Comparative table of the obtained data
\r\n\t
",isbn:"978-1-80356-678-8",printIsbn:"978-1-80356-677-1",pdfIsbn:"978-1-80356-679-5",doi:null,price:0,priceEur:0,priceUsd:0,slug:null,numberOfPages:0,isOpenForSubmission:!0,isSalesforceBook:!1,isNomenclature:!1,hash:"6dcb071a2e978694b6b1cb9c20afc1a3",bookSignature:"Prof. Hai-Zhi Song",publishedDate:null,coverURL:"https://cdn.intechopen.com/books/images_new/11494.jpg",keywords:"Electric Field Effect, Nano-Materials, Electric Field Design, Antenna, Microelectronics, Optoelectronics, Electric Field Stimulation, Brain and Nerve, Electric Field Imaging, Atomic Electric Field, Space Science, Climate",numberOfDownloads:null,numberOfWosCitations:0,numberOfCrossrefCitations:null,numberOfDimensionsCitations:null,numberOfTotalCitations:null,isAvailableForWebshopOrdering:!0,dateEndFirstStepPublish:"March 22nd 2022",dateEndSecondStepPublish:"May 26th 2022",dateEndThirdStepPublish:"July 25th 2022",dateEndFourthStepPublish:"October 13th 2022",dateEndFifthStepPublish:"December 12th 2022",dateConfirmationOfParticipation:null,remainingDaysToSecondStep:"a month",secondStepPassed:!0,areRegistrationsClosed:!1,currentStepOfPublishingProcess:3,editedByType:null,kuFlag:!1,biosketch:"A pioneering researcher in the fields of new materials, optoelectronic devices, and quantum information processing, appointed vice director of the Science and Technology Committee of SWITP, author/co-author of more than 170 research papers, and holder of 40 patents.",coeditorOneBiosketch:null,coeditorTwoBiosketch:null,coeditorThreeBiosketch:null,coeditorFourBiosketch:null,coeditorFiveBiosketch:null,editors:[{id:"196114",title:"Prof.",name:"Hai-Zhi",middleName:null,surname:"Song",slug:"hai-zhi-song",fullName:"Hai-Zhi Song",profilePictureURL:"https://mts.intechopen.com/storage/users/196114/images/system/196114.jpg",biography:"Curriculum Vitae\n\nName: Hai-Zhi Song \nGender: male\nDate of Birth: Oct. 20, 1968\nPlace of Birth: Shanxi, China\nAffiliation and Address: \nSouthwest Institute of Technical Physics\nNo.7, Section 4, Renminnan Road, Chengdu 610041, China\nAnd\nInstitute of Fundamental and Frontier Sciences,\nUniversity of Electronic Science and Technology of China,\nNo. 4, Section 2, Jianshebei Road, Chengdu 610054, China\n\nWork Phone: +86-28-68180751, +86-28-83208728\nMobile Phone: +86-158-28239155\nFax: +86-28-83201896\nE-mail: hzsong1296@163.com, hzsong@uestc.edu.cn\n \nEducation \nSept, 1990 – July, 1995:Peking University, PhD, Thesis “Visible luminescence of porous silicon and its mechanism”, Researches on hydrogen-influenced Schottky diodes and silicon-based light-emitting materials. \nSept, 1986 – July, 1990:Nanjing University, Bachelor of Science, Thesis “Study of refractory metal silicides”, Research on Ohmic contact of semiconductors.\n\nWork Experience \nJuly, 1995 – Sept. 1997: Nanjing University, Nanjing, China, Postdoctoral Researcher, Research on silicon-based light-emitting materials. \nOct, 1997 – Sept. 1998: Catholic University Leuven, Leuven, Belgium, Visiting free Researcher, Research on amorphous semiconductors. \nOct, 1998 – Sept. 2001: Tsukuba University, Tsukuba, Japan, Assistant Professor, Research on semiconductor quantum dots. \nOct, 2001 – March 2012: Fujitsu Lab. Ltd., Atsugi, Japan, Researcher/Senior Researcher, Researches on Semiconductor Quantum Dots for Quantum Information, Semiconductor Optoelectronic Materials and Devices. \nApril, 2012 – March 2014: University of Tokyo, Tokyo, Japan, Senior Researcher, Researches on Quantum Information Processing Devices. \nApril, 2014 – now: Southwest Institute of Technical Physics, Chengdu, China, Professor, Researches on Semiconductor Optoelectronic Materials and Devices. \nJune, 2015 – now: University of Electronic Science and Technology, Chengdu, China, Professor, Researches on Nanoscaled Semiconductors and Quantum Information Processing Devices.\n \nAchievements\nSystematically studied the property of porous silicon materials and verified their mechanism; found green and ultraviolet luminescence, and clarified the multiple luminescence mechanisms of nanocrystalline-silicon embedded in SiO2, which is valuable to silicon-based optoelectronic integration; realized enhanced hole mobility in amorphous silicon, verified the existence of deep trap states in amorphous selenium, providing ways to improve amorphous optoelectronic materials. \nDiscovered lateral coupling between self-assembled quantum dots (QDs) and their tuning effect to 2D electron gas; illustrated and deeply explained the metal-insulator transition in 2D ordered QD arrays, all of which are worth in optoelectronic application of semiconductor QDs. \nDeveloped Sb-free technique to double the InAs/GaAs QD density and suppress the atomic interdiffusion, helped producing 1.3 um QD lasers, which won Japanese national prizes and had been merchandized; developed 1.06 um quantum-well lasers, which have been used to produce pure-green lasers robust against high temperature. \nFound a way to access buried QDs by scanning tunneling microscope; achieved a way to prepare diluted QDs by post-annealing and clarified its mechanisms; invented a technique to control the size and site of QDs by atomic-force microscopy lithography, and an apparatus to detect single electron spin states by optically-detected magnetic resonance; designed a few types of micropillar cavities applicable to realize 1.55 um highly-efficient, even coherent (strongly coupled) InAs/InP QD single photon sources; produced fiber-integrated photon-entangled sources, all of which are very useful to the applications of QDs in quantum information processing. \nDeveloped focal-plane single-photon avalanche detectors, providing central devices for 3D laser detecting and ranging system; explored antimonide middle- and long-wavelength infrared detectors and the surface plasmon enhancement effect in such detectors; advanced the acetone-sensing function of Eu-doped SnO2 nano-belt; found Nickle Phosphide serving as a good catalyst in hydrogen-producing. Realized a series of optoelectronic quantum devices for quantum information processing, such as fiber-integrated photon-pair-entangler, chiplet heralded single photon emitter, fiber quantum memories, quantum number generator, etc.\n\nHonor and Group Memberships \nSelected Scholar of the Recruitment Program of Global Experts, China\nEditorial member of “Laser Technology”\nEditorial member of “Journal of Electronic Science and Technology”\nEditorial member of “Internal J. Mat. Sci. Appl”\nMember of APS (American Physics Society)\nMember of OSA (Optical Society of America)\nPermanent Member of China Physical Science and Technology\nPermanent Member of the Chinese Optical Society\nTechnical committee member of PIERS, organizing a series of “quantum information processing and devices” sessions\nTechnical committee member of ICICM",institutionString:"Southwest University",position:null,outsideEditionCount:0,totalCites:0,totalAuthoredChapters:"2",totalChapterViews:"0",totalEditedBooks:"0",institution:{name:"Southwest University",institutionURL:null,country:{name:"China"}}}],coeditorOne:null,coeditorTwo:null,coeditorThree:null,coeditorFour:null,coeditorFive:null,topics:[{id:"20",title:"Physics",slug:"physics"}],chapters:null,productType:{id:"1",title:"Edited Volume",chapterContentType:"chapter",authoredCaption:"Edited by"},personalPublishingAssistant:{id:"453623",firstName:"Silvia",lastName:"Sabo",middleName:null,title:"Mrs.",imageUrl:"https://mts.intechopen.com/storage/users/453623/images/20396_n.jpg",email:"silvia@intechopen.com",biography:null}},relatedBooks:[{type:"book",id:"8356",title:"Metastable, Spintronics Materials and Mechanics of Deformable Bodies",subtitle:"Recent Progress",isOpenForSubmission:!1,hash:"1550f1986ce9bcc0db87d407a8b47078",slug:"solid-state-physics-metastable-spintronics-materials-and-mechanics-of-deformable-bodies-recent-progress",bookSignature:"Subbarayan Sivasankaran, Pramoda Kumar Nayak and Ezgi Günay",coverURL:"https://cdn.intechopen.com/books/images_new/8356.jpg",editedByType:"Edited by",editors:[{id:"190989",title:"Dr.",name:"Subbarayan",surname:"Sivasankaran",slug:"subbarayan-sivasankaran",fullName:"Subbarayan Sivasankaran"}],productType:{id:"1",chapterContentType:"chapter",authoredCaption:"Edited by"}},{type:"book",id:"1591",title:"Infrared Spectroscopy",subtitle:"Materials Science, Engineering and Technology",isOpenForSubmission:!1,hash:"99b4b7b71a8caeb693ed762b40b017f4",slug:"infrared-spectroscopy-materials-science-engineering-and-technology",bookSignature:"Theophile Theophanides",coverURL:"https://cdn.intechopen.com/books/images_new/1591.jpg",editedByType:"Edited by",editors:[{id:"37194",title:"Dr.",name:"Theophile",surname:"Theophanides",slug:"theophile-theophanides",fullName:"Theophile Theophanides"}],productType:{id:"1",chapterContentType:"chapter",authoredCaption:"Edited by"}},{type:"book",id:"3161",title:"Frontiers in Guided Wave Optics and Optoelectronics",subtitle:null,isOpenForSubmission:!1,hash:"deb44e9c99f82bbce1083abea743146c",slug:"frontiers-in-guided-wave-optics-and-optoelectronics",bookSignature:"Bishnu Pal",coverURL:"https://cdn.intechopen.com/books/images_new/3161.jpg",editedByType:"Edited by",editors:[{id:"4782",title:"Prof.",name:"Bishnu",surname:"Pal",slug:"bishnu-pal",fullName:"Bishnu Pal"}],productType:{id:"1",chapterContentType:"chapter",authoredCaption:"Edited by"}},{type:"book",id:"3092",title:"Anopheles mosquitoes",subtitle:"New insights into malaria vectors",isOpenForSubmission:!1,hash:"c9e622485316d5e296288bf24d2b0d64",slug:"anopheles-mosquitoes-new-insights-into-malaria-vectors",bookSignature:"Sylvie Manguin",coverURL:"https://cdn.intechopen.com/books/images_new/3092.jpg",editedByType:"Edited by",editors:[{id:"50017",title:"Prof.",name:"Sylvie",surname:"Manguin",slug:"sylvie-manguin",fullName:"Sylvie Manguin"}],productType:{id:"1",chapterContentType:"chapter",authoredCaption:"Edited by"}},{type:"book",id:"371",title:"Abiotic Stress in Plants",subtitle:"Mechanisms and Adaptations",isOpenForSubmission:!1,hash:"588466f487e307619849d72389178a74",slug:"abiotic-stress-in-plants-mechanisms-and-adaptations",bookSignature:"Arun Shanker and B. 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Fractal features describe closely the properties of natural forms. For this reason, the interest in this new mathematical field, fractal geometry, grows quickly. New techniques of fractal analysis are developed and these techniques prove their utility in real systems in various fields such as informatics, economics, engineering, medical screening and biology.
This chapter discusses problems of classification based on the fractal theory with applications in biology. Here are introduced the necessary notions for the defining of the fractals and their quantitative evaluation and an algorithm for fractal dimension computation based on biofractal contours processing is also presented. Concretely, there were extracted window-images from the interested area; the contours of the window-images were processed with the “box-counting” algorithm in order to establish the fractal dimensions for the analysed sections. The algorithm based on the „box-counting” method offers two major advantages: it is easy to implement in case of using a computer and can be applied for images no matter how complex.
The first application is dedicated to the analysis of the particularities of some species from Gentianaceae family, with the purpose of establishing their affiliation to the Gentiana genus, knowing the fact that, up to the present, there have been used only evaluations based on the distinctive morphological characteristics. Concretely, there were extracted window-images from the rind and the central cylinder of the root and stem and also from the mesophyll and leaf nervure/rib and those areas where analysed by using fractal techniques. We consider that the acquiring of samples from more sections of a species (the studied one) for the statistical processing of the data will lead for the first time in botany to very precise characterizations of that species.
The second applications use the same procedure in order to classify mammary tumours: benign or malign. The fractal dimension of the FAR (Focused Attention Region) is computed, by using the same box-counting algorithm. Depending on the size of the fractal dimension, a classification can be made: over 30 lesions cases with known diagnostic were tested and the results show that a threshold of 1.4 value can be used: over 90% malign cases have fractal dimensions above 1.4, while over 80% benign cases have fractal dimensions below 1.4.
The results are encouraging for the development of fractal techniques in biology domains.
The fractal analyses proved their utility in biology and the necessary notions for the defining and the quantitative evaluation of the fractals will be presented; an algorithm for fractal dimension computation based on biofractal contours processing will be shown.
Fractals are objects with irregular, auto-similar features, with details that can be noticed at any scale of representation. Biofractals are the fractal textures/contours in biology (tissues, neurons, leaves, etc.). The similarity between fractals and the natural objects suggests that fractal properties, such as fractal dimension, may be used as a classifier in biology.
In order to understand the surrounding world, the natural sciences have progressed by focusing on the simplest forms of representation, in accordance with the principle: simplicity explains complexity. Sometimes the researches turned away from the direct study of nature, of the details of reality and limited themselves to studies based on general, approximate and linear expressions.
In the ‘60s, a mathematician, Mandelbrot proposes to study the complex irregular forms in nature that he names fractals and founds the bases of fractal (non-Euclidan) geometry.
The appearance of fractal geometry marks the return of the scientific knowledge to the real world. It was rather easy to observe that the forms of rivers, mountains, the Earth in its details are of fractal type. Important examples of fractals in botany – that we shall name fitofractals - are the leafs of a tree, the structure of the tissue from a plant’s stem or root section, the forms and contours of the cells etc.
With the aid of fractal geometry, the growth and ramification models from the plants world can be explained and reproduced (fig. 1.) by using strings of ordered characters and simple operations of translation and rotation (Lindenmayer & Prusinkiewicz, 1996).
The construction of an L-system that can be applied to ramification types of plants
An important feature of the fractal objects is the dependence between their dimension and the used measure unit (fig.2.). By choosing a finer measure unit, an irregular contour can be better approximated, with finer accuracy, and this is so because a finer measure unit better shows the objects details.
The dependence of the length of a curve upon the used measure unit
Richardson noticed this fact for the first time. Desirous to know the length of the borderline between Spain and Portugal, he consulted the documents from the archives of both countries. In the Spanish encyclopaedia it was written that the borderline had a length of 987km, while in the Portuguese encyclopaedia the length was approximated to 1214km. The explanation of the strange phenomenon was that two different measure units were used: the smaller unit used by the Portuguese could go over more border details, and so they obtained a finer measurement.
This dependence from the used scale measure makes the fractal objects difficult to measure in the classic (Euclidian) geometry context.
The Euclidian dimension D is given by the number of coordinates needed to define any of the points of the object, or, more exactly, the dimension of the Euclidian space into which the analysed object can be submerged: the line in a plane, the cone in a three dimensional space.
The topological dimension T is defined by the local properties of the analysed object and corresponds to the concept that the dimension of a point is 0, the dimension of a line, thin curve is 1, the surfaces have the dimension equal with 2, volumes with 3 and so on, without taking into account any bigger dimension of the Euclidian space into which these forms were submerged.
With the apparition of the fractals, the characterization of a form by using its topological dimension (which is a whole number) proves its insufficiencies. That is why the notion – fractal dimension Df (real number) was introduced.
The German mathematician Felix Hausdorff defines a new concept for the topological spaces, in this way suggesting that the fractal dimension is proportional with the minimum number of spheres, of a given radius, needed for covering the measured object. To facilitate the computer work, the coverage is made with cubes instead of spheres.
Thus, for covering a curve of unity of length 1,
By induction the relation below is verified as follows:
xxxxxxxxxx
where:
N(s) is the number of cubes of side s;
s is the scale coefficient or the length of the coverage of the cube’s side;
Df is the Hausdorff’s coverage dimension of the object.
Coverage of three Euclidian figures by using equal sides cubes
By applying logarithm to the relation above, we can deduce Df:
The fractal dimension Df is however difficult to calculate.
There can be used many algorithms to calculate the fractal dimension and one of the easiest to implement is the box-counting algorithm.
The algorithm based on the “box-counting” method offers two major advantages: it is easy to implement in case of using a computer and can be applied for images no matter how complex.
The “box-counting” fractal dimension, derived from the Hausdorff coverage dimension is given by the following approximation:
It is expected, that for a smaller s, the above approximation should be better,
If this limit exists, it is called the ”box-counting” dimension of the measured object. Usually, this limit converges very slowly, that is why an alternative solution is used. Since the expression:
is the equation of a straight line of slope D, the ”log-log” curve described by the points of the
Thus, the regression line has the form:
and the line slope (the value of the “a” coefficient), represents the fractal dimension:
where:
The “box-counting” algorithm assumes to determine the fractal dimension according to the dependence of the object contour upon the used scale factor. It consists in successive image coverage with squares with equal sides (2, 4, 8,...) and in counting every time the squares that cover the object contour.
The points of the coordinates
the original image (binary) is read;
the analysed region is selected;
the box-counting dimension is calculated by counting each time the number of cubes N(s) that contain at least a point of the form. Logarithm is applied to the obtained values then, they are graphically represented by a curve with a slope that is the box-counting dimension.
For an example of how the algorithm is used, we’ll consider the image of a leaf (Fig. 4a) from which we’ll extract a binary version by neglecting all the pixels over a certain luminosity (Fig. 4b).
a) The initial image; (b) The binary (black-white) image version
Next, we’ll apply the “box-counting” algorithm, described above, for different scale values s (only the squares that contain information are plotted, the ones that cover the leaf contour), by using an original software product, presented in detail in (Crisan, 2006).
Object coverage with squares of different side values – “s”.
We obtain the values table and “log-log” curve from the figure below:
The log-log curve and the s, log(1/s), log(N(s)) values.
By using the least squares method, with the pairs of points (log(N(s)), log(1/s)), the regression line with the slope 1.55 is determined. Thus, the fractal dimension for the studied leaf is 1.55.
In the presented case studies we will focus on the results of our original work in the fractal applications in botany and medicine.
The actual application is dedicated to analysing the particularities of some species from the Gentianaceae family, with the purpose of establishing their affiliation to the Gentina genus. For establishing the independent position of the Gentianopsis genus, respectively the Gentianella ciliata for the Gentiana genus, we have fractally analyzed the species Gentiana lutea and Gentianella ciliata. The analysed material was acquired from the transversal section made through the root, stem and leaf of the mentioned taxoms. The microscopical images of the extracted samples were analysed by using fractal techniques based on the “box-counting” algorithm in order to use other criteria than the morphological ones for establishing the position of the Gentiana, Gentianella and Gentianopsis genera in the Gentianaceae family.
The Gentianaceae family was divided as time passed, in many genera (I. Prodan, 1939, Al. Beldie, 1979, Fr. Ehrendorffer, 1998, V. Ciocârlan, 2000); from these the Menyanthes and Nymphoides genera came from the initial family and formed a new family named Menyanthaceae. At the moment, in the Romanian flora there are recognized 8 genera of the gentinacee’s family: Blackstonia, Centaurium, Comastoma, Gentiana, Gentianella, Gentianopsis, Lomantogonium, Sweertia (V. Ciocârlan, 2000), obtained by the separation of the central genus Gentiana that has 13 species, into Gentianella with 5 species and Gentianopsis with one species. In the reference paper Flora Europaea (T. G. Tutin, 1972), the Gentianopsis genus is included at Gentianella under the name of Gentianella cilliata. Today, the Gentiana genus has 19 species spread all over our country. We are mentioning that the separation of the Gentianella and Gentianopsis genera was made on pure morphological criteria (Ciocarlan, 2000; Kinker, 1994).
For establishing the independent position of the Gentianopsis genus, respectively of the Gentianella ciliata for the Gentiana genus, we have fractally analyzed the species Gentiana lutea and Gentianella ciliata. Taking into account that the fractal technique is used as premiere work in this field of botany, for verifying its “sensibility”, we have compared the fractal dimensions of the 2 taxons from Gentianaceae with one from the Ranunculus genus from the Ranunculaceae family.
The analyzed material was acquired from the transversal section made through the root, stem and leaf of the mentioned taxoms. The microscopical images of the extracted samples were analyzed by using fractal techniques based on the “box-counting” algorithm in order to use other criteria than the morphological ones for establishing the position of the Gentiana, Gentianella and Gentianopsis genera in the Gentianaceae family. Concretely, there were extracted window-images from the rind and the central cylinder of the root and stem and also from the mesophyll and nervure/rib of the leaf. The contours of the window-images were processed with the “box-counting” algorithm in order to establish the fractal dimensions for the analyzed sections.
The images have been analyzed by using an original software system described in detail in [5] which implements the extended box-counting algorithm for gray-level shapes. These images are binarized by using different thresholds, the contour is traced, and then the box-counting fractal dimension is represented into a spectrum. Finally, the representative fractal dimension (where the fractal character is preponderant) is selected for each tissue.
For Gentiana lutea - root, the fractal dimension of the rind is D11=1.71 and the central cylinder dimension is D12=1.80:
Fractal dimensions of the root, in the rind and central cylinder oft Gentiana lutea.
For Gentiana lutea - stem, the fractal dimension of the rind is D21=1.63 and the dimension of the central cylinder is D22=1.75:
Fractal dimensions for the stem in the rind and central cylinder for Gentiana lutea.
For Gentiana lutea - leaf, the fractal dimension of the mesophyll is D31=1.55 and the dimension of the vascular bundle is D32=1.69:
Fractal dimensions for the leaf, in the mesophyll and vascular bundle for Gentiana lutea.
For Gentianella cilliata (Gentianopsis) - root, fractal dimension of the rind is D11=1.65 and the central cylinder dimension is D12=1.86:
Fractal dimensions for the root, in the rind and central cylinder for Gentianella cilliata (Gentianopsis).
For Gentianella cilliata (Gentianopsis) - stem, the fractal dimension of the rind is D21=1.62 and the dimension of the central cylinder is D22=1.78:
Fractal dimensions for the stem in the rind and central cylinder for Gentianella cilliata (Gentianopsis).
For Gentianella cilliata (Gentianopsis) - leaf, the fractal dimension of the mesophyll is D31=1.58 and the dimension of the vascular bundle is D32=1.77:
Fractal dimensions for the leaf, in the mesophyll and vascular bundle for Gentianella cilliata (Gentianopsis).
For Ranunculus repens - root, the fractal dimension of the rind is D11=1.55 and the central cylinder dimension is D12=1.60:
Fractal dimensions for the root in the rind and central cylinder for Ranunculus repens.
For Ranunculus repens - stem, the fractal dimension of the rind is D21=1.52 and the dimension of the vascular bundle is D22=1.57:
Fractal dimensions for the stem, in the rind and vascular bundle for Ranunculus repens.
For Ranunculus repens - leaf, the fractal dimension of the mesophyll is D31=1.53 and the dimension of the vascular bundle is D32=1.58:
Fractal dimension for the leaf, in the mesophyll and vascular bundle for Ranunculus repens.
Comparative table of the obtained data
In conclusion, the presented application, from biology is dedicated to analysing the particularities of some species from the Gentianaceae family, with the purpose of establishing their affiliation to the Gentina genus. To achieve this goal we have fractally analyzed microscopical images from the species of Gentiana lutea, Gentianella ciliata and Ranunculus repens.
The different positions of Gentianela ciliata (Gentianopsis) and Ranunculus repens can be observed. From our provisional observations it results that, from the fractal dimensions point of view (central cylinder - root, central cylinder - stem, vascular bundle - leaf), the separation of the Gentiana and Gentianopsis genera is justified.
The authors present for the first time in this field of botany a new method for differentiating some species of the Gentiana genus, by using the fractal analysis in order to establish the position of the Gentianella and Gentianopsis genera.
We consider that this paper opens new prospects in the botanical research domain and in biology in general.
Important results coming from the usage of fractal properties were obtained in medicine. Further on, some results in breast lesions classification will be presented.
Breast cancer is the most common women disease in modern world; statistics shows that a woman’s lifetime risk of developing breast cancer is 1/8. Mammography is the most efficient tool for the detection and diagnosis of breast lesions. In the last decades, medical exams became a regular act; thus, the amount of mammograms interpreted by a radiologist increased dramatically. As a result, a focused effort initiated two decades ago, is under way to develop a Computer-Aided Diagnosis of Mammograms (CADM).
One of the most important components in a CADM is to classify the lesion. The similarity between the breast tissue and synthetically generated fractals shown in fig. 16 (Sari-Sarraf et al., 1996) suggests that the fractal properties, such as the fractal dimension, may be used as a classifier.
Fractal dimension measures the complexity of an object; it grows as the shape is more irregular, as it can be seen in the table below. This observation will be very useful in order to characterize mammographic lesions.
The similarity between the breast tissue (a) and synthetically generated fractals (b)
The fractal dimension grows as the shape is more irregular
BI-RADS (Breast Imaging Reporting and Data System) is a very complex system proposed by The American College of Radiology (ACR) in order to classify mammographic lesions. The purpose of the BI-RADS system is to standardize mammography reporting in order to reduce confusion in breast imaging interpretations and facilitate outcome monitoring.
BI-RADS system consists of five categories from 1 to 5; each of them characterizes a kind of mammographic lesion and implies a certain action as a treatment. Shortly, the five categories are:
BI-RADS 1 – the category is referring to negative cases
BI-RADS 2 – also describes a negative lesion, but in this case the interpreter may wish to describe a finding
BI-RADS 3 – the third category refers to a probably benign finding, in this case a short interval follow-up is suggested
BI-RADS 4 – characterizes the lesions that do not have the characteristic morphologies of breast cancer but have a definite probability of being malignant. In those cases, the radiologist may appeal to a biopsy.
BI-RADS 5 – characterizes the lesions having a high probability of being cancer.
\n\t\t\t\tWhen categorizing a mammographic anomaly, the radiologist has to observe several properties of the lesion:
the contour’s shape
localization
dimension
density
number and bilarity of anomalies
presence or absence of associated microcalcifications.
One of the most important features is the contour’s shape: a regular contour is associated to a benign case, while an irregular shape characterizes a malign lesion. As table 2 shows, the fractal dimension grows with the irregularity of the shape; this could be an essential observation in order to classify the BI-RADS 4 lesions, with no need for further investigations or biopsy. The fractal dimension may provide a tool for classification: the lesions with a regular contour are more probably benign, while the lesions with an irregular contour are more probably malign.
A statistical experiment was developed on a lot of 30 cases. The hypothesis was tested on these cases of BI-RADS 4 classified lesions, 18 benign cases and 12 cancers provided by the Medical Imaging Department of Fundeni Clinical Institute, of Bucharest.
Each mammogram was analysed by following these steps:
Step 1 - the radiologist traces a FAR (Focussed Attention Region), by using a mobile cursor. The size area can be of 64X64, 128X128, 256X256 or 512X512. The selection must contain the anomaly and it is based on the radiologist’s experience. Budging the selection to the left or right, top or bottom will not influence the results of the analysis.
A FAR traced by the radiologist.
Step 2 - the image is binarized by using a threshold between 1-255 gray level: all the pixels whose gray level is greater or equal to the threshold will be transformed into white pixels; the rest will become black. At this point, the forms inside the image are white on a black background.
The FAR is binarized; the white pixels are part of the form on a black background
Step 3 - the contour is automatically traced: once the image is binarized, the next step is to trace an outline of the white areas: all the white pixels which have at least one black neighbour will become part of the contour (every pixel has 8 neighbours: N, NE, E, SE, S, SV, V, NV). The rest of the pixels will be transformed into black pixels.
The contour is traced - an outline of the white areas.
Step 4 - the fractal dimension of the outline will be computed by using the box-counting algorithm. The result will be 1.36.
The box-counting algorithm will provide the 1.36- fractal dimension.
The results of 30 cases of BI-RADS 4 classified lesions are as follows: the benign lesions have lower fractal dimensions, between 1-1.50, while malign lesion have higher dimensions, between 1.35-2.
The fractal dimensions on 30 mammographic lesions
In fig. 21 it is presented the statistical result based on the fractal study. The fractal dimensions corresponding to 16 benign cases are situated below the 1.4 – threshold, while only two benign cases have higher dimensions; meanwhile, 11 malign cases have higher fractal dimensions, above 1.4 and only one case is below the 1.4-threshold.
The fractal dimensions distribution on 30 mammographic lesions.
The presented application, from biomedicine, involves non-invasive techniques based on the processing of mammographic images. The method allows the diagnosing of mammographic tumours and it is based on two observations:
the fractal dimension grows as the irregularity of the object grows;
regular outline of a lesion is associated to a benign lesion, while irregular outline is associated to a malign lesion.
The hypothesis that cancers have higher fractal dimensions than benign lesions was tested on 30 cases and the results are encouraging.
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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\n\nCarlos Moedas, the European Commissioner for Research Science and Innovation at the STM Annual Frankfurt Conference, October 2016.
",metaTitle:"About Open Access",metaDescription:"Open access contributes to scientific excellence and integrity. It opens up research results to wider analysis. It allows research results to be reused for new discoveries. And it enables the multi-disciplinary research that is needed to solve global 21st century problems. Open access connects science with society. It allows the public to engage with research. To go behind the headlines. And look at the scientific evidence. And it enables policy makers to draw on innovative solutions to societal challenges.\n\nCarlos Moedas, the European Commissioner for Research Science and Innovation at the STM Annual Frankfurt Conference, October 2016.",metaKeywords:null,canonicalURL:"about-open-access",contentRaw:'[{"type":"htmlEditorComponent","content":"The Open Access publishing movement started in the early 2000s when academic leaders from around the world participated in the formation of the Budapest Initiative. They developed recommendations for an Open Access publishing process, “which has worked for the past decade to provide the public with unrestricted, free access to scholarly research—much of which is publicly funded. Making the research publicly available to everyone—free of charge and without most copyright and licensing restrictions—will accelerate scientific research efforts and allow authors to reach a larger number of readers” (reference: http://www.budapestopenaccessinitiative.org)
\\n\\nIntechOpen’s co-founders, both scientists themselves, created the company while undertaking research in robotics at Vienna University. Their goal was to spread research freely “for scientists, by scientists’ to the rest of the world via the Open Access publishing model. The company soon became a signatory of the Budapest Initiative, which currently has more than 1000 supporting organizations worldwide, ranging from universities to funders.
\\n\\nAt IntechOpen today, we are still as committed to working with organizations and people who care about scientific discovery, to putting the academic needs of the scientific community first, and to providing an Open Access environment where scientists can maximize their contribution to scientific advancement. By opening up access to the world’s scientific research articles and book chapters, we aim to facilitate greater opportunity for collaboration, scientific discovery and progress. We subscribe wholeheartedly to the Open Access definition:
\\n\\n“By “open access” to [peer-reviewed research literature], we mean its free availability on the public internet, permitting any users to read, download, copy, distribute, print, search, or link to the full texts of these articles, crawl them for indexing, pass them as data to software, or use them for any other lawful purpose, without financial, legal, or technical barriers other than those inseparable from gaining access to the internet itself. The only constraint on reproduction and distribution, and the only role for copyright in this domain, should be to give authors control over the integrity of their work and the right to be properly acknowledged and cited” (reference: http://www.budapestopenaccessinitiative.org)
\\n\\nOAI-PMH
\\n\\nAs a firm believer in the wider dissemination of knowledge, IntechOpen supports the Open Access Initiative Protocol for Metadata Harvesting (OAI-PMH Version 2.0). Read more
\\n\\nLicense
\\n\\nBook chapters published in edited volumes are distributed under the Creative Commons Attribution 3.0 Unported License (CC BY 3.0). IntechOpen upholds a very flexible Copyright Policy. There is no copyright transfer to the publisher and Authors retain exclusive copyright to their work. All Monographs/Compacts are distributed under the Creative Commons Attribution-NonCommercial 4.0 International (CC BY-NC 4.0). Read more
\\n\\nPeer Review Policies
\\n\\nAll scientific works are Peer Reviewed prior to publishing. Read more
\\n\\nOA Publishing Fees
\\n\\nThe Open Access publishing model employed by IntechOpen eliminates subscription charges and pay-per-view fees, enabling readers to access research at no cost. In order to sustain operations and keep our publications freely accessible we levy an Open Access Publishing Fee for manuscripts, which helps us cover the costs of editorial work and the production of books. Read more
\\n\\nDigital Archiving Policy
\\n\\nIntechOpen is committed to ensuring the long-term preservation and the availability of all scholarly research we publish. We employ a variety of means to enable us to deliver on our commitments to the scientific community. Apart from preservation by the Croatian National Library (for publications prior to April 18, 2018) and the British Library (for publications after April 18, 2018), our entire catalogue is preserved in the CLOCKSS archive.
\\n\\nOpen Science is transparent and accessible knowledge that is shared and developed through collaborative networks.
\\n\\nOpen Science is about increased rigour, accountability, and reproducibility for research. It is based on the principles of inclusion, fairness, equity, and sharing, and ultimately seeks to change the way research is done, who is involved and how it is valued. It aims to make research more open to participation, review/refutation, improvement and (re)use for the world to benefit.
\\n\\nOpen Science refers to doing traditional science with more transparency involved at various stages, for example by openly sharing code and data. It implies a growing set of practices - within different disciplines - aiming at:
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The Open Access publishing movement started in the early 2000s when academic leaders from around the world participated in the formation of the Budapest Initiative. They developed recommendations for an Open Access publishing process, “which has worked for the past decade to provide the public with unrestricted, free access to scholarly research—much of which is publicly funded. Making the research publicly available to everyone—free of charge and without most copyright and licensing restrictions—will accelerate scientific research efforts and allow authors to reach a larger number of readers” (reference: http://www.budapestopenaccessinitiative.org)
\n\nIntechOpen’s co-founders, both scientists themselves, created the company while undertaking research in robotics at Vienna University. Their goal was to spread research freely “for scientists, by scientists’ to the rest of the world via the Open Access publishing model. The company soon became a signatory of the Budapest Initiative, which currently has more than 1000 supporting organizations worldwide, ranging from universities to funders.
\n\nAt IntechOpen today, we are still as committed to working with organizations and people who care about scientific discovery, to putting the academic needs of the scientific community first, and to providing an Open Access environment where scientists can maximize their contribution to scientific advancement. By opening up access to the world’s scientific research articles and book chapters, we aim to facilitate greater opportunity for collaboration, scientific discovery and progress. We subscribe wholeheartedly to the Open Access definition:
\n\n“By “open access” to [peer-reviewed research literature], we mean its free availability on the public internet, permitting any users to read, download, copy, distribute, print, search, or link to the full texts of these articles, crawl them for indexing, pass them as data to software, or use them for any other lawful purpose, without financial, legal, or technical barriers other than those inseparable from gaining access to the internet itself. The only constraint on reproduction and distribution, and the only role for copyright in this domain, should be to give authors control over the integrity of their work and the right to be properly acknowledged and cited” (reference: http://www.budapestopenaccessinitiative.org)
\n\nOAI-PMH
\n\nAs a firm believer in the wider dissemination of knowledge, IntechOpen supports the Open Access Initiative Protocol for Metadata Harvesting (OAI-PMH Version 2.0). Read more
\n\nLicense
\n\nBook chapters published in edited volumes are distributed under the Creative Commons Attribution 3.0 Unported License (CC BY 3.0). IntechOpen upholds a very flexible Copyright Policy. There is no copyright transfer to the publisher and Authors retain exclusive copyright to their work. All Monographs/Compacts are distributed under the Creative Commons Attribution-NonCommercial 4.0 International (CC BY-NC 4.0). Read more
\n\nPeer Review Policies
\n\nAll scientific works are Peer Reviewed prior to publishing. Read more
\n\nOA Publishing Fees
\n\nThe Open Access publishing model employed by IntechOpen eliminates subscription charges and pay-per-view fees, enabling readers to access research at no cost. In order to sustain operations and keep our publications freely accessible we levy an Open Access Publishing Fee for manuscripts, which helps us cover the costs of editorial work and the production of books. Read more
\n\nDigital Archiving Policy
\n\nIntechOpen is committed to ensuring the long-term preservation and the availability of all scholarly research we publish. We employ a variety of means to enable us to deliver on our commitments to the scientific community. Apart from preservation by the Croatian National Library (for publications prior to April 18, 2018) and the British Library (for publications after April 18, 2018), our entire catalogue is preserved in the CLOCKSS archive.
\n\nOpen Science is transparent and accessible knowledge that is shared and developed through collaborative networks.
\n\nOpen Science is about increased rigour, accountability, and reproducibility for research. It is based on the principles of inclusion, fairness, equity, and sharing, and ultimately seeks to change the way research is done, who is involved and how it is valued. It aims to make research more open to participation, review/refutation, improvement and (re)use for the world to benefit.
\n\nOpen Science refers to doing traditional science with more transparency involved at various stages, for example by openly sharing code and data. It implies a growing set of practices - within different disciplines - aiming at:
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He has published more than 50 papers in journals and 2 books.",institutionString:null,institution:{name:"Universitas Internasional Batam",country:{name:"Indonesia"}}},{id:"314576",title:"Dr.",name:"Ibai",middleName:null,surname:"Laña",slug:"ibai-lana",fullName:"Ibai Laña",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/314576/images/system/314576.jpg",biography:"Dr. Ibai Laña works at TECNALIA as a data analyst. He received his Ph.D. in Artificial Intelligence from the University of the Basque Country (UPV/EHU), Spain, in 2018. He is currently a senior researcher at TECNALIA. His research interests fall within the intersection of intelligent transportation systems, machine learning, traffic data analysis, and data science. He has dealt with urban traffic forecasting problems, applying machine learning models and evolutionary algorithms. He has experience in origin-destination matrix estimation or point of interest and trajectory detection. Working with large volumes of data has given him a good command of big data processing tools and NoSQL databases. He has also been a visiting scholar at the Knowledge Engineering and Discovery Research Institute, Auckland University of Technology.",institutionString:"TECNALIA Research & Innovation",institution:{name:"Tecnalia",country:{name:"Spain"}}},{id:"314575",title:"Dr.",name:"Jesus",middleName:null,surname:"L. Lobo",slug:"jesus-l.-lobo",fullName:"Jesus L. Lobo",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/314575/images/system/314575.png",biography:"Dr. Jesús López is currently based in Bilbao (Spain) working at TECNALIA as Artificial Intelligence Research Scientist. In most cases, a project idea or a new research line needs to be investigated to see if it is good enough to take into production or to focus on it. That is exactly what he does, diving into Machine Learning algorithms and technologies to help TECNALIA to decide whether something is great in theory or will actually impact on the product or processes of its projects. So, he is expert at framing experiments, developing hypotheses, and proving whether they’re true or not, in order to investigate fundamental problems with a longer time horizon. He is also able to design and develop PoCs and system prototypes in simulation. He has participated in several national and internacional R&D projects.\n\nAs another relevant part of his everyday research work, he usually publishes his findings in reputed scientific refereed journals and international conferences, occasionally acting as reviewer and Programme Commitee member. Concretely, since 2018 he has published 9 JCR (8 Q1) journal papers, 9 conference papers (e.g. ECML PKDD 2021), and he has co-edited a book. He is also active in popular science writing data science stories for reputed blogs (KDNuggets, TowardsDataScience, Naukas). Besides, he has recently embarked on mentoring programmes as mentor, and has also worked as data science trainer.",institutionString:"TECNALIA Research & Innovation",institution:{name:"Tecnalia",country:{name:"Spain"}}},{id:"103779",title:"Prof.",name:"Yalcin",middleName:null,surname:"Isler",slug:"yalcin-isler",fullName:"Yalcin Isler",position:null,profilePictureURL:"https://s3.us-east-1.amazonaws.com/intech-files/0030O00002bRyQ8QAK/Profile_Picture_1628834958734",biography:"Yalcin Isler (1971 - Burdur / Turkey) received the B.Sc. degree in the Department of Electrical and Electronics Engineering from Anadolu University, Eskisehir, Turkey, in 1993, the M.Sc. degree from the Department of Electronics and Communication Engineering, Suleyman Demirel University, Isparta, Turkey, in 1996, the Ph.D. degree from the Department of Electrical and Electronics Engineering, Dokuz Eylul University, Izmir, Turkey, in 2009, and the Competence of Associate Professorship from the Turkish Interuniversity Council in 2019.\n\nHe was Lecturer at Burdur Vocational School in Suleyman Demirel University (1993-2000, Burdur / Turkey), Software Engineer (2000-2002, Izmir / Turkey), Research Assistant in Bulent Ecevit University (2002-2003, Zonguldak / Turkey), Research Assistant in Dokuz Eylul University (2003-2010, Izmir / Turkey), Assistant Professor at the Department of Electrical and Electronics Engineering in Bulent Ecevit University (2010-2012, Zonguldak / Turkey), Assistant Professor at the Department of Biomedical Engineering in Izmir Katip Celebi University (2012-2019, Izmir / Turkey). He is an Associate Professor at the Department of Biomedical Engineering at Izmir Katip Celebi University, Izmir / Turkey, since 2019. In addition to academics, he has also founded Islerya Medical and Information Technologies Company, Izmir / Turkey, since 2017.\n\nHis main research interests cover biomedical signal processing, pattern recognition, medical device design, programming, and embedded systems. He has many scientific papers and participated in several projects in these study fields. He was an IEEE Student Member (2009-2011) and IEEE Member (2011-2014) and has been IEEE Senior Member since 2014.",institutionString:null,institution:{name:"Izmir Kâtip Çelebi University",country:{name:"Turkey"}}},{id:"339677",title:"Dr.",name:"Mrinmoy",middleName:null,surname:"Roy",slug:"mrinmoy-roy",fullName:"Mrinmoy Roy",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/339677/images/16768_n.jpg",biography:"An accomplished Sales & Marketing professional with 12 years of cross-functional experience in well-known organisations such as CIPLA, LUPIN, GLENMARK, ASTRAZENECA across different segment of Sales & Marketing, International Business, Institutional Business, Product Management, Strategic Marketing of HIV, Oncology, Derma, Respiratory, Anti-Diabetic, Nutraceutical & Stomatological Product Portfolio and Generic as well as Chronic Critical Care Portfolio. A First Class MBA in International Business & Strategic Marketing, B.Pharm, D.Pharm, Google Certified Digital Marketing Professional. Qualified PhD Candidate in Operations and Management with special focus on Artificial Intelligence and Machine Learning adoption, analysis and use in Healthcare, Hospital & Pharma Domain. Seasoned with diverse therapy area of Pharmaceutical Sales & Marketing ranging from generating revenue through generating prescriptions, launching new products, and making them big brands with continuous strategy execution at the Physician and Patients level. Moved from Sales to Marketing and Business Development for 3.5 years in South East Asian Market operating from Manila, Philippines. Came back to India and handled and developed Brands such as Gluconorm, Lupisulin, Supracal, Absolut Woman, Hemozink, Fabiflu (For COVID 19), and many more. In my previous assignment I used to develop and execute strategies on Sales & Marketing, Commercialization & Business Development for Institution and Corporate Hospital Business portfolio of Oncology Therapy Area for AstraZeneca Pharma India Ltd. Being a Research Scholar and Student of ‘Operations Research & Management: Artificial Intelligence’ I published several pioneer research papers and book chapters on the same in Internationally reputed journals and Books indexed in Scopus, Springer and Ei Compendex, Google Scholar etc. Currently, I am launching PGDM Pharmaceutical Management Program in IIHMR Bangalore and spearheading the course curriculum and structure of the same. I am interested in Collaboration for Healthcare Innovation, Pharma AI Innovation, Future trend in Marketing and Management with incubation on Healthcare, Healthcare IT startups, AI-ML Modelling and Healthcare Algorithm based training module development. I am also an affiliated member of the Institute of Management Consultant of India, looking forward to Healthcare, Healthcare IT and Innovation, Pharma and Hospital Management Consulting works.",institutionString:null,institution:{name:"Lovely Professional University",country:{name:"India"}}},{id:"310576",title:"Prof.",name:"Erick Giovani",middleName:null,surname:"Sperandio Nascimento",slug:"erick-giovani-sperandio-nascimento",fullName:"Erick Giovani Sperandio Nascimento",position:null,profilePictureURL:"https://intech-files.s3.amazonaws.com/0033Y00002pDKxDQAW/ProfilePicture%202022-06-20%2019%3A57%3A24.788",biography:"Prof. Erick Sperandio is the Lead Researcher and professor of Artificial Intelligence (AI) at SENAI CIMATEC, Bahia, Brazil, also working with Computational Modeling (CM) and HPC. He holds a PhD in Environmental Engineering in the area of Atmospheric Computational Modeling, a Master in Informatics in the field of Computational Intelligence and Graduated in Computer Science from UFES. He currently coordinates, leads and participates in R&D projects in the areas of AI, computational modeling and supercomputing applied to different areas such as Oil and Gas, Health, Advanced Manufacturing, Renewable Energies and Atmospheric Sciences, advising undergraduate, master's and doctoral students. He is the Lead Researcher at SENAI CIMATEC's Reference Center on Artificial Intelligence. In addition, he is a Certified Instructor and University Ambassador of the NVIDIA Deep Learning Institute (DLI) in the areas of Deep Learning, Computer Vision, Natural Language Processing and Recommender Systems, and Principal Investigator of the NVIDIA/CIMATEC AI Joint Lab, the first in Latin America within the NVIDIA AI Technology Center (NVAITC) worldwide program. He also works as a researcher at the Supercomputing Center for Industrial Innovation (CS2i) and at the SENAI Institute of Innovation for Automation (ISI Automação), both from SENAI CIMATEC. He is a member and vice-coordinator of the Basic Board of Scientific-Technological Advice and Evaluation, in the area of Innovation, of the Foundation for Research Support of the State of Bahia (FAPESB). He serves as Technology Transfer Coordinator and one of the Principal Investigators at the National Applied Research Center in Artificial Intelligence (CPA-IA) of SENAI CIMATEC, focusing on Industry, being one of the six CPA-IA in Brazil approved by MCTI / FAPESP / CGI.br. He also participates as one of the representatives of Brazil in the BRICS Innovation Collaboration Working Group on HPC, ICT and AI. He is the coordinator of the Work Group of the Axis 5 - Workforce and Training - of the Brazilian Strategy for Artificial Intelligence (EBIA), and member of the MCTI/EMBRAPII AI Innovation Network Training Committee. He is the coordinator, by SENAI CIMATEC, of the Artificial Intelligence Reference Network of the State of Bahia (REDE BAH.IA). He leads the working group of experts representing Brazil in the Global Partnership on Artificial Intelligence (GPAI), on the theme \"AI and the Pandemic Response\".",institutionString:"Manufacturing and Technology Integrated Campus – SENAI CIMATEC",institution:null},{id:"1063",title:"Prof.",name:"Constantin",middleName:null,surname:"Volosencu",slug:"constantin-volosencu",fullName:"Constantin Volosencu",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/1063/images/system/1063.png",biography:"Prof. Dr. Constantin Voloşencu graduated as an engineer from\nPolitehnica University of Timișoara, Romania, where he also\nobtained a doctorate degree. He is currently a full professor in\nthe Department of Automation and Applied Informatics at the\nsame university. Dr. Voloşencu is the author of ten books, seven\nbook chapters, and more than 160 papers published in journals\nand conference proceedings. He has also edited twelve books and\nhas twenty-seven patents to his name. He is a manager of research grants, editor in\nchief and member of international journal editorial boards, a former plenary speaker, a member of scientific committees, and chair at international conferences. His\nresearch is in the fields of control systems, control of electric drives, fuzzy control\nsystems, neural network applications, fault detection and diagnosis, sensor network\napplications, monitoring of distributed parameter systems, and power ultrasound\napplications. He has developed automation equipment for machine tools, spooling\nmachines, high-power ultrasound processes, and more.",institutionString:"Polytechnic University of Timişoara",institution:{name:"Polytechnic University of Timişoara",country:{name:"Romania"}}},{id:"221364",title:"Dr.",name:"Eneko",middleName:null,surname:"Osaba",slug:"eneko-osaba",fullName:"Eneko Osaba",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/221364/images/system/221364.jpg",biography:"Dr. Eneko Osaba works at TECNALIA as a senior researcher. He obtained his Ph.D. in Artificial Intelligence in 2015. He has participated in more than twenty-five local and European research projects, and in the publication of more than 130 papers. He has performed several stays at universities in the United Kingdom, Italy, and Malta. Dr. Osaba has served as a program committee member in more than forty international conferences and participated in organizing activities in more than ten international conferences. He is a member of the editorial board of the International Journal of Artificial Intelligence, Data in Brief, and Journal of Advanced Transportation. He is also a guest editor for the Journal of Computational Science, Neurocomputing, Swarm, and Evolutionary Computation and IEEE ITS Magazine.",institutionString:"TECNALIA Research & Innovation",institution:{name:"Tecnalia",country:{name:"Spain"}}},{id:"275829",title:"Dr.",name:"Esther",middleName:null,surname:"Villar-Rodriguez",slug:"esther-villar-rodriguez",fullName:"Esther Villar-Rodriguez",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/275829/images/system/275829.jpg",biography:"Dr. Esther Villar obtained a Ph.D. in Information and Communication Technologies from the University of Alcalá, Spain, in 2015. She obtained a degree in Computer Science from the University of Deusto, Spain, in 2010, and an MSc in Computer Languages and Systems from the National University of Distance Education, Spain, in 2012. Her areas of interest and knowledge include natural language processing (NLP), detection of impersonation in social networks, semantic web, and machine learning. Dr. Esther Villar made several contributions at conferences and publishing in various journals in those fields. Currently, she is working within the OPTIMA (Optimization Modeling & Analytics) business of TECNALIA’s ICT Division as a data scientist in projects related to the prediction and optimization of management and industrial processes (resource planning, energy efficiency, etc).",institutionString:"TECNALIA Research & Innovation",institution:{name:"Tecnalia",country:{name:"Spain"}}},{id:"49813",title:"Dr.",name:"Javier",middleName:null,surname:"Del Ser",slug:"javier-del-ser",fullName:"Javier Del Ser",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/49813/images/system/49813.png",biography:"Prof. Dr. Javier Del Ser received his first PhD in Telecommunication Engineering (Cum Laude) from the University of Navarra, Spain, in 2006, and a second PhD in Computational Intelligence (Summa Cum Laude) from the University of Alcala, Spain, in 2013. He is currently a principal researcher in data analytics and optimisation at TECNALIA (Spain), a visiting fellow at the Basque Center for Applied Mathematics (BCAM) and a part-time lecturer at the University of the Basque Country (UPV/EHU). His research interests gravitate on the use of descriptive, prescriptive and predictive algorithms for data mining and optimization in a diverse range of application fields such as Energy, Transport, Telecommunications, Health and Industry, among others. In these fields he has published more than 240 articles, co-supervised 8 Ph.D. theses, edited 6 books, coauthored 7 patents and participated/led more than 40 research projects. He is a Senior Member of the IEEE, and a recipient of the Biscay Talent prize for his academic career.",institutionString:"Tecnalia Research & Innovation",institution:null},{id:"278948",title:"Dr.",name:"Carlos Pedro",middleName:null,surname:"Gonçalves",slug:"carlos-pedro-goncalves",fullName:"Carlos Pedro Gonçalves",position:null,profilePictureURL:"https://s3.us-east-1.amazonaws.com/intech-files/0030O00002bRcmyQAC/Profile_Picture_1564224512145",biography:'Carlos Pedro Gonçalves (PhD) is an Associate Professor at Lusophone University of Humanities and Technologies and a researcher on Complexity Sciences, Quantum Technologies, Artificial Intelligence, Strategic Studies, Studies in Intelligence and Security, FinTech and Financial Risk Modeling. He is also a progammer with programming experience in:\n\nA) Quantum Computing using Qiskit Python module and IBM Quantum Experience Platform, with software developed on the simulation of Quantum Artificial Neural Networks and Quantum Cybersecurity;\n\nB) Artificial Intelligence and Machine learning programming in Python;\n\nC) Artificial Intelligence, Multiagent Systems Modeling and System Dynamics Modeling in Netlogo, with models developed in the areas of Chaos Theory, Econophysics, Artificial Intelligence, Classical and Quantum Complex Systems Science, with the Econophysics models having been cited worldwide and incorporated in PhD programs by different Universities.\n\nReceived an Arctic Code Vault Contributor status by GitHub, due to having developed open source software preserved in the \\"Arctic Code Vault\\" for future generations (https://archiveprogram.github.com/arctic-vault/), with the Strategy Analyzer A.I. module for decision making support (based on his PhD thesis, used in his Classes on Decision Making and in Strategic Intelligence Consulting Activities) and QNeural Python Quantum Neural Network simulator also preserved in the \\"Arctic Code Vault\\", for access to these software modules see: https://github.com/cpgoncalves. He is also a peer reviewer with outsanding review status from Elsevier journals, including Physica A, Neurocomputing and Engineering Applications of Artificial Intelligence. Science CV available at: https://www.cienciavitae.pt//pt/8E1C-A8B3-78C5 and ORCID: https://orcid.org/0000-0002-0298-3974',institutionString:"University of Lisbon",institution:{name:"Universidade Lusófona",country:{name:"Portugal"}}},{id:"241400",title:"Prof.",name:"Mohammed",middleName:null,surname:"Bsiss",slug:"mohammed-bsiss",fullName:"Mohammed Bsiss",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/241400/images/8062_n.jpg",biography:null,institutionString:null,institution:null},{id:"276128",title:"Dr.",name:"Hira",middleName:null,surname:"Fatima",slug:"hira-fatima",fullName:"Hira Fatima",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/276128/images/14420_n.jpg",biography:"Dr. Hira Fatima\nAssistant Professor\nDepartment of Mathematics\nInstitute of Applied Science\nMangalayatan University, Aligarh\nMobile: no : 8532041179\nhirafatima2014@gmal.com\n\nDr. Hira Fatima has received his Ph.D. degree in pure Mathematics from Aligarh Muslim University, Aligarh India. Currently working as an Assistant Professor in the Department of Mathematics, Institute of Applied Science, Mangalayatan University, Aligarh. She taught so many courses of Mathematics of UG and PG level. Her research Area of Expertise is Functional Analysis & Sequence Spaces. She has been working on Ideal Convergence of double sequence. She has published 17 research papers in National and International Journals including Cogent Mathematics, Filomat, Journal of Intelligent and Fuzzy Systems, Advances in Difference Equations, Journal of Mathematical Analysis, Journal of Mathematical & Computer Science etc. She has also reviewed few research papers for the and international journals. She is a member of Indian Mathematical Society.",institutionString:null,institution:null},{id:"414880",title:"Dr.",name:"Maryam",middleName:null,surname:"Vatankhah",slug:"maryam-vatankhah",fullName:"Maryam Vatankhah",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Borough of Manhattan Community College",country:{name:"United States of America"}}},{id:"414879",title:"Prof.",name:"Mohammad-Reza",middleName:null,surname:"Akbarzadeh-Totonchi",slug:"mohammad-reza-akbarzadeh-totonchi",fullName:"Mohammad-Reza Akbarzadeh-Totonchi",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Ferdowsi University of Mashhad",country:{name:"Iran"}}},{id:"414878",title:"Prof.",name:"Reza",middleName:null,surname:"Fazel-Rezai",slug:"reza-fazel-rezai",fullName:"Reza Fazel-Rezai",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"American Public University System",country:{name:"United States of America"}}},{id:"302698",title:"Dr.",name:"Yao",middleName:null,surname:"Shan",slug:"yao-shan",fullName:"Yao Shan",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Dalian University of Technology",country:{name:"China"}}},{id:"125911",title:"Prof.",name:"Jia-Ching",middleName:null,surname:"Wang",slug:"jia-ching-wang",fullName:"Jia-Ching Wang",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"National Central University",country:{name:"Taiwan"}}},{id:"357085",title:"Mr.",name:"P. Mohan",middleName:null,surname:"Anand",slug:"p.-mohan-anand",fullName:"P. Mohan Anand",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Indian Institute of Technology Kanpur",country:{name:"India"}}},{id:"356696",title:"Ph.D. Student",name:"P.V.",middleName:null,surname:"Sai Charan",slug:"p.v.-sai-charan",fullName:"P.V. Sai Charan",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Indian Institute of Technology Kanpur",country:{name:"India"}}},{id:"357086",title:"Prof.",name:"Sandeep K.",middleName:null,surname:"Shukla",slug:"sandeep-k.-shukla",fullName:"Sandeep K. Shukla",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Indian Institute of Technology Kanpur",country:{name:"India"}}},{id:"356823",title:"MSc.",name:"Seonghee",middleName:null,surname:"Min",slug:"seonghee-min",fullName:"Seonghee Min",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Daegu University",country:{name:"Korea, South"}}},{id:"353307",title:"Prof.",name:"Yoosoo",middleName:null,surname:"Oh",slug:"yoosoo-oh",fullName:"Yoosoo Oh",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:"Yoosoo Oh received his Bachelor's degree in the Department of Electronics and Engineering from Kyungpook National University in 2002. He obtained his Master’s degree in the Department of Information and Communications from Gwangju Institute of Science and Technology (GIST) in 2003. In 2010, he received his Ph.D. degree in the School of Information and Mechatronics from GIST. In the meantime, he was an executed team leader at Culture Technology Institute, GIST, 2010-2012. In 2011, he worked at Lancaster University, the UK as a visiting scholar. In September 2012, he joined Daegu University, where he is currently an associate professor in the School of ICT Conver, Daegu University. Also, he served as the Board of Directors of KSIIS since 2019, and HCI Korea since 2016. From 2017~2019, he worked as a center director of the Mixed Reality Convergence Research Center at Daegu University. From 2015-2017, He worked as a director in the Enterprise Supporting Office of LINC Project Group, Daegu University. His research interests include Activity Fusion & Reasoning, Machine Learning, Context-aware Middleware, Human-Computer Interaction, etc.",institutionString:null,institution:{name:"Daegu Gyeongbuk Institute of Science and Technology",country:{name:"Korea, South"}}},{id:"262719",title:"Dr.",name:"Esma",middleName:null,surname:"Ergüner Özkoç",slug:"esma-erguner-ozkoc",fullName:"Esma Ergüner Özkoç",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Başkent University",country:{name:"Turkey"}}},{id:"346530",title:"Dr.",name:"Ibrahim",middleName:null,surname:"Kaya",slug:"ibrahim-kaya",fullName:"Ibrahim Kaya",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Izmir Kâtip Çelebi University",country:{name:"Turkey"}}},{id:"419199",title:"Dr.",name:"Qun",middleName:null,surname:"Yang",slug:"qun-yang",fullName:"Qun Yang",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"University of Auckland",country:{name:"New Zealand"}}}]}},subseries:{item:{id:"17",type:"subseries",title:"Metabolism",keywords:"Biomolecules Metabolism, Energy Metabolism, Metabolic Pathways, Key Metabolic Enzymes, Metabolic Adaptation",scope:"Metabolism is frequently defined in biochemistry textbooks as the overall process that allows living systems to acquire and use the free energy they need for their vital functions or the chemical processes that occur within a living organism to maintain life. Behind these definitions are hidden all the aspects of normal and pathological functioning of all processes that the topic ‘Metabolism’ will cover within the Biochemistry Series. Thus all studies on metabolism will be considered for publication.",coverUrl:"https://cdn.intechopen.com/series_topics/covers/17.jpg",hasOnlineFirst:!0,hasPublishedBooks:!0,annualVolume:11413,editor:{id:"138626",title:"Dr.",name:"Yannis",middleName:null,surname:"Karamanos",slug:"yannis-karamanos",fullName:"Yannis Karamanos",profilePictureURL:"https://s3.us-east-1.amazonaws.com/intech-files/0030O00002g6Jv2QAE/Profile_Picture_1629356660984",biography:"Yannis Karamanos, born in Greece in 1953, completed his pre-graduate studies at the Université Pierre et Marie Curie, Paris, then his Masters and Doctoral degree at the Université de Lille (1983). He was associate professor at the University of Limoges (1987) before becoming full professor of biochemistry at the Université d’Artois (1996). 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Behind these definitions are hidden all the aspects of normal and pathological functioning of all processes that the topic ‘Metabolism’ will cover within the Biochemistry Series. Thus all studies on metabolism will be considered for publication.",annualVolume:11413,isOpenForSubmission:!0,coverUrl:"https://cdn.intechopen.com/series_topics/covers/17.jpg",editor:{id:"138626",title:"Dr.",name:"Yannis",middleName:null,surname:"Karamanos",fullName:"Yannis Karamanos",profilePictureURL:"https://s3.us-east-1.amazonaws.com/intech-files/0030O00002g6Jv2QAE/Profile_Picture_1629356660984",institutionString:null,institution:{name:"Artois University",institutionURL:null,country:{name:"France"}}},editorTwo:null,editorThree:null,editorialBoard:[{id:"243049",title:"Dr.",name:"Anca",middleName:null,surname:"Pantea Stoian",fullName:"Anca Pantea Stoian",profilePictureURL:"https://mts.intechopen.com/storage/users/243049/images/system/243049.jpg",institutionString:null,institution:{name:"Carol Davila University of Medicine and Pharmacy",institutionURL:null,country:{name:"Romania"}}},{id:"203824",title:"Dr.",name:"Attilio",middleName:null,surname:"Rigotti",fullName:"Attilio Rigotti",profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",institutionString:null,institution:{name:"Pontifical Catholic University of Chile",institutionURL:null,country:{name:"Chile"}}},{id:"300470",title:"Dr.",name:"Yanfei (Jacob)",middleName:null,surname:"Qi",fullName:"Yanfei (Jacob) Qi",profilePictureURL:"https://mts.intechopen.com/storage/users/300470/images/system/300470.jpg",institutionString:null,institution:{name:"Centenary Institute of Cancer Medicine and Cell Biology",institutionURL:null,country:{name:"Australia"}}}]},{id:"18",title:"Proteomics",keywords:"Mono- and Two-Dimensional Gel Electrophoresis (1-and 2-DE), Liquid Chromatography (LC), Mass Spectrometry/Tandem Mass Spectrometry (MS; MS/MS), Proteins",scope:"With the recognition that the human genome cannot provide answers to the etiology of a disorder, changes in the proteins expressed by a genome became a focus in research. Thus proteomics, an area of research that detects all protein forms expressed in an organism, including splice isoforms and post-translational modifications, is more suitable than genomics for a comprehensive understanding of the biochemical processes that govern life. The most common proteomics applications are currently in the clinical field for the identification, in a variety of biological matrices, of biomarkers for diagnosis and therapeutic intervention of disorders. From the comparison of proteomic profiles of control and disease or different physiological states, which may emerge, changes in protein expression can provide new insights into the roles played by some proteins in human pathologies. Understanding how proteins function and interact with each other is another goal of proteomics that makes this approach even more intriguing. Specialized technology and expertise are required to assess the proteome of any biological sample. Currently, proteomics relies mainly on mass spectrometry (MS) combined with electrophoretic (1 or 2-DE-MS) and/or chromatographic techniques (LC-MS/MS). MS is an excellent tool that has gained popularity in proteomics because of its ability to gather a complex body of information such as cataloging protein expression, identifying protein modification sites, and defining protein interactions. The Proteomics topic aims to attract contributions on all aspects of MS-based proteomics that, by pushing the boundaries of MS capabilities, may address biological problems that have not been resolved yet.",annualVolume:11414,isOpenForSubmission:!0,coverUrl:"https://cdn.intechopen.com/series_topics/covers/18.jpg",editor:{id:"200689",title:"Prof.",name:"Paolo",middleName:null,surname:"Iadarola",fullName:"Paolo Iadarola",profilePictureURL:"https://s3.us-east-1.amazonaws.com/intech-files/0030O00002bSCl8QAG/Profile_Picture_1623568118342",institutionString:null,institution:{name:"University of Pavia",institutionURL:null,country:{name:"Italy"}}},editorTwo:{id:"201414",title:"Dr.",name:"Simona",middleName:null,surname:"Viglio",fullName:"Simona Viglio",profilePictureURL:"https://s3.us-east-1.amazonaws.com/intech-files/0030O00002bRKDHQA4/Profile_Picture_1630402531487",institutionString:null,institution:{name:"University of Pavia",institutionURL:null,country:{name:"Italy"}}},editorThree:null,editorialBoard:[{id:"72288",title:"Dr.",name:"Arli Aditya",middleName:null,surname:"Parikesit",fullName:"Arli Aditya Parikesit",profilePictureURL:"https://mts.intechopen.com/storage/users/72288/images/system/72288.jpg",institutionString:null,institution:{name:"Indonesia International Institute for Life Sciences",institutionURL:null,country:{name:"Indonesia"}}},{id:"40928",title:"Dr.",name:"Cesar",middleName:null,surname:"Lopez-Camarillo",fullName:"Cesar Lopez-Camarillo",profilePictureURL:"https://mts.intechopen.com/storage/users/40928/images/3884_n.png",institutionString:null,institution:{name:"Universidad Autónoma de la Ciudad de México",institutionURL:null,country:{name:"Mexico"}}},{id:"81926",title:"Dr.",name:"Shymaa",middleName:null,surname:"Enany",fullName:"Shymaa Enany",profilePictureURL:"https://mts.intechopen.com/storage/users/81926/images/system/81926.png",institutionString:"Suez Canal University",institution:{name:"Suez Canal University",institutionURL:null,country:{name:"Egypt"}}}]}]}},libraryRecommendation:{success:null,errors:{},institutions:[]},route:{name:"chapter.detail",path:"/chapters/6684",hash:"",query:{},params:{id:"6684"},fullPath:"/chapters/6684",meta:{},from:{name:null,path:"/",hash:"",query:{},params:{},fullPath:"/",meta:{}}}},function(){var e;(e=document.currentScript||document.scripts[document.scripts.length-1]).parentNode.removeChild(e)}()