation of a green reward system is seen as a valuable tool to increase employee motivation and commitment to the environment. These rewards can be financial or nonfinancial, with the aim of encouraging high performers to continue and pushing the rest to become more environmentally active and involved. Despite the literature pointing out that rewards can be valuable [2, 3, 4, 46], none of the surveyed companies use a green reward system to encourage pro-environmental behavior among employees.
The development of recognition and reward programs to encourage employees to be environmentally active is a fundamental practice of GHRM. Green incentives and rewards are often recognized as the most powerful way to link organizational interests with employee interests [35]. Indeed, the use of this practice can have a positive impact on employees’ motivation to be environmentally responsible [54], which further increase the need to promote this practice in Moroccan companies.
Recent years have shown a growing scientific interest in the role of HRM in environmental management. A literature review provides evidence that GHRM brings tangible benefits to the company rather than simply adding luster to the brand and reputation. Indeed, it is time for HRM department to embrace the green agenda alongside the scattered initiatives based on environmental protection.
This study reveals that GHRM is still at a primitive stage in Moroccan ISO14001 certified companies. Although the selected companies practice many green initiatives, they have not yet reached the level of detail, sophistication, and progress discussed in the literature. Indeed, although GHRM is a trend in other countries, it is not well known in Morocco. The lack of knowledge of this process could limit its implementation, hence a wide promotion of GHRM is needed to overcome this challenge.
Overall, the implementation of GHRM practices is moderate. The majority of the initiatives undertaken refer to the certification requirements, namely green job design and analysis, green training, and green health and safety management. Two companies are the exception in implementing green empowerment initiatives.
Our research work responds to the call of researchers who have recently recognized the importance of conducting GHRM exploratory qualitative studies [7, 27, 28, 29, 30, 31, 32, 33, 34, 35, 41, 42, 47, 49, 52, 56, 65, 66, 70, 71] in the African context [38, 72]. To our knowledge, this is the first research work that studies this concept in Moroccan firms. Consequently, this study contributes to a better understanding of GHRM through HR managers’ perceptions from various Moroccan companies. Although the findings cannot be generalized, given its exploratory nature, we believe that this work can be considered as an opener for future research. Taking this further, we look forward to seeing more research on this topic in the near future.
The finding of this study offers several implications for theory and practice. From a theoretical perspective, as GHRM is an emerging research field, there are limited studies in developing countries such as Morocco that offer empirical evidence. Hence, this research contributed to the literature by enhancing the understanding of GHRM in Morocco. Additionally, to the best knowledge of the researchers, prior studies on the subject matter have focused merely on quantitative field studies. Thus, the current study has been one of the limited qualitative studies that aims to highlight the GHRM’s perception from the experiences of HR managers and directors. Besides, through qualitative approach, the present paper added originating themes to previous literature, which previous studies have not yet established. Finally, our framework can be a starting point for analyzing GHRM as this paper also highlights future directions from HR managers perspective.
From a practical perspective, our discoveries give HR professionals a more profound comprehension of GHRM, its practices, importance, requirement as well as the main challenges that may hinder this process implementation. Consequently, findings may provide HR managers with a better idea of the solutions and the possible factors that may logically solve the situation of the newness of GHRM. Thus, being able to forecast and predict future events helps HR managers to predict how to achieve the environmental goals and drive a more efficient green change through HRM process.
Besides, this paper contributes to practitioners within the field of HRM with insights to how organizational strategies and practices can be designed and developed to prevent the negative effects on the environment, which may further boost up the willingness of HR managers to build interest in GHRM and endeavor to set up an environmentally policy to enhance the commitment of all company’s departments.
As is the case with most research, our study has limitations, which are also opportunities for future research. This research is a qualitative exploratory study in four IS014001 companies in Morocco. Although the results provide a deep understanding on GHRM perception by HRM and HRD, the findings cannot be considered representative of the ISO14001 certified companies as a whole. Thus, the study recommends future studies to investigate the same topic in other companies, thus potentially able to provide richer and diverse findings. Further, our sample was specially selected because of the company’s environmental concern. Thus, future research could examine whether HRM and HRD in non-green organizations have the same perception of GHRM or do not consider its implementation.
Additionally, this exploratory study was based on gathering information from only seven HR managers and, again, the limited number of participants means that the findings cannot be generalized. Besides, our interviewees didn’t know GHRM, thus, the results may have been affected by differences in respondents’ understanding of the topic.
In addition to the above limitations along with their related opportunities for future research, other avenues for further research can be proposed. We invite future research to conduct longitudinal studies to track the evolution of environmental performance, environmental awareness, green values, and EMS in organizations that are introducing GHRMP, with the aim of encouraging organizations to devote time, budget, and human resources to GHRM implementation.
Also, many HR managers seem to be doubtful about the importance of GHRM. Thus, future research can also focus on the “why” question of GHRM by emphasizing its importance in creating green businesses. Besides, as most of GHRM literature largely focuses on the consequences of GHRM [38]. It is suggested that future research should also investigate the determinants and what motivate companies to implement GHRM, which may also respond to HR managers question “Why implementing GHRM?”.
Additional research studies may also emphasize the impact of green training on attitudes, values, and behaviors, as environmental awareness is considered by some as a posture and not a skill to be acquired.
It is also recommended to focus on the awareness and behavioral change of older workers, we invite future research to focus on this aspect by investigating the impact of awareness raising of Generation X on their behavior, values, identification, and commitment to environmental policy. Moreover, a factor that is worth analyzing is local culture and educational system that are likely to play an important role in implementing GHRM.
Finally, HR professionals not only need to be certain that they have all the necessary competencies for using GHRM, but they must also be able to measure its effectiveness and consequences. Thus, it would be useful to develop a practical guide with clear policies that integrates all the GHRMP with concrete aspects to implement.
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Specifically, vitamin A deficiency (VAD) remains a major health problem among poor developing-country households, especially in Africa. Efforts to combat VAD currently focuses on food-based approach that entails breeding for crops that are rich in beta carotene, a precursor for Vitamin A. Success has been registered in sweetpotato, cassava and maize. Among these crops, the greatest effort has gone into promoting the production and consumption of orange-fleshed sweetpotato (OFSP). These efforts include sensitization of farmers on the nutritional benefits of OFSP and the provision of clean sweetpotato planting materials. This study used a rich dataset collected from 732 farm households in Tanzania to assess of effect of household food insecurity and benefit awareness on the adoption of OFSP varieties. The study found that the household food security and awareness of the benefit of OFSP affect the decision to adopt OFSP varieties. It also found evidence that agroecology and farmer endowment with financial and physical assets affect the decision to grow OFSP varieties. It discusses lessons and policy implications of the findings for other countries.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Julius J. Okello, Kirimi Sindi, Kelvin Shikuku, Margaret McEwan and\nJan Low",authors:[{id:"190083",title:"Dr.",name:"Julius",middleName:null,surname:"Juma Okello",slug:"julius-juma-okello",fullName:"Julius Juma Okello"}]},{id:"53107",doi:"10.5772/66109",title:"Spot Improvement of Rural Roads Using a Local Resource‐ Based Approach: Case Studies from Asia and Africa",slug:"spot-improvement-of-rural-roads-using-a-local-resource-based-approach-case-studies-from-asia-and-afr",totalDownloads:1639,totalCrossrefCites:4,totalDimensionsCites:5,abstract:"Rural roads in developing countries continue to be in poor condition despite multiple interventions. To provide access to markets, hospitals and schools for rural communities, capacity building has been conducted, enabling rural communities to participate in road projects. This process has included the transfer of Do‐nou technology, which is appropriate for spot improvement using a local resource‐based approach. The goal has been to transform the road projects implemented through community initiatives, maximizing their effectiveness and practicality, and thus improving the conditions of rural roads. Case studies have been conducted in Myanmar, the Philippines and Kenya. They demonstrate that spot improvement and the use of locally available materials can provide socioeconomic benefits to communities. Designs based on this approach have been developed for the construction of base courses, retaining walls and causeways. These designs can be applied over wide areas and modified to reflect the unique conditions of each project area. The experience gained in community mobilization and stakeholder involvement, which is essential in the proposed approach, can serve as a guide when applying the approach in new areas.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Yoshinori Fukubayashi and Makoto Kimura",authors:[{id:"189488",title:"Dr.",name:"Yoshinori",middleName:null,surname:"Fukubayashi",slug:"yoshinori-fukubayashi",fullName:"Yoshinori Fukubayashi"},{id:"189602",title:"Prof.",name:"Makoto",middleName:null,surname:"Kimura",slug:"makoto-kimura",fullName:"Makoto Kimura"}]},{id:"53948",doi:"10.5772/67110",title:"Nutrition-Sensitive Agricultural Development for Food Security in Africa: A Case Study of South Africa",slug:"nutrition-sensitive-agricultural-development-for-food-security-in-africa-a-case-study-of-south-afric",totalDownloads:3094,totalCrossrefCites:3,totalDimensionsCites:5,abstract:"The paradox of persistent under‐nutrition and food insecurity; as well as the increasing the incidence of over nutrition is particularly observed in middle –income countries experiencing rapid westernisation such as South Africa (SA). Values of household Food insecurity remains high, whereas overweight and obesity are increasing at a rapid rate. Agriculture and the food system play a key role in nutrition, health and food security. It provides for the primary sources of energy along with essential nutrients, while simultaneously being a source of income, creating jobs and earning foreign exchange. This case study presents the current nutrition sensitivity of the South‐African agriculture and food systems (including governmental prioritization) and highlights the importance of this for future development towards improved food and nutrition Security and nutritional status. Since 2013, discussions on a single, comprehensive, food security and nutrition policy and implementation plan for South Africa have been in process with the aim to coordinate the improvement of both food security and all forms of malnutrition. Yet, the case study findings indicate an unfortunate lack of understanding about nutrient density and dietary diversity and the role which this could play in combating non‐communicable diseases in addition to food insecurity and hunger.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Hester Carina Schönfeldt, Nicolette Hall and Beulah Pretorius",authors:[{id:"190642",title:"Prof.",name:"Hettie",middleName:null,surname:"Schonfeldt",slug:"hettie-schonfeldt",fullName:"Hettie Schonfeldt"},{id:"194944",title:"Dr.",name:"Nicolette",middleName:null,surname:"Hall",slug:"nicolette-hall",fullName:"Nicolette Hall"},{id:"194945",title:"Dr.",name:"Beulah",middleName:null,surname:"Pretorius",slug:"beulah-pretorius",fullName:"Beulah Pretorius"}]},{id:"54321",doi:"10.5772/67483",title:"A Study of the Relationship between Foreign Aid and Human Development in Africa",slug:"a-study-of-the-relationship-between-foreign-aid-and-human-development-in-africa",totalDownloads:2855,totalCrossrefCites:1,totalDimensionsCites:4,abstract:"Why are some countries more prosperous than others? Why are some countries still poor? What can be done by the West to help the rest to overcome the poverty trap? Finding better answers to these questions still represents the research agenda for development economists and political agenda for government and international institutions. Of course, the first two questions are age‐old ones and have been asked since the beginning of our history. The economic literature has identified important factors that influence the wealth of nations and they include: openness to trade, natural resources, capital accumulation, and innovation. Recent studies have found that cultural aspects and institutional framework tend to play a major role in a nation's development process. The researchers’ work also helps policy makers to find a better answer to the last question. The purpose of this chapter is to evaluate the effectiveness of aid in eradicating poverty and improving life conditions in African countries since 1980. Since we are at the beginning of a new UN development agenda, it is important for all stakeholders (recipient, donors, international agencies, etc.) to identify the conditions that enable aid to work.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Gabriel Staicu and Razvan Barbulescu",authors:[{id:"190328",title:"Associate Prof.",name:"Gabriel",middleName:null,surname:"Staicu",slug:"gabriel-staicu",fullName:"Gabriel Staicu"},{id:"202436",title:"Prof.",name:"Razvan",middleName:null,surname:"Barbulescu",slug:"razvan-barbulescu",fullName:"Razvan Barbulescu"}]},{id:"54026",doi:"10.5772/67120",title:"Comparing GDP Health and Military Expenditure, Poverty and Child Mortality of 71 Countries from Different Regions",slug:"comparing-gdp-health-and-military-expenditure-poverty-and-child-mortality-of-71-countries-from-diffe",totalDownloads:1317,totalCrossrefCites:2,totalDimensionsCites:2,abstract:"Child mortality rates (CMR) indicate how a nation meets the needs of its children, so relative to their region, do some countries ‘neglect’ their children? Using William Penn (1693) statement ‘It's a reproach to religion and government to suffer so much poverty and excess’ to judge nations CMR from three world regions within the context of poverty, health and military gross domestic product (GDP) expenditure data. West (n= 21): USA, New Zealand and Canada are a reproach—Sweden, Japan Finland and Norway are commended. Asia (n= 17]: Pakistan, Myanmar and India are a reproach. Singapore and Thailand commended. Sub‐Saharan Africa (n= 33): Relative to their region, Madagascar and Namibia are commended. Twelve countries failed the United Nations (UN) target, including the relatively rich Nigeria and South Africa. Poverty and higher CMR are linked in all three regions. Relative poverty and military expenditures correlated in the West but not in the other regions. In the pursuit of social justice, societies need to be alerted to the extent of the impact of poverty on child mortality even though some countries will find this challenging.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Colin Pritchard and Steven Keen",authors:[{id:"189526",title:"Prof.",name:"Colin",middleName:null,surname:"Pritchard",slug:"colin-pritchard",fullName:"Colin Pritchard"}]}],mostDownloadedChaptersLast30Days:[{id:"54321",title:"A Study of the Relationship between Foreign Aid and Human Development in Africa",slug:"a-study-of-the-relationship-between-foreign-aid-and-human-development-in-africa",totalDownloads:2855,totalCrossrefCites:1,totalDimensionsCites:4,abstract:"Why are some countries more prosperous than others? Why are some countries still poor? What can be done by the West to help the rest to overcome the poverty trap? Finding better answers to these questions still represents the research agenda for development economists and political agenda for government and international institutions. Of course, the first two questions are age‐old ones and have been asked since the beginning of our history. The economic literature has identified important factors that influence the wealth of nations and they include: openness to trade, natural resources, capital accumulation, and innovation. Recent studies have found that cultural aspects and institutional framework tend to play a major role in a nation's development process. The researchers’ work also helps policy makers to find a better answer to the last question. The purpose of this chapter is to evaluate the effectiveness of aid in eradicating poverty and improving life conditions in African countries since 1980. Since we are at the beginning of a new UN development agenda, it is important for all stakeholders (recipient, donors, international agencies, etc.) to identify the conditions that enable aid to work.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Gabriel Staicu and Razvan Barbulescu",authors:[{id:"190328",title:"Associate Prof.",name:"Gabriel",middleName:null,surname:"Staicu",slug:"gabriel-staicu",fullName:"Gabriel Staicu"},{id:"202436",title:"Prof.",name:"Razvan",middleName:null,surname:"Barbulescu",slug:"razvan-barbulescu",fullName:"Razvan Barbulescu"}]},{id:"54025",title:"Developing Competencies for Rural Development Project Management through Local Action Groups: The Punta Indio (Argentina) Experience",slug:"developing-competencies-for-rural-development-project-management-through-local-action-groups-the-pun",totalDownloads:1794,totalCrossrefCites:0,totalDimensionsCites:0,abstract:"This chapter provides the foundations for a new approach in competence development for rural development project management, involving the role of higher education in the solution of real-life problems. This experience took place in senior courses at La Plata University and included the participation of students from this university. The research was carried out in Punta Indio, which is affected by rural depopulation, as are the rest of the territories inside the Buenos Aires Province. The process is developed through project-based learning (PBL) and the basis of the working with people (WWP) model, involving project management competencies according to the International Project Management Association (IPMA) standards. In the formation of local action groups (LAGs,) elements from the LEADER (Liaisons Entre Activités de Developement de l’Economie Rural) rural development model—applied in the rural territories inside the EU—were taken into account.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Ricardo Stratta Fernández, Ignacio de los Ríos Carmenado and\nMiriam López González",authors:[{id:"189497",title:"Prof.",name:"Ignacio",middleName:null,surname:"De Los Rios-Carmenado",slug:"ignacio-de-los-rios-carmenado",fullName:"Ignacio De Los Rios-Carmenado"},{id:"194953",title:"Dr.",name:"Ricardo",middleName:null,surname:"Stratta Fernández",slug:"ricardo-stratta-fernandez",fullName:"Ricardo Stratta Fernández"},{id:"195022",title:"Dr.",name:"Miriam",middleName:null,surname:"López González",slug:"miriam-lopez-gonzalez",fullName:"Miriam López González"}]},{id:"53948",title:"Nutrition-Sensitive Agricultural Development for Food Security in Africa: A Case Study of South Africa",slug:"nutrition-sensitive-agricultural-development-for-food-security-in-africa-a-case-study-of-south-afric",totalDownloads:3094,totalCrossrefCites:3,totalDimensionsCites:5,abstract:"The paradox of persistent under‐nutrition and food insecurity; as well as the increasing the incidence of over nutrition is particularly observed in middle –income countries experiencing rapid westernisation such as South Africa (SA). Values of household Food insecurity remains high, whereas overweight and obesity are increasing at a rapid rate. Agriculture and the food system play a key role in nutrition, health and food security. It provides for the primary sources of energy along with essential nutrients, while simultaneously being a source of income, creating jobs and earning foreign exchange. This case study presents the current nutrition sensitivity of the South‐African agriculture and food systems (including governmental prioritization) and highlights the importance of this for future development towards improved food and nutrition Security and nutritional status. Since 2013, discussions on a single, comprehensive, food security and nutrition policy and implementation plan for South Africa have been in process with the aim to coordinate the improvement of both food security and all forms of malnutrition. Yet, the case study findings indicate an unfortunate lack of understanding about nutrient density and dietary diversity and the role which this could play in combating non‐communicable diseases in addition to food insecurity and hunger.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Hester Carina Schönfeldt, Nicolette Hall and Beulah Pretorius",authors:[{id:"190642",title:"Prof.",name:"Hettie",middleName:null,surname:"Schonfeldt",slug:"hettie-schonfeldt",fullName:"Hettie Schonfeldt"},{id:"194944",title:"Dr.",name:"Nicolette",middleName:null,surname:"Hall",slug:"nicolette-hall",fullName:"Nicolette Hall"},{id:"194945",title:"Dr.",name:"Beulah",middleName:null,surname:"Pretorius",slug:"beulah-pretorius",fullName:"Beulah Pretorius"}]},{id:"53654",title:"Natural Disaster and International Development",slug:"natural-disaster-and-international-development",totalDownloads:1315,totalCrossrefCites:0,totalDimensionsCites:0,abstract:"Recovery from natural disaster has for many years been seen in objective terms as simply the time taken to replace damaged infrastructure. Increasingly, however, social scientists are describing the large part that human capital plays in the recovery from natural disaster in the form of ‘resilience’. The purpose of the chapter is to delineate, from a social scientific perspective, the main factors involved in disaster rehabilitation from a necessarily superficial but nevertheless accurate and useful viewpoint. The main areas to be considered are infrastructural impacts, psychological impacts and communication factors. The chapter concludes by defining various perspectives that contribute to the quality of resilience that underscores the investment in human capital in post‐disaster zones.",book:{id:"5468",slug:"international-development",title:"International Development",fullTitle:"International Development"},signatures:"Luke Strongman",authors:[{id:"189739",title:"Dr.",name:"Luke",middleName:null,surname:"Strongman",slug:"luke-strongman",fullName:"Luke Strongman"}]},{id:"54797",title:"A Study of Household Food security and Adoption of Biofortified Crop Varieties in Tanzania: The Case of Orange- Fleshed Sweetpotato",slug:"a-study-of-household-food-security-and-adoption-of-biofortified-crop-varieties-in-tanzania-the-case-",totalDownloads:1906,totalCrossrefCites:4,totalDimensionsCites:5,abstract:"Food insecurity has become a key issue in the field of development in recent years with major inadequate intake of vitamin A-rich foods. Specifically, vitamin A deficiency (VAD) remains a major health problem among poor developing-country households, especially in Africa. Efforts to combat VAD currently focuses on food-based approach that entails breeding for crops that are rich in beta carotene, a precursor for Vitamin A. Success has been registered in sweetpotato, cassava and maize. Among these crops, the greatest effort has gone into promoting the production and consumption of orange-fleshed sweetpotato (OFSP). These efforts include sensitization of farmers on the nutritional benefits of OFSP and the provision of clean sweetpotato planting materials. This study used a rich dataset collected from 732 farm households in Tanzania to assess of effect of household food insecurity and benefit awareness on the adoption of OFSP varieties. The study found that the household food security and awareness of the benefit of OFSP affect the decision to adopt OFSP varieties. 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She is also a UNESCO-trained International Bioethics Facilitator.",institutionString:"University of the Witwatersrand",institution:{name:"University of the Witwatersrand",country:{name:"South Africa"}}},{id:"342152",title:"Dr.",name:"Santo",middleName:null,surname:"Grace Umesh",slug:"santo-grace-umesh",fullName:"Santo Grace Umesh",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/342152/images/16311_n.jpg",biography:null,institutionString:null,institution:{name:"SRM Dental College",country:{name:"India"}}},{id:"333647",title:"Dr.",name:"Shreya",middleName:null,surname:"Kishore",slug:"shreya-kishore",fullName:"Shreya Kishore",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/333647/images/14701_n.jpg",biography:"Dr. Shreya Kishore completed her Bachelor in Dental Surgery in Chettinad Dental College and Research Institute, Chennai, and her Master of Dental Surgery (Orthodontics) in Saveetha Dental College, Chennai. She is also Invisalign certified. She’s working as a Senior Lecturer in the Department of Orthodontics, SRM Dental College since November 2019. She is actively involved in teaching orthodontics to the undergraduates and the postgraduates. Her clinical research topics include new orthodontic brackets, fixed appliances and TADs. She’s published 4 articles in well renowned indexed journals and has a published patency of her own. Her private practice is currently limited to orthodontics and works as a consultant in various clinics.",institutionString:null,institution:{name:"SRM Dental College",country:{name:"India"}}},{id:"323731",title:"Prof.",name:"Deepak M.",middleName:"Macchindra",surname:"Vikhe",slug:"deepak-m.-vikhe",fullName:"Deepak M. Vikhe",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/323731/images/13613_n.jpg",biography:"Dr Deepak M.Vikhe .\n\n\t\n\tDr Deepak M.Vikhe , completed his Masters & PhD in Prosthodontics from Rural Dental College, Loni securing third rank in the Pravara Institute of Medical Sciences Deemed University. He was awarded Dr.G.C.DAS Memorial Award for Research on Implants at 39th IPS conference Dubai (U A E).He has two patents under his name. He has received Dr.Saraswati medal award for best research for implant study in 2017.He has received Fully funded scholarship to Spain ,university of Santiago de Compostela. He has completed fellowship in Implantlogy from Noble Biocare. \nHe has attended various conferences and CDE programmes and has national publications to his credit. His field of interest is in Implant supported prosthesis. Presently he is working as a associate professor in the Dept of Prosthodontics, Rural Dental College, Loni and maintains a successful private practice specialising in Implantology at Rahata.\n\nEmail: drdeepak_mvikhe@yahoo.com..................",institutionString:null,institution:{name:"Pravara Institute of Medical Sciences",country:{name:"India"}}},{id:"204110",title:"Dr.",name:"Ahmed A.",middleName:null,surname:"Madfa",slug:"ahmed-a.-madfa",fullName:"Ahmed A. Madfa",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/204110/images/system/204110.jpg",biography:"Dr. Madfa is currently Associate Professor of Endodontics at Thamar University and a visiting lecturer at Sana'a University and University of Sciences and Technology. He has more than 6 years of experience in teaching. His research interests include root canal morphology, functionally graded concept, dental biomaterials, epidemiology and dental education, biomimetic restoration, finite element analysis and endodontic regeneration. Dr. Madfa has numerous international publications, full articles, two patents, a book and a book chapter. Furthermore, he won 14 international scientific awards. Furthermore, he is involved in many academic activities ranging from editorial board member, reviewer for many international journals and postgraduate students' supervisor. Besides, I deliver many courses and training workshops at various scientific events. Dr. Madfa also regularly attends international conferences and holds administrative positions (Deputy Dean of the Faculty for Students’ & Academic Affairs and Deputy Head of Research Unit).",institutionString:"Thamar University",institution:null},{id:"210472",title:"Dr.",name:"Nermin",middleName:"Mohammed Ahmed",surname:"Yussif",slug:"nermin-yussif",fullName:"Nermin Yussif",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/210472/images/system/210472.jpg",biography:"Dr. Nermin Mohammed Ahmed Yussif is working at the Faculty of dentistry, University for October university for modern sciences and arts (MSA). Her areas of expertise include: periodontology, dental laserology, oral implantology, periodontal plastic surgeries, oral mesotherapy, nutrition, dental pharmacology. She is an editor and reviewer in numerous international journals.",institutionString:"MSA University",institution:null},{id:"204606",title:"Dr.",name:"Serdar",middleName:null,surname:"Gözler",slug:"serdar-gozler",fullName:"Serdar Gözler",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/204606/images/system/204606.jpeg",biography:"Dr. Serdar Gözler has completed his undergraduate studies at the Marmara University Faculty of Dentistry in 1978, followed by an assistantship in the Prosthesis Department of Dicle University Faculty of Dentistry. Starting his PhD work on non-resilient overdentures with Assoc. Prof. Hüsnü Yavuzyılmaz, he continued his studies with Prof. Dr. Gürbüz Öztürk of Istanbul University Faculty of Dentistry Department of Prosthodontics, this time on Gnatology. He attended training programs on occlusion, neurology, neurophysiology, EMG, radiology and biostatistics. In 1982, he presented his PhD thesis \\Gerber and Lauritzen Occlusion Analysis Techniques: Diagnosis Values,\\ at Istanbul University School of Dentistry, Department of Prosthodontics. As he was also working with Prof. Senih Çalıkkocaoğlu on The Physiology of Chewing at the same time, Gözler has written a chapter in Çalıkkocaoğlu\\'s book \\Complete Prostheses\\ entitled \\The Place of Neuromuscular Mechanism in Prosthetic Dentistry.\\ The book was published five times since by the Istanbul University Publications. Having presented in various conferences about occlusion analysis until 1998, Dr. Gözler has also decided to use the T-Scan II occlusion analysis method. Having been personally trained by Dr. Robert Kerstein on this method, Dr. Gözler has been lecturing on the T-Scan Occlusion Analysis Method in conferences both in Turkey and abroad. Dr. Gözler has various articles and presentations on Digital Occlusion Analysis methods. He is now Head of the TMD Clinic at Prosthodontic Department of Faculty of Dentistry , Istanbul Aydın University , Turkey.",institutionString:"Istanbul Aydin University",institution:{name:"Istanbul Aydın University",country:{name:"Turkey"}}},{id:"240870",title:"Ph.D.",name:"Alaa Eddin Omar",middleName:null,surname:"Al Ostwani",slug:"alaa-eddin-omar-al-ostwani",fullName:"Alaa Eddin Omar Al Ostwani",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/240870/images/system/240870.jpeg",biography:"Dr. Al Ostwani Alaa Eddin Omar received his Master in dentistry from Damascus University in 2010, and his Ph.D. in Pediatric Dentistry from Damascus University in 2014. Dr. Al Ostwani is an assistant professor and faculty member at IUST University since 2014. \nDuring his academic experience, he has received several awards including the scientific research award from the Union of Arab Universities, the Syrian gold medal and the international gold medal for invention and creativity. Dr. Al Ostwani is a Member of the International Association of Dental Traumatology and the Syrian Society for Research and Preventive Dentistry since 2017. He is also a Member of the Reviewer Board of International Journal of Dental Medicine (IJDM), and the Indian Journal of Conservative and Endodontics since 2016.",institutionString:"International University for Science and Technology.",institution:{name:"Islamic University of Science and Technology",country:{name:"India"}}},{id:"42847",title:"Dr.",name:"Belma",middleName:null,surname:"Işik Aslan",slug:"belma-isik-aslan",fullName:"Belma Işik Aslan",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/42847/images/system/42847.jpg",biography:"Dr. Belma IşIk Aslan was born in 1976 in Ankara-TURKEY. After graduating from TED Ankara College in 1994, she attended to Gazi University, Faculty of Dentistry in Ankara. She completed her PhD in orthodontic education at Gazi University between 1999-2005. Dr. Işık Aslan stayed at the Providence Hospital Craniofacial Institude and Reconstructive Surgery in Michigan, USA for three months as an observer. She worked as a specialist doctor at Gazi University, Dentistry Faculty, Department of Orthodontics between 2005-2014. She was appointed as associate professor in January, 2014 and as professor in 2021. Dr. Işık Aslan still works as an instructor at the same faculty. She has published a total of 35 articles, 10 book chapters, 39 conference proceedings both internationally and nationally. Also she was the academic editor of the international book 'Current Advances in Orthodontics'. She is a member of the Turkish Orthodontic Society and Turkish Cleft Lip and Palate Society. She is married and has 2 children. Her knowledge of English is at an advanced level.",institutionString:"Gazi University Dentistry Faculty Department of Orthodontics",institution:null},{id:"178412",title:"Associate Prof.",name:"Guhan",middleName:null,surname:"Dergin",slug:"guhan-dergin",fullName:"Guhan Dergin",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/178412/images/6954_n.jpg",biography:"Assoc. Prof. Dr. Gühan Dergin was born in 1973 in Izmit. He graduated from Marmara University Faculty of Dentistry in 1999. He completed his specialty of OMFS surgery in Marmara University Faculty of Dentistry and obtained his PhD degree in 2006. In 2005, he was invited as a visiting doctor in the Oral and Maxillofacial Surgery Department of the University of North Carolina, USA, where he went on a scholarship. Dr. Dergin still continues his academic career as an associate professor in Marmara University Faculty of Dentistry. He has many articles in international and national scientific journals and chapters in books.",institutionString:null,institution:{name:"Marmara University",country:{name:"Turkey"}}},{id:"178414",title:"Prof.",name:"Yusuf",middleName:null,surname:"Emes",slug:"yusuf-emes",fullName:"Yusuf Emes",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/178414/images/6953_n.jpg",biography:"Born in Istanbul in 1974, Dr. Emes graduated from Istanbul University Faculty of Dentistry in 1997 and completed his PhD degree in Istanbul University faculty of Dentistry Department of Oral and Maxillofacial Surgery in 2005. He has papers published in international and national scientific journals, including research articles on implantology, oroantral fistulas, odontogenic cysts, and temporomandibular disorders. Dr. Emes is currently working as a full-time academic staff in Istanbul University faculty of Dentistry Department of Oral and Maxillofacial Surgery.",institutionString:null,institution:{name:"Istanbul University",country:{name:"Turkey"}}},{id:"192229",title:"Ph.D.",name:"Ana Luiza",middleName:null,surname:"De Carvalho Felippini",slug:"ana-luiza-de-carvalho-felippini",fullName:"Ana Luiza De Carvalho Felippini",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/192229/images/system/192229.jpg",biography:null,institutionString:"University of São Paulo",institution:{name:"University of Sao Paulo",country:{name:"Brazil"}}},{id:"256851",title:"Prof.",name:"Ayşe",middleName:null,surname:"Gülşen",slug:"ayse-gulsen",fullName:"Ayşe Gülşen",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/256851/images/9696_n.jpg",biography:"Dr. Ayşe Gülşen graduated in 1990 from Faculty of Dentistry, University of Ankara and did a postgraduate program at University of Gazi. \nShe worked as an observer and research assistant in Craniofacial Surgery Departments in New York, Providence Hospital in Michigan and Chang Gung Memorial Hospital in Taiwan. \nShe works as Craniofacial Orthodontist in Department of Aesthetic, Plastic and Reconstructive Surgery, Faculty of Medicine, University of Gazi, Ankara Turkey since 2004.",institutionString:"Univeristy of Gazi",institution:null},{id:"255366",title:"Prof.",name:"Tosun",middleName:null,surname:"Tosun",slug:"tosun-tosun",fullName:"Tosun Tosun",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/255366/images/7347_n.jpg",biography:"Graduated at the Faculty of Dentistry, University of Istanbul, Turkey in 1989;\nVisitor Assistant at the University of Padua, Italy and Branemark Osseointegration Center of Treviso, Italy between 1993-94;\nPhD thesis on oral implantology in University of Istanbul and was awarded the academic title “Dr.med.dent.”, 1997;\nHe was awarded the academic title “Doç.Dr.” (Associated Professor) in 2003;\nProficiency in Botulinum Toxin Applications, Reading-UK in 2009;\nMastership, RWTH Certificate in Laser Therapy in Dentistry, AALZ-Aachen University, Germany 2009-11;\nMaster of Science (MSc) in Laser Dentistry, University of Genoa, Italy 2013-14.\n\nDr.Tosun worked as Research Assistant in the Department of Oral Implantology, Faculty of Dentistry, University of Istanbul between 1990-2002. \nHe worked part-time as Consultant surgeon in Harvard Medical International Hospitals and John Hopkins Medicine, Istanbul between years 2007-09.\u2028He was contract Professor in the Department of Surgical and Diagnostic Sciences (DI.S.C.), Medical School, University of Genova, Italy between years 2011-16. \nSince 2015 he is visiting Professor at Medical School, University of Plovdiv, Bulgaria. \nCurrently he is Associated Prof.Dr. at the Dental School, Oral Surgery Dept., Istanbul Aydin University and since 2003 he works in his own private clinic in Istanbul, Turkey.\u2028\nDr.Tosun is reviewer in journal ‘Laser in Medical Sciences’, reviewer in journal ‘Folia Medica\\', a Fellow of the International Team for Implantology, Clinical Lecturer of DGZI German Association of Oral Implantology, Expert Lecturer of Laser&Health Academy, Country Representative of World Federation for Laser Dentistry, member of European Federation of Periodontology, member of Academy of Laser Dentistry. Dr.Tosun presents papers in international and national congresses and has scientific publications in international and national journals. He speaks english, spanish, italian and french.",institutionString:null,institution:{name:"Istanbul Aydın University",country:{name:"Turkey"}}},{id:"171887",title:"Prof.",name:"Zühre",middleName:null,surname:"Akarslan",slug:"zuhre-akarslan",fullName:"Zühre Akarslan",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/171887/images/system/171887.jpg",biography:"Zühre Akarslan was born in 1977 in Cyprus. She graduated from Gazi University Faculty of Dentistry, Ankara, Turkey in 2000. \r\nLater she received her Ph.D. degree from the Oral Diagnosis and Radiology Department; which was recently renamed as Oral and Dentomaxillofacial Radiology, from the same university. \r\nShe is working as a full-time Associate Professor and is a lecturer and an academic researcher. \r\nHer expertise areas are dental caries, cancer, dental fear and anxiety, gag reflex in dentistry, oral medicine, and dentomaxillofacial radiology.",institutionString:"Gazi University",institution:{name:"Gazi University",country:{name:"Turkey"}}},{id:"256417",title:"Associate Prof.",name:"Sanaz",middleName:null,surname:"Sadry",slug:"sanaz-sadry",fullName:"Sanaz Sadry",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/256417/images/8106_n.jpg",biography:null,institutionString:null,institution:null},{id:"272237",title:"Dr.",name:"Pinar",middleName:"Kiymet",surname:"Karataban",slug:"pinar-karataban",fullName:"Pinar Karataban",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/272237/images/8911_n.png",biography:"Assist.Prof.Dr.Pınar Kıymet Karataban, DDS PhD \n\nDr.Pınar Kıymet Karataban was born in Istanbul in 1975. After her graduation from Marmara University Faculty of Dentistry in 1998 she started her PhD in Paediatric Dentistry focused on children with special needs; mainly children with Cerebral Palsy. She finished her pHD thesis entitled \\'Investigation of occlusion via cast analysis and evaluation of dental caries prevalance, periodontal status and muscle dysfunctions in children with cerebral palsy” in 2008. She got her Assist. Proffessor degree in Istanbul Aydın University Paediatric Dentistry Department in 2015-2018. ın 2019 she started her new career in Bahcesehir University, Istanbul as Head of Department of Pediatric Dentistry. In 2020 she was accepted to BAU International University, Batumi as Professor of Pediatric Dentistry. She’s a lecturer in the same university meanwhile working part-time in private practice in Ege Dental Studio (https://www.egedisklinigi.com/) a multidisciplinary dental clinic in Istanbul. Her main interests are paleodontology, ancient and contemporary dentistry, oral microbiology, cerebral palsy and special care dentistry. She has national and international publications, scientific reports and is a member of IAPO (International Association for Paleodontology), IADH (International Association of Disability and Oral Health) and EAPD (European Association of Pediatric Dentistry).",institutionString:null,institution:null},{id:"202198",title:"Dr.",name:"Buket",middleName:null,surname:"Aybar",slug:"buket-aybar",fullName:"Buket Aybar",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/202198/images/6955_n.jpg",biography:"Buket Aybar, DDS, PhD, was born in 1971. She graduated from Istanbul University, Faculty of Dentistry, in 1992 and completed her PhD degree on Oral and Maxillofacial Surgery in Istanbul University in 1997.\nDr. Aybar is currently a full-time professor in Istanbul University, Faculty of Dentistry Department of Oral and Maxillofacial Surgery. She has teaching responsibilities in graduate and postgraduate programs. Her clinical practice includes mainly dentoalveolar surgery.\nHer topics of interest are biomaterials science and cell culture studies. She has many articles in international and national scientific journals and chapters in books; she also has participated in several scientific projects supported by Istanbul University Research fund.",institutionString:null,institution:null},{id:"260116",title:"Dr.",name:"Mehmet",middleName:null,surname:"Yaltirik",slug:"mehmet-yaltirik",fullName:"Mehmet Yaltirik",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/260116/images/7413_n.jpg",biography:"Birth Date 25.09.1965\r\nBirth Place Adana- Turkey\r\nSex Male\r\nMarrial Status Bachelor\r\nDriving License Acquired\r\nMother Tongue Turkish\r\n\r\nAddress:\r\nWork:University of Istanbul,Faculty of Dentistry, Department of Oral Surgery and Oral Medicine 34093 Capa,Istanbul- TURKIYE",institutionString:null,institution:null},{id:"172009",title:"Dr.",name:"Fatma Deniz",middleName:null,surname:"Uzuner",slug:"fatma-deniz-uzuner",fullName:"Fatma Deniz Uzuner",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/172009/images/7122_n.jpg",biography:"Dr. Deniz Uzuner was born in 1969 in Kocaeli-TURKEY. After graduating from TED Ankara College in 1986, she attended the Hacettepe University, Faculty of Dentistry in Ankara. \nIn 1993 she attended the Gazi University, Faculty of Dentistry, Department of Orthodontics for her PhD education. After finishing the PhD education, she worked as orthodontist in Ankara Dental Hospital under the Turkish Government, Ministry of Health and in a special Orthodontic Clinic till 2011. Between 2011 and 2016, Dr. Deniz Uzuner worked as a specialist in the Department of Orthodontics, Faculty of Dentistry, Gazi University in Ankara/Turkey. In 2016, she was appointed associate professor. Dr. Deniz Uzuner has authored 23 Journal Papers, 3 Book Chapters and has had 39 oral/poster presentations. She is a member of the Turkish Orthodontic Society. Her knowledge of English is at an advanced level.",institutionString:null,institution:null},{id:"332914",title:"Dr.",name:"Muhammad Saad",middleName:null,surname:"Shaikh",slug:"muhammad-saad-shaikh",fullName:"Muhammad Saad Shaikh",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Jinnah Sindh Medical University",country:{name:"Pakistan"}}},{id:"315775",title:"Dr.",name:"Feng",middleName:null,surname:"Luo",slug:"feng-luo",fullName:"Feng Luo",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Sichuan University",country:{name:"China"}}},{id:"423519",title:"Dr.",name:"Sizakele",middleName:null,surname:"Ngwenya",slug:"sizakele-ngwenya",fullName:"Sizakele Ngwenya",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"University of the Witwatersrand",country:{name:"South Africa"}}},{id:"419270",title:"Dr.",name:"Ann",middleName:null,surname:"Chianchitlert",slug:"ann-chianchitlert",fullName:"Ann Chianchitlert",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Walailak University",country:{name:"Thailand"}}},{id:"419271",title:"Dr.",name:"Diane",middleName:null,surname:"Selvido",slug:"diane-selvido",fullName:"Diane Selvido",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Walailak University",country:{name:"Thailand"}}},{id:"419272",title:"Dr.",name:"Irin",middleName:null,surname:"Sirisoontorn",slug:"irin-sirisoontorn",fullName:"Irin Sirisoontorn",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Walailak University",country:{name:"Thailand"}}},{id:"355660",title:"Dr.",name:"Anitha",middleName:null,surname:"Mani",slug:"anitha-mani",fullName:"Anitha Mani",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"SRM Dental College",country:{name:"India"}}},{id:"355612",title:"Dr.",name:"Janani",middleName:null,surname:"Karthikeyan",slug:"janani-karthikeyan",fullName:"Janani Karthikeyan",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"SRM Dental College",country:{name:"India"}}},{id:"334400",title:"Dr.",name:"Suvetha",middleName:null,surname:"Siva",slug:"suvetha-siva",fullName:"Suvetha Siva",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"SRM Dental College",country:{name:"India"}}},{id:"334239",title:"Prof.",name:"Leung",middleName:null,surname:"Wai Keung",slug:"leung-wai-keung",fullName:"Leung Wai Keung",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"University of Hong Kong",country:{name:"China"}}}]}},subseries:{item:{id:"95",type:"subseries",title:"Urban Planning and Environmental Management",keywords:"Circular economy, Contingency planning and response to disasters, Ecosystem services, Integrated urban water management, Nature-based solutions, Sustainable urban development, Urban green spaces",scope:"