The cognitive restructuring process.
\\n\\n
Released this past November, the list is based on data collected from the Web of Science and highlights some of the world’s most influential scientific minds by naming the researchers whose publications over the previous decade have included a high number of Highly Cited Papers placing them among the top 1% most-cited.
\\n\\nWe wish to congratulate all of the researchers named and especially our authors on this amazing accomplishment! We are happy and proud to share in their success!
Note: Edited in March 2021
\\n"}]',published:!0,mainMedia:{caption:"Highly Cited",originalUrl:"/media/original/117"}},components:[{type:"htmlEditorComponent",content:'IntechOpen is proud to announce that 191 of our authors have made the Clarivate™ Highly Cited Researchers List for 2020, ranking them among the top 1% most-cited.
\n\nThroughout the years, the list has named a total of 261 IntechOpen authors as Highly Cited. Of those researchers, 69 have been featured on the list multiple times.
\n\n\n\nReleased this past November, the list is based on data collected from the Web of Science and highlights some of the world’s most influential scientific minds by naming the researchers whose publications over the previous decade have included a high number of Highly Cited Papers placing them among the top 1% most-cited.
\n\nWe wish to congratulate all of the researchers named and especially our authors on this amazing accomplishment! We are happy and proud to share in their success!
Note: Edited in March 2021
\n'}],latestNews:[{slug:"intechopen-supports-asapbio-s-new-initiative-publish-your-reviews-20220729",title:"IntechOpen Supports ASAPbio’s New Initiative Publish Your Reviews"},{slug:"webinar-introduction-to-open-science-wednesday-18-may-1-pm-cest-20220518",title:"Webinar: Introduction to Open Science | Wednesday 18 May, 1 PM CEST"},{slug:"step-in-the-right-direction-intechopen-launches-a-portfolio-of-open-science-journals-20220414",title:"Step in the Right Direction: IntechOpen Launches a Portfolio of Open Science Journals"},{slug:"let-s-meet-at-london-book-fair-5-7-april-2022-olympia-london-20220321",title:"Let’s meet at London Book Fair, 5-7 April 2022, Olympia London"},{slug:"50-books-published-as-part-of-intechopen-and-knowledge-unlatched-ku-collaboration-20220316",title:"50 Books published as part of IntechOpen and Knowledge Unlatched (KU) Collaboration"},{slug:"intechopen-joins-the-united-nations-sustainable-development-goals-publishers-compact-20221702",title:"IntechOpen joins the United Nations Sustainable Development Goals Publishers Compact"},{slug:"intechopen-signs-exclusive-representation-agreement-with-lsr-libros-servicios-y-representaciones-s-a-de-c-v-20211123",title:"IntechOpen Signs Exclusive Representation Agreement with LSR Libros Servicios y Representaciones S.A. de C.V"},{slug:"intechopen-expands-partnership-with-research4life-20211110",title:"IntechOpen Expands Partnership with Research4Life"}]},book:{item:{type:"book",id:"465",leadTitle:null,fullTitle:"Carbon Nanotubes Applications on Electron Devices",title:"Carbon Nanotubes",subtitle:"Applications on Electron Devices",reviewType:"peer-reviewed",abstract:"Carbon nanotubes (CNTs), discovered in 1991, have been a subject of intensive research for a wide range of applications. In the past decades, although carbon nanotubes have undergone massive research, considering the success of silicon, it has, nonetheless, been difficult to appreciate the potential influence of carbon nanotubes in current technology. The main objective of this book is therefore to give a wide variety of possible applications of carbon nanotubes in many industries related to electron device technology. This should allow the user to better appreciate the potential of these innovating nanometer sized materials. Readers of this book should have a good background on electron devices and semiconductor device physics as this book presents excellent results on possible device applications of carbon nanotubes. This book begins with an analysis on fabrication techniques, followed by a study on current models, and it presents a significant amount of work on different devices and applications available to current technology.",isbn:null,printIsbn:"978-953-307-496-2",pdfIsbn:"978-953-51-4465-6",doi:"10.5772/977",price:159,priceEur:175,priceUsd:205,slug:"carbon-nanotubes-applications-on-electron-devices",numberOfPages:572,isOpenForSubmission:!1,isInWos:1,isInBkci:!0,hash:null,bookSignature:"Jose Mauricio Marulanda",publishedDate:"August 1st 2011",coverURL:"https://cdn.intechopen.com/books/images_new/465.jpg",numberOfDownloads:101717,numberOfWosCitations:113,numberOfCrossrefCitations:86,numberOfCrossrefCitationsByBook:14,numberOfDimensionsCitations:118,numberOfDimensionsCitationsByBook:17,hasAltmetrics:1,numberOfTotalCitations:317,isAvailableForWebshopOrdering:!0,dateEndFirstStepPublish:"October 12th 2010",dateEndSecondStepPublish:"November 9th 2010",dateEndThirdStepPublish:"March 16th 2011",dateEndFourthStepPublish:"April 15th 2011",dateEndFifthStepPublish:"June 14th 2011",currentStepOfPublishingProcess:5,indexedIn:"1,2,3,4,5,6,7,8",editedByType:"Edited by",kuFlag:!1,featuredMarkup:null,editors:[{id:"9142",title:"Prof.",name:"Jose Mauricio",middleName:null,surname:"Marulanda",slug:"jose-mauricio-marulanda",fullName:"Jose Mauricio Marulanda",profilePictureURL:"https://mts.intechopen.com/storage/users/9142/images/1746_n.jpg",biography:"Jose Mauricio Marulanda has a Doctor of Philosophy in Electrical Engineering from Louisiana State University. He has a Masters and a Bachelor of Science in Electrical Engineering as well. He is currently working as a Senior Hardware Engineer for the Research and Development Center at ABB, Inc. At ABB, he currently conducts research in the area of Electromagnetic Compatibility (EMC). His areas of expertise are Computer Aided Design, VLSI, integrated circuit modeling and design. He has experience with system level validation by qualifying products to be released into the market with zero defects. He has an extensive academic and research experience in VLSI, MOS and bipolar devices, semiconductor device physics, device modeling and carbon nanotubes. His work in carbon nanotubes includes generating models for the electron transport in carbon nanotubes and their implementation as field effect transistors, logic gates, biosensors and interconnects. 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to examine the Kalman Filter (KF), also known as the Kalman Bucy Filter (KBF), from the standpoint of its engineering implementation. The intended purpose of the book will be to extend the circle of users of the Kalman filter by considering it not as a means of theoretical analysis, but rather as a powerful tool for the design of a technical system. The editor accumulated experience of using suboptimal KF in various aerospace applications and would wish to share it with the pool of potential users and like-minded specialists. Instead of the formal programming of the recursive KF equations some simple and robust sub-optimal forms are proposed. For example, developed by the editor, suboptimal (KBF), with bounded grows of memory (FBGM) and its steady-state form- the time-invariant filter with constant coefficients is aimed to be considered. This allows the developer to use the KBF not only for system state estimation but for control as well. Proceeding in this way developer can be guaranteed the filter stability and robustness in many practically uncertain situations when the statistic characteristics of system disturbances and measured errors are not entirely known. A guaranteed approach with using an equivalent white noise is also aimed to be considered. Some representative examples from typical aerospace systems (the editor’s main professional field) are intended to be presented. Summarizing the above, it can be emphasized that when implementing the KF it is always useful to replace the art of programming with the experience of designing conventional robust systems having an idealistic estimate of maximum (best) of achievable performance. This would prevent the system's real-time computer from many possible situations with “empty “computations and even to the divergence of the computational process. It can also show that the filter is not a magic mill and cannot achieve the desired performance if it cannot be achieved in principle, better that it can be “promised” by the KF quadratic criterion minimum, or if some state vector components are not observable and controllable.
",isbn:"978-1-80356-576-7",printIsbn:"978-1-80356-575-0",pdfIsbn:"978-1-80356-577-4",doi:null,price:0,priceEur:0,priceUsd:0,slug:null,numberOfPages:0,isOpenForSubmission:!1,isSalesforceBook:!1,isNomenclature:!1,hash:"4c3e68adcaeaa44f9fbfe9bb19bdd55b",bookSignature:"Dr. Yuri Kim",publishedDate:null,coverURL:"https://cdn.intechopen.com/books/images_new/11504.jpg",keywords:"Separation Theorem, Extended Kalman Filter, Covariance Matrix, Riccati Equation, FBGM, Analytical Implementation Forms, Physical Implementation Forms, Steady State Filter, Inertial Navigation System, Global Positioning System, Controllability, Multisensory Navigation",numberOfDownloads:null,numberOfWosCitations:0,numberOfCrossrefCitations:null,numberOfDimensionsCitations:null,numberOfTotalCitations:null,isAvailableForWebshopOrdering:!0,dateEndFirstStepPublish:"March 15th 2022",dateEndSecondStepPublish:"June 2nd 2022",dateEndThirdStepPublish:"August 1st 2022",dateEndFourthStepPublish:"October 20th 2022",dateEndFifthStepPublish:"December 19th 2022",dateConfirmationOfParticipation:null,remainingDaysToSecondStep:"3 months",secondStepPassed:!0,areRegistrationsClosed:!0,currentStepOfPublishingProcess:4,editedByType:null,kuFlag:!1,biosketch:"Prof. Y.V. Kim is a Doctor of Technical Science, having a broad and wealthy international scientific, engineering, and teaching experience, obtained in the former USSR, Israel, and Canada. He has many scientific publications and implemented inventions dedicated to Aerospace GN&C.",coeditorOneBiosketch:null,coeditorTwoBiosketch:null,coeditorThreeBiosketch:null,coeditorFourBiosketch:null,coeditorFiveBiosketch:null,editors:[{id:"316140",title:"Dr.",name:"Yuri",middleName:null,surname:"Kim",slug:"yuri-kim",fullName:"Yuri Kim",profilePictureURL:"https://mts.intechopen.com/storage/users/316140/images/system/316140.jpg",biography:"Yuri Kim\n24 Buttenut, Gatineau, QC, Canada\nTel : 1-(514)- 466-1033, e-mail: yurikim@hotmail.ca\n\nHIGHLIGHTS OF QUALIFICATIONS:\n\nExperienced scientist, engineer and manager with internationally recognized achievements in area of Aerospace Avionics, (GN&C); Analysis, design (HW&SW), integration, testing and operation for various aerospace platforms and missions. \n\nGained a broad experience in preparation of technical documents for Joint (Industry-Customer) State Commissions for the acceptance (commissioning) of Aerospace Avionics, Navigation and Special application experimental equipment for further serial production, and operational support. Last works have been dedicated to R&D projects developing new Satellite Navigation Control Technology and customer support of Canadian satellites Control system design.\n\n\nACADEMIC DEGREES:\n\n 1991 *Doctor of Technical Science Diploma in Aerospace Vehicles Guidance \n Navigation and Control \n Scientific Council of State Institute of Automatic Systems, Ministry of Aviation\n Industry of USSR, Moscow\n (Recognized by Canadian Professional Counsel of Engineers) \n1982 * Senior Scientific Fellow Diploma in Gyroscopes and Navigation systems \n Capital Certification Commission of Scientists, Ministry of High Education of\n USSR, Moscow.\n (Recognized by Canadian Professional Counsel of Engineers)\n1974 * Candidate of Technical Science Diploma in Aerospace Navigation\n and Control Systems (Accredited as Ph.D by York University, Toronto.)\n Scientific Council of Moscow Aviation Institute, Moscow.\n1970 * Engineer Electromechanic Diploma in Gyro and Navigation systems,\n Faculty of Flight Apparatuses Control Systems, Moscow Aviation Institute, \n Moscow (Accredited as between Masters Degree and Bachelor Degree by\n York University, Toronto).\n1965 * Radio and TV Systems Technician Certificate, Dnepropetrovsk Technical School \n of preparation of technical specialists for Soviet Army, Military Aviation and \n Navy.\n\nMILITARY EDUCATION:\n\n1970 * Engineer in ballistic rocket control system, Military Faculty of MAI, last rank senior engineer-lieutenant (in reserve)\n\n\n\nEMPLOYMENT HISTORY:\nA. GOVERNMENT\n\nAt present - Canadian Space Agency, Space Science and Technology Division, David Florida Laboratory\n\n Senior Aerospace System engineer \n\n° Performing, developing and supporting phases of design, testing, commissioning and \n operation for space vehicle orbit and attitude control systems, in particular: Tecsas, Scope, \n J2Sat, Small satellite, M3Msat, Cassiopea, Neossat, RCM, PCW\n\n° Reviewing and commenting on Attitude Control systems design documentations, related to \n all phases of system development commissioning and operation\n \n° Supporting Aerospace Industry R&D projects funding by CSA (STDP) as Scientific\n Authority, in particular: Microwheel (Dynacon), LOCOOS (NGC), PCW (Bristol)\n\n° Providing expertise on new initiatives for Space Exploration and Utilization regarding \n Attitude and Orbital Control and possible development of Canadian space launcher\n\n° Developing basic mathematical (Simulink/Matlab) simulator for developing the \n requirements and expected performance of AODCS for new space vehicles\n\n° Developing new basic technology (based on Kalman Filter) for satellite attitude\n determination and sensor calibration, developing of FF test-bed equipment and GPS \n navigation in environment of CSA laboratory, developing of methods of ACS sensors\n calibration, measuring and compensation of satellite residual magnetic moment, experimental determination of satellite inertia matrix during ACS integration tests\n\n° Interacting with Space Industry and Universities in the problems, related to development of \n new methods and systems for space vehicle attitude and orbit determination and control\n \n° Sharing with International Aerospace community CSA achievements and experience in\n development of new technologies and methods for space vehicle attitude and orbit \n determination and control through publications, presentations and participation in scientific\n conferences, meetings and symposiums as well as maintaining an awareness about new \n technological advancements\n \n° Providing professional training for students and post. Graduates in the area of Orbital and\n Attitude Dynamic and Control\n\nB. INDUSTRIAL\n\nSept. 1998 – Feb. 1999 – Olympia Engineering Ltd. (Toronto)\n\nResearch and Development Engineer\n\n•\tDevelopment of measuring instrument for measuring remote measuring of micro- deformations of machinery (milling machine) equipment\n•\tResearch and testing of differential GPS survey equipment and antennas in environment of industrial facility for developing a new remote method for the measuring of machinery micro-deformations\n\n\n\n\nFeb.1999 – Jun.2002 – Saskatoon Engineering Division of Calian Company, \n Radarsat-1 Operation Team (CSA, Montreal)\n\nAttitude Control System Analyst\n\n•\tWorking as RADARSAT-1 Attitude Control System Analyst performing day-to-day operation TLM data analysis; reporting, monitoring and solving ACS flight anomaly problems, maintaining ACS software and performance \n•\tAuthor of many reports (see attached list of publications), devoted to solving of Radarsat-1 non-benign Safe Hold Mode problem, Momentum Wheel failure problems and improvement of the performance of attitude determination method with Magnetometer and Sun Sensor (back up, ADM3 mode for the case of potential failure of Horizon Scanner).\n•\tPreparation and implementation of the solution for RADARSAT-1 operation without failed Momentum Wheels, that saved the satellite mission after the wheel failures\n(This work was prolonged after in CSA and awarded by the Canadian Government Award for the invention used by the Government)\n•\tDesign and implementation of new dynamic simulators (based on Simulink\ntoolbox) for Radarsat-1 ACS for operation support\n•\tPreparation for operation of new Canadian satellites Scisat and RADARSAT-2 \n\n\n\nJan. 1994 – Sep. 1997 – Israel Aviation Industry (IAI factories: TASHAN, LAHAV)\n\nAvionics system engineer\n\n•\tResearch and preliminary design of the Special Data Fusion System for a fighter-interceptor\n•\tIntegration of Inertial Navigation System with Global Position System into Upgraded Avionics Suit and installation in aircraft cockpit for A/C – trainer T-38\n\nNov. 1977 – Apr. 1993 – Moscow Research and Design Institute of Electromechanic and Automatic (formerly P/B: M5537, presently “Aviapribor” Corporation)\n\n \nHead of Division (R&D in Pilot-Navigation Systems)\n\n•\tLeadership of the Division, performing planning, financial and methodological duties, related to this position, reporting to the R&D deputy director of the Institute\n•\tResponsibility for Pilot-Navigation System integration, interaction, tests and transferring for serial production and operational support\n•\tInitiation and methodical leadership of innovative research and development projects\n•\tReviewing, commenting and implementation of Technical standards and Navigation norms\nas well as sharing progressive methods and results within Aerospace organizations within former USSR\n \n Head of Department (INS and Flight Management System SW Development)\n\n•\tLeadership and performing of duties of Head of Department \n•\tResponsibility for the prospective research and preliminary design of the Inertial Navigation Systems (INS) and Flight Management Systems (FMS)\n•\tDesign of the INS and FMS algorithms and simulation of expected performance\n•\tDevelopment of INS/FMS flight code\n•\tDevelopment of test procedures and simulators for FMS, and pilot nav.complexis for aircrafts \n•\tResponsibility for system performance analysis in the ground and flight tests\n\n Head of Sector (System Flight Test data analysis) \n\n•\tLeadership of the Sector\n•\tDevelopment of ground and flight test simulation procedures and requirements for test equipment and simulators, for flight test aircraft measuring equipment, installation and recorded data processing\n•\tDesign of Estimation and Identification algorithms for ground and flight data processing\n•\tTest data analysis, preparation of test results analysis reports and conclusions\n\n Senior Scientific Fellow\n\n•\tResearch, development and principal design of the special Suboptimal Kalman Filter for the fusion of data of various navigation sensors for aviation and space platforms\n•\tDevelopment of new Guidance and Navigation methods for aviation and space platforms\n•\tAnalysis of INS and FMS performance in ground and flight tests\n\nC. ACADEMIC \n\n1977–1993 – Moscow Aviation Institute, Moscow Institute of Instrument -\n Making, Aviation Industry Ministry Upgrade Qualification Institute\n(Part Time) Professor, Associate professor, Chairmen of State Diploma Commission,\n Member of Scientific Council\n•\tLecturer of the disciplines: Applied Oscillation, Theory (MIIM), Design of Instruments (MIIM), Integrated Navigation Systems (MUQI)\n•\tChairman of the State Diploma Commission -Gyro Instruments and Systems (MAI)\n•\tLeadership of postgraduates, participation in sessions of Scientific Council (MAI)\n•\tMethodical management of cathedra of Orientation and Navigation in MAI \n\n2009 McGill University, Montreal\n\nPart time lecturer for course (in English): Aircraft Performance, Stability and Control\n\n1970–1977 – Moscow Aviation Institute \n(Full Time) Associate Professor, Senior Researcher, Assistant Lecturer \n•\tLecturer of the courses: Spacecraft orbital mechanics and attitude determination and control, Inertial Navigation Systems, Gyro Instruments and Systems\n•\tResearch and development of suboptimal robust estimation methods for navigation data processing\n•\tResponsibility for the navigation systems laboratory\n•\tDeputy head of cathedra of Orientation and Navigation\n\nFIELDS OF THEORETICAL AND METHODOLOGIC EXPERTISE:\n \n•\tSpace vehicle Orbit and Attitude determination and control\n•\tGyro instruments and systems\n•\tRadio navigation systems\n•\tInertial Navigation systems\n•\tAirplane Navigation and Control\n•\tAnalytical mechanics \n•\tApplied oscillation theory\n•\tAutomatic control theory\n•\tStochastic estimation theory\n\nENGINEERING EXPERIENCE:\n\n•\tFlight and laboratory tests of Aerospace Avionics Equipment\n•\tDistribution of mission requirements between Aerospace vehicle subsystems, definition of functions and ICD \n•\tSpacecraft operation and performance maintenance\n•\tAvionics system (hardware and software) development and testing (autonomously and integration)\n•\tInertial navigation systems\n•\t Development of Avionics for Soviet Military aircrafts: Tu-142, Tu-95MC, An-124, An-70, A-40, Soviet Space shuttle “Buran” (responsibility for preliminary design of radio-navigation automatic landing system), \n•\tIsrael (IAI) upgrade of Avionics system for T-38 (USA Air force trainer) \n•\tOperation and modification in space Canadian Satellite RADARSAT-1 Attitude Control system\n•\tParticipation in commissioning of ACS of Canadian Satellite Scisat\n•\tDevelopment of a generic mathematical simulator for satellite AODCS analysis and simulation of expected performance for a family of Canadian new generation small satellites\n\nSCIENTIFIC EXPERIENCE:\n\n•\tTheoretical and experimental investigation in the fields of S/C Orbital and Attitude Control\n•\tKalman Filter suboptimization and robust guarantee estimation theory development: authorship of new Suboptimal Kalman Filter modification, methods of INS correction and calibration, Geomagnetic Inertial Navigation System\n•\tResearch in areas of ACS and INS sensors development, their performance improvement\n•\tVarious Avionics Systems Mathematical models development and mathematical and semi-natural simulation\n•\tCoordination of research and development projects related to Aerospace equipment performed by Universities and Industries\n•\tScientific reports and articles reviewing and editorship \n•\tMembership in Scientific Counsels and Commissions\n•\tTutorship of under-graduate, graduated and post -graduate students \n\n•\tScientific reports and inventions in the field of GN&C for aircraft and spacecraft methods development \n•\tSeveral articles dedicated to the development of new methods in estimation theory: new suboptimal Kalman Filter with limited growth of the memory, observability and factor of state vector components estimation, guaranteed ellipsoidal estimation and stochastic estimation comparison \n\nLANGUAGES:\n \n•\tEnglish, Russian, Ukrainian, 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People used to gamble dices even 6000 years ago, in today’s in China, as attested by archeological evidence [1].
There has been, throughout history, a plethora of personalities of different times preoccupied with gambling: Roman Emperors Nero and Claudius were recognized as great gamblers, while Lord Halifax, Marie Antoinette, the Duke of Wellington, and Dostoyevsky could belong in the modern definition of a compulsive gambler [2].
Research in the field shows us the fact that in the Unites States of America, approximately 85% of the adult population has participated at least once in their lifetime in a game of chance [3]; in Canada, a percentage of 63.3% of the adult population has gambled at least once during the year 2005, without developing addiction problems [4]; in Norway, more than 80% of the adult population has participated in a game of chance, out of whom, approximately 40% have gambled at least once a week.
When a person is gambling more and more and is allocating more and more money to gambling to the detriment of other daily activities, a compulsive disorder may be seen as emerging and developing, which risks becoming a gambling disorder. The consequences of compulsive gambling are many, ranging from financial problems to intensified or prolonged stress, from dismantled families to lost fortunes, academic abandonment, and more. It is becoming more and more important that the young population especially, but also the rest of the population seen entering casinos on an increasing larger scale, should understand what it means to gamble responsibly and how to avoid the slippery slope to gambling disorder [5].
Raylu and Oei [6] consider that there are three categories of factors that can contribute to the emergence and development of gambling disorder: family-related factors, individual factors, and sociological factors.
In terms of
The practice of excessive gambling has negative consequences on the gamblers as well as on the society per se, starting with poverty, family dismantling, and illegal behavior in terms of obtaining the necessary money gamble. The main consequences of gambling disorders are the following [9]:
Professional problems: job loss, compromising one’s career due to the preoccupation on gambling, which is the cause for the loss of one’s efficiency at work and the rising levels of absenteeism;
Problems with one’s family, friends: the compulsive gambler hides the truth about this addiction which rules over him/her, he/she abuses the family or neglects his/her familial responsibilities;
Financial problems: one borrows, sells goods, and builds up debt in order to finance this addiction;
Legal problems: deceits, forgeries, thefts;
Stress-related afflictions: insomnia, nervousness, depression, anxiety, culminating in suicide attempts.
Studies conducted by Blaszczynsky [10] have revealed that gambling disorder determines the following negative effects on gamblers: depression, suicidal thoughts, anxiety, alcohol and drug consumption, difficulties in keeping a work-place, lies and deceits, the decrease of cognitive performance, and physical symptoms.
Between 1997 and 2007, Muňoz-Molina performed an extensive study on the prevalence of gambling disorder, and he found that it is situated between 0.6% in Norway [11] and 7.6% in USA [12] among the adults, while the prevalence for teenagers is at approximately the same high level, respectively 0.8% in Switzerland [13] and USA [14].
Disley et al. [15] specified the fact that there are certain categories of the population upon which there have not been studies on the prevalence on the gambling addiction, namely incarcerated people, homeless people, and active military officials.
Gambling disorder is defined by the DSM-5 Diagnostic Criteria [16] as a “Persistent and recurrent problematic gambling behavior leading to clinically significant impairment or distress, as indicated by the individual exhibiting four (or more) of the following in a 12-month period:
Needs to gamble with increasing amounts of money in order to achieve the desired excitement.
Is restless or irritable when attempting to cut down or stop gambling.
Has made repeated unsuccessful efforts to control, cut back, or stop gambling.
Is often preoccupied with gambling (e.g., having persistent thoughts of reliving past gambling experiences, handicapping or planning the next venture, thinking of ways to get money with which to gamble).
Often gambles when feeling distressed (e.g., helpless, guilty, anxious, depressed).
After losing money gambling, often returns another day to get even.
Lies to conceal the extent of involvement with gambling.
Has jeopardized or lost a significant relationship, job, or educational or career opportunity because of gambling.
Relies on others to provide money to relieve desperate financial situations caused by gambling.”
In an explorative study carried out by Fernandez-Montalvo and Echeburua [17], the following personality profile of the compulsive gamblers is depicted: they are impulsive, present the slight symptoms of depression and anxiety, and have the tendency to consume alcohol in an abusive manner and to experience difficulty adjusting to daily life; a percentage of 16% fulfills the criteria for a diagnosis of the borderline personality disorder, followed by antisocial behavior, narcissism, and paranoia.
In terms of diagnosing gambling disorder, there are multiple instruments utilized, such as South Oaks Gambling Screen (SOGS); Massachusetts Gambling Screen (MAGS); Gamblers Anonymous 20 Questionnaire; The Problem Gambling Severity Index-PGSI; The Inventory of Gambling Situations (IGS); The Gambling Related Cognition Scale; The Composite International Diagnostic Interview (CIDI); and The Structured Clinical Interview.
Massachusetts Gambling Screen (MAGS) [19] is an easily administrable and markable questionnaire that can be used for both teenagers and adults, and it utilizes the criteria of DSM IV for the diagnosis of the pathological gambling; a score of minimum 5 permits the adjustment in the pathological game of chance.
Gambling disorder is best described as being a syndrome, and from this perspective, the most efficient treatment reflects a multimodal approach, which bases itself upon a personalized and complex treatment plan. Multidimensional treatments thus include different combinations of therapeutic, financial, and educational counseling, as well as self-help, psychotherapy, and psychopharmacology in the case of intervention.
There is a wide range of treatment programs for compulsive gambling, based on the specific professional expertise of the therapist and the existing therapeutic resources. Primary medical care programs tend to offer more screening, short-term pharmacological treatment, and guidance for follow-up counseling.
The problems faced by specialists when starting treatment with compulsive gamblers mainly relate to the fact that they deny that they have an addiction problem, they are not informed on the fact that there are qualified professionals in this field, they are fearful of the fact that they could be stigmatized, often they do not want to give up gambling, their partner does now want to get involved, and their family is not supportive.
The treatment for the gambling disorder shares many similarities with the treatment for drug addiction, and it involves the development and techniques and measures to cope with the phenomenology of craving that characterizes any addiction and has a neurophysiological substrate. In drug and alcohol addiction and even in gambling disorder, we find the following aspects [23]:
An increased desire to gamble (or to ingest substances);
Denial of the severity of the problem by the addict;
Problems in family relations;
A high rate of relapse;
Loss of control;
Lying, to cover these activities;
The increased preoccupation with these activities;
Progressive psychological disorder;
Development of tolerance.
Until the present day, there have been relatively few studies on checking the efficiency of the different forms of treatment for gambling disorder [24, 25, 26, 6, 7, 27].
Chambles and Ollendick [38] have analyzed the efficiency of various approaches to treat gambling disorder; based on the scientifically validated evidence and the research that has been carried out, following classification has been established:
Cognitive-behavioral therapy together with behavioral therapy represents the most efficient forms of scientifically validated treatment;
Relapse prevention techniques have shown moderate efficiency;
Psychodynamic therapy, aversive therapy, auto exclusion, and the Gamblers Anonymous groups present a reduced efficiency in treating this pathology.
Gooding and Tarrier [26] have studied the efficiency of the cognitive-behavioral therapy by examining 25 studies carried out by several experts in the field in USA, Canada, Spain, and Australia, targeting the reduction of gambling disorder; based on their meta-review, the mentioned authors presented the following conclusions:
There is conclusive evidence according to which cognitive-behavioral therapy creates visible improvements in the gambler’s behavior, and these are maintained at the follow-up evaluation conducted 3 months posttreatment;
The improvements were maintained after 6 months and 12 months of finishing treatment, but these results will be interpreted with caution, due to the reduced number of participants at the long-term re-evaluation meetings and the small number of studies carried out in this way;
Both group therapy and individual therapy are efficient in the follow-up evaluation which takes place 3 months after finishing treatment, but at the 6 month evaluation, the effects of the groups therapy are better maintained;
Authors mention the fact that it is possible that cognitive-behavioral therapy has no direct effect on game behavior; however, its effect relates to reducing symptoms of depression and anxiety, which will then influence in their turn the improvement of game behavior.
Given that most of the studies carried out so far have investigated the efficiency of the treatment of compulsive gambling only in relation to the specific type of therapy that was used in the treatment process, one must also acknowledge that there are a number of nonspecific factors which can contribute to the success of the treatment: extra-therapeutic attributes which the subject presents at the moment of treatment (level of education and family support); the therapist’s qualities (empathy, warmth, understanding, and acceptance of the subject); and the subject’s expectations, his/her hopes in terms of the results of the treatment [39].
The literature on the topics includes more models of cognitive-behavioral therapy for the gambling disorder [6, 10, 15, 36, 46, 47, 48, 49]; self-help books can determine the improvement of the compulsive behavior according to the studies conducted by Apodaca and Miller [50] and Hodgins et al. [32].
Petry and his associates [51] conducted a comparative study on a lot of 231 compulsive gamblers which they split into three groups: the first group was treated using the Gamblers Anonymous method, the second group using GA combined with the help of the cognitive-behavioral therapy guiding exercises, and the third group participated at the GA groups plus eight individual sessions of CBT. They found improvements in 59% of the participants that benefited from CBT, 39.2% of the participants who completed the exercises from the CBT books, and 34% of the participants who only took part in the GA groups.
Ladouceur and others [52] proposed a model of therapy for treating the gambling disorder which comprises the following five steps:
Informing in terms of the general aspects of the game;
Modifying the irrational beliefs of the gambler with how the activities in gambling are carried out;
The development of new coping abilities and problem-solving;
Acquiring social abilities;
Learning some relapse prevention techniques.
Petry [36] proposes a protocol of cognitive-behavioral therapy group therapy which lasts eight sessions, with a weekly frequency; the session’s homework within which the protocol is the following:
General information, presenting the reward system for game abstinence and identifying those factors those factors that contribute to the urge to play;
The functional analysis of the gambling behavior;
The increasing frequency of pleasant activities;
The auto-management plan;
Coping with the urge to gamble;
Training for assertiveness and the ability to refuse the game;
Changing irrational thoughts;
Planning for emergencies and preventing relapse.
Ledgerwood and Petry [53] proposed a model where the main components refer to the restructuring of the gambler’s medium in a way that it is less conductive to pathological gambling; the patients are initially taught to identify their irrational thoughts connected to the game of chance, about the game of chance, to understand the connection between these thoughts and their pathological game behavior, and to identify new coping methods.
Raylu and Oei [6] proposed a model of cognitive-behavioral therapy that contains four steps:
Evaluating the problems and needs with which the client is confronted, his/her education and motives with the purpose of changing dysfunctional behaviors, while using motivational interview techniques;
Familiarizing the gambler with the fundamental strategies of the cognitive-behavioral therapy used with the purpose of stabilizing his/her compulsive gambling behavior and minimizing the negative effects in case of a relapse;
Learning some coping methods in terms of maintenance the positive changes in game behavior;
Learning of maintenance strategies of the therapeutic wins obtained and preventing relapse.
Blaszczynsky [10] introduced a complete self-help program for compulsive gamblers which comprises the following steps:
Increasing the motivation to stop the game;
Monitoring gambling behavior;
Controlling the impulse to gamble by following relaxation techniques;
Identifying irrational thoughts and replacing them with other rationalities;
Preventing relapse;
Learning new ways of getting family support.
Wulfert, Blanchard, and Martell [54] used for the treatment for gambling disorder an alternative of cognitive-behavioral therapy which comprises techniques of the motivational interview, cognitive-behavioral therapy, and techniques for relapse prevention, while Miller and Rollnick [55] proposed a model of raising motivation where the key concepts are the following: raising the motivation of the client is essential in observing the product of change; motivation is a dynamic feature; and motivation is influenced by external factors, including the behavior and attitude of the counselor.
The advantages of cognitive-behavioral therapy refers to the fact that it is a well-structured type of therapy, it is carried out on a limited period of time, it requires limited costs compared to the other types of therapy, and it produces long-term benefits and supposedly the fall off the risk of relapse [6, 15, 36, 43]. Success rates of this type of therapy for gambling disorder within the studies that have been carried out so far have ranged from 36% [25] to 42% [56]; to 72% [57]; to 77% [40]; to 49% [36]; and 74% [43].
The treatment of gambling disorder poses many problems, first of all, because pathological gambling has been only recently recognized as a disorder in its own right, not enough research has been done and there is a lack of professionals trained in offering psychological and psychiatric services in this field.
We have introduced a model of cognitive-behavioral therapy for gambling addiction in Romania, based mainly on cognitive restructuring techniques, with the following fundamental objectives:
Reducing the consequences of gambling disorders which interfere in the everyday functioning of gamblers;
Avoiding or reducing the risk of developing a gambling addiction behavior;
Managing the negative emotionality associated with this disorder (depression, anxiety, stress);
Satisfying the need for entertainment and developing new and pleasant recreational and social activities, which do not pose the risk of having a destructive impact on the lives of the subjects.
The model includes several stages, namely assessment and formulation, psycho-education and introduction to the ABCDE model, cognitive restructuring, problem-solving training, assertiveness skills training, and relapse prevention.
During the clinical assessment stage, we look at client engagement in the therapeutic process by increasing his motivation to change his gambling behavior and we clarify the following aspects [47]:
The origin of the client’s pathological gambling problems;
Etiological and maintenance factors;
The degree to which the subjects have reached out for psychological support and the efficiency of the support they have received;
Whether they have reached out for treatment out of their personal initiative or at the their friends’ bidding;
How they heard about our specialized psychological services;
In case they have not reached out for psychological support, the reasons why not.
We will adopt an attitude of acceptance toward the subjects and their gambling experience, using techniques such as active listening, reflection, nonverbal communication (maintaining visual contact, open body posture, nonevaluative facial expression, consistency of tone etc.), and verbal communication (the meaning of what is said).
Case example:
In the case formulation, we will focus on the experiences, cognitions, emotions, and behavior of each client; the case formulation will help the client understand the factors that led to the development and maintenance of their compulsive gambling [58].
In the following stage, we will teach the client the ABCDE model designed by Albert Ellis [59] and we will familiarize him with the basic principles of cognitive-behavioral therapy [1]:
Psychological issues represent learned maladaptive responses, supported by irrational cognitions;
Dysfunctional thinking results from genetic and environmental factors;
Modifying irrational beliefs is the best way to reduce maladaptive behaviors;
Dysfunctional cognitions can be identified and replaced, which takes effort and perseverance on the part of the subject.
The goal of cognitive restructuring is to interrupt the vicious cycle of compulsive gambling and to help the subject have control over his behavior. The main irrational cognitions that pertain to gambling disorder can be classified in three groups [6]:
Illusion of control of gambling, which can take three forms: active illusionary control (the belief that he can directly control his gambling outcomes); passive illusionary control (the belief that he may indirectly have control in determining whether he wins or loses only when he feels lucky), or magnifying his own gambling skills and minimizing other gamblers’ skills;
Predictive control, which involves the belief that the gambler has the skill of making accurate predictions;
Interpretive biases, which involve reframing gambling outcomes in such a way that encourages continued gambling despite of heavy losses: gambler’s fallacy, chasing, selective memory, reframed losses internal or external attributions.
A study carried out in Romania from 2010 to 2012, involving 119 compulsive gamblers with an average age of 29.86 years, identified the following irrational cognitions about gambling, cognitions that play a central role in the development and maintenance of the gambling behavior [43].
Case example:
The participants had a 70.58% co-occurring addiction, alongside gambling disorders, as follows: 50% of the participants engage in excessive alcohol consumption; 41.20% are heavy smokers; 16.8% engage in occasional drug use [43].
Case example:
During the cognitive restructuring phase, we focus on changing gambling behaviors by correcting irrational beliefs, cognitions and dysfunctional attitudes about gambling, as seen in Table 1 [58].
Identifying irrational beliefs Testing the validity of irrational beliefs Replacing irrational beliefs with rational thoughts Positive influence on emotions Behavioral modification |
The cognitive restructuring process.
Therefore, we will help the subject dispute each irrational belief we identify using the following type of questions [60]:
What effect does this belief have on me? Does it help me or not?
What evidence is there that this belief is actually true?
Is my belief logical and does it reflect reality?
What is another way of thinking?
What must I do to change this belief?
Following the disputation process, we will help the subject replace his irrational beliefs with a different set of beliefs, which will be rational and will reflect reality, such as [47]:
Winning happens because of sheer chance and not because of the gambler’s abilities;
We do not have the power to influence if or how much we win by gambling slot machines, as this is pre-determined by a computer system;
Future wins will never be influenced by previous wins or losses;
Slot machines are set up in such a way that what you win will always be less than what you spend;
The machines are set up to continue playing, despite losses;
You are not more valuable as a human being if you win and you are not less valuable as a human being if you lose when you gamble.
The following is an example of an irrational belief: “on a certain extent, I can predict my next win”. As a result of the disputation process, the compulsive gambler’s irrational beliefs will be replaced by rational beliefs, which will reflect reality and will help him manage his gambling behaviors.
After the cognitive restructuring process, we will suggest to the gambler that he creates a list of alternative activities to replace his gambling behavior and as well as a schedule of daily activities which should leave him no spare time to gamble or identify the triggers for his gambling behavior. Studies have shown that involving compulsive gamblers in a large number of activities to fill up their spare time significantly reduces the risk of a relapse.
Preventing relapses is a psychoeducational approach targeting behavioral change, through which the gambler learns to identify and overcome risk situations that could make him return to his old compulsive gambling behavior [39].
Creating a decisional balance sheet for when he feels the urge to gamble again will help the subject to make the right decision about gambling. The decisional balance sheet is a technique which consists in creating a list of pros and cons of a certain behavior, as they appear to the subject at that particular moment in time. With the help of this balance sheet, the subject will weigh the long-term and short-term advantages and disadvantages of his gambling behavior, and based on the weight he gives to each advantage and disadvantage, he will make the decision to either cease or to continue to gamble, taking on the full responsibility for the consequences of his actions.
Case example:
Depending on each gambler’s specific circumstances, we will continue the process of cognitive restructuring with the goal of treating any potential depression and anxiety disorders, given that the negative emotionality underlying depression and anxiety play an important role in triggering as well as maintaining the gambling addiction [61, 62, 63, 64]. The key irrational cognitions that generate negative emotional states are the following:
Absolutist demands: the absolute “must”;
Catastrophizing: it is terrible/horrible;
Intolerance to frustration: I cannot stand;
Global evaluation: I am terrible; the others are terrible;
Unconscious associations between the activating event (A) and the consequences (C).
During the process of cognitive restructuring, these cognitions will be replaced by rational alternatives:
Nondogmatic preferences: I may want something, but I do not have to absolutely have it;
Evaluation as unpleasantness: it is unpleasant;
Tolerance to frustration: I do not like it, but I can put up with it;
Avoiding global evaluation: I am human and I can make mistakes sometimes.
Raylu and Oei [6] suggest using the following cognitive techniques when fighting the urge to gamble:
Picture the negative consequences of the gambling;
Redirect your focus from the urge to gamble to other external events, by using the STOP technique: as soon as you feel the urge to gamble, clearly tell yourself STOP in a silent voice, without saying it out loud, and focus on something else;
Identify your irrational beliefs about gambling, dispute them, and then replace them with rational beliefs.
Specialists in the field of gambling disorder recommend regularly practicing guided imagery in a state of relaxation as a way of dealing with the urge to gamble [6, 10, 65]. The rationale for using relaxation techniques has to do with the fact that gambling disorders are caused or exacerbated by feelings of stress and anxiety, given that stress plays an important role in the development and maintenance of this pathology [37, 66].
At the end of the therapeutic process, we will support the gambler in his efforts to adopt a well-balanced life style, by establishing the following intervention objectives:
Overall improvement of coping strategies;
Applying the aforementioned coping strategies in a wider context;
Improving stress management.
Case example:
Dryden and Matweychuk believe that the maintenance of benefits that result from treatment requires developing coping skills with regard to risk situations and future temptations, insofar as addictive behavior relapse is concerned; the authors provide the following recommendations [67]:
Develop several healthy convictions, such as give up the habit of pleasing others and put yourself first and the others second;
Create (or develop) several social interests: understand that the people around you have their own wishes and goals in life, and they cannot always offer you their unconditional support, you must also think of how you can support them and be there for them when they need you;
Learn how to take control of your life; do not let your addictive behavior control your life;
Develop a heightened tolerance to frustration so that you can achieve the goals you set for yourself;
Be flexible so that you can cope with the next challenges in your life;
Learn to accept uncertainty, because we live in a world of probabilities, in which nothing is absolutely certain;
Develop your creativity so that you can find new ways of spending your time;
Think logically, establish short- and long-term goals, and think about the possible consequences of your actions;
Learn to accept yourself unconditionally, without making global evaluations about who you are as a person;
Take on only limited risks in order to increase your chances of achieving the goals you have set for yourself;
Embrace a philosophy of long-term hedonism, striking a balance between immediate gratification and long-term gratification;
Assume the responsibility of your own negative emotions, without blaming them on external causes;
Embrace a healthy lifestyle, with a healthy proportion of work, rest, sport and leisure activities;
Develop a sense of humor so as to maintain a good disposition even in the face of hardships.
The following emotional signs or behaviors may indicate that a relapse is forthcoming: exhaustion, tiredness; the tendency to hide/distort certain facts; impatience, restlessness, agitation; grumpy disposition, the tendency to be argumentative; depressive symptoms, passivity; decreased tolerance to frustration; self-victimization; reckless risk taking; heightened expectations with regard to other people; and expressing the belief in self-omnipotence.
For all gamblers who have tried to change their gambling behavior, Fong and Rosenthal [68] offer the following closing advice:
Do not forget that it takes time to make a change in yourself;
You have taken a major step on the path towards healing by completing the suggested exercises;
Make sure you reward yourself after each achievement;
Learn from your own mistakes;
Be happy for every achievement;
And do not forget that TODAY is the most important day!
One needs to underline the fact that not all psychological counseling techniques work for all gamblers; therefore, one must use individualized treatment approaches, depending on the needs and context of each individual case.
The experts in the field have agreed that future research will have to focus on looking for efficient strategies aimed at preventing and minimizing the negative consequences of gambling disorder; providing psychological support to those affected by this behavior and to members of their family; utilizing a variety of strategies during treatment, as required by each person’s particular situation; suggesting alternative leisure activities that the client will find pleasant; raising awareness; and educating a larger number of young people about the causes and development of this type of addictive behavior [15, 69, 70].
We have to admit that we know too little about the efficiency of treating gambling disorder; the involvement of the government, the academic community, and the gambling organizers can help us to find the most effective treatment strategies for this compulsive behavior [71].
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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He is a full professor of signal processing and pattern recognition and is head of the Signals and Communications Department at ULPGC, teaching from 2001 on subjects on signal processing and learning theory. His research lines are biometrics, biomedical signals and images, data mining, classification system, signal and image processing, machine learning, and environmental intelligence. He has researched in 52 international and Spanish research projects, some of them as head researcher. He is co-author of 4 books, co-editor of 27 proceedings books, guest editor for 8 JCR-ISI international journals, and up to 24 book chapters. He has over 450 papers published in international journals and conferences (81 of them indexed on JCR – ISI - Web of Science). He has published seven patents in the Spanish Patent and Trademark Office. He has been a supervisor on 8 Ph.D. theses (11 more are under supervision), and 130 master theses. 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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. 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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. 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Ribeiro-Barros",profilePictureURL:"https://mts.intechopen.com/storage/users/171036/images/system/171036.jpg",institutionString:"University of Lisbon",institution:{name:"University of Lisbon",institutionURL:null,country:{name:"Portugal"}}}],equalEditorOne:null,equalEditorTwo:null,equalEditorThree:null}]},subseriesFiltersForPublishedBooks:[{group:"subseries",caption:"Sustainable Economy and Fair Society",value:91,count:1}],publicationYearFilters:[{group:"publicationYear",caption:"2022",value:2022,count:1}],authors:{paginationCount:250,paginationItems:[{id:"274452",title:"Dr.",name:"Yousif",middleName:"Mohamed",surname:"Abdallah",slug:"yousif-abdallah",fullName:"Yousif Abdallah",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/274452/images/8324_n.jpg",biography:"I certainly enjoyed my experience in Radiotherapy and Nuclear Medicine, particularly it has been in different institutions and hospitals with different Medical Cultures and allocated resources. Radiotherapy and Nuclear Medicine Technology has always been my aspiration and my life. As years passed I accumulated a tremendous amount of skills and knowledge in Radiotherapy and Nuclear Medicine, Conventional Radiology, Radiation Protection, Bioinformatics Technology, PACS, Image processing, clinically and lecturing that will enable me to provide a valuable service to the community as a Researcher and Consultant in this field. My method of translating this into day to day in clinical practice is non-exhaustible and my habit of exchanging knowledge and expertise with others in those fields is the code and secret of success.",institutionString:null,institution:{name:"Majmaah University",country:{name:"Saudi Arabia"}}},{id:"313277",title:"Dr.",name:"Bartłomiej",middleName:null,surname:"Płaczek",slug:"bartlomiej-placzek",fullName:"Bartłomiej Płaczek",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/313277/images/system/313277.jpg",biography:"Bartłomiej Płaczek, MSc (2002), Ph.D. (2005), Habilitation (2016), is a professor at the University of Silesia, Institute of Computer Science, Poland, and an expert from the National Centre for Research and Development. His research interests include sensor networks, smart sensors, intelligent systems, and image processing with applications in healthcare and medicine. He is the author or co-author of more than seventy papers in peer-reviewed journals and conferences as well as the co-author of several books. He serves as a reviewer for many scientific journals, international conferences, and research foundations. Since 2010, Dr. Placzek has been a reviewer of grants and projects (including EU projects) in the field of information technologies.",institutionString:"University of Silesia",institution:{name:"University of Silesia",country:{name:"Poland"}}},{id:"35000",title:"Prof.",name:"Ulrich H.P",middleName:"H.P.",surname:"Fischer",slug:"ulrich-h.p-fischer",fullName:"Ulrich H.P Fischer",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/35000/images/3052_n.jpg",biography:"Academic and Professional Background\nUlrich H. P. has Diploma and PhD degrees in Physics from the Free University Berlin, Germany. He has been working on research positions in the Heinrich-Hertz-Institute in Germany. Several international research projects has been performed with European partners from France, Netherlands, Norway and the UK. He is currently Professor of Communications Systems at the Harz University of Applied Sciences, Germany.\n\nPublications and Publishing\nHe has edited one book, a special interest book about ‘Optoelectronic Packaging’ (VDE, Berlin, Germany), and has published over 100 papers and is owner of several international patents for WDM over POF key elements.\n\nKey Research and Consulting Interests\nUlrich’s research activity has always been related to Spectroscopy and Optical Communications Technology. Specific current interests include the validation of complex instruments, and the application of VR technology to the development and testing of measurement systems. He has been reviewer for several publications of the Optical Society of America\\'s including Photonics Technology Letters and Applied Optics.\n\nPersonal Interests\nThese include motor cycling in a very relaxed manner and performing martial arts.",institutionString:null,institution:{name:"Charité",country:{name:"Germany"}}},{id:"341622",title:"Ph.D.",name:"Eduardo",middleName:null,surname:"Rojas Alvarez",slug:"eduardo-rojas-alvarez",fullName:"Eduardo Rojas Alvarez",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/341622/images/15892_n.jpg",biography:null,institutionString:null,institution:{name:"University of Cuenca",country:{name:"Ecuador"}}},{id:"215610",title:"Prof.",name:"Muhammad",middleName:null,surname:"Sarfraz",slug:"muhammad-sarfraz",fullName:"Muhammad Sarfraz",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/215610/images/system/215610.jpeg",biography:"Muhammad Sarfraz is a professor in the Department of Information Science, Kuwait University. His research interests include computer graphics, computer vision, image processing, machine learning, pattern recognition, soft computing, data science, intelligent systems, information technology, and information systems. Prof. Sarfraz has been a keynote/invited speaker on various platforms around the globe. He has advised various students for their MSc and Ph.D. theses. He has published more than 400 publications as books, journal articles, and conference papers. He is a member of various professional societies and a chair and member of the International Advisory Committees and Organizing Committees of various international conferences. Prof. Sarfraz is also an editor-in-chief and editor of various international journals.",institutionString:"Kuwait University",institution:{name:"Kuwait University",country:{name:"Kuwait"}}},{id:"32650",title:"Prof.",name:"Lukas",middleName:"Willem",surname:"Snyman",slug:"lukas-snyman",fullName:"Lukas Snyman",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/32650/images/4136_n.jpg",biography:"Lukas Willem Snyman received his basic education at primary and high schools in South Africa, Eastern Cape. He enrolled at today's Nelson Metropolitan University and graduated from this university with a BSc in Physics and Mathematics, B.Sc Honors in Physics, MSc in Semiconductor Physics, and a Ph.D. in Semiconductor Physics in 1987. After his studies, he chose an academic career and devoted his energy to the teaching of physics to first, second, and third-year students. After positions as a lecturer at the University of Port Elizabeth, he accepted a position as Associate Professor at the University of Pretoria, South Africa.\r\n\r\nIn 1992, he motivates the concept of 'television and computer-based education” as means to reach large student numbers with only the best of teaching expertise and publishes an article on the concept in the SA Journal of Higher Education of 1993 (and later in 2003). The University of Pretoria subsequently approved a series of test projects on the concept with outreach to Mamelodi and Eerste Rust in 1993. In 1994, the University established a 'Unit for Telematic Education ' as a support section for multiple faculties at the University of Pretoria. In subsequent years, the concept of 'telematic education” subsequently becomes well established in academic circles in South Africa, grew in popularity, and is adopted by many universities and colleges throughout South Africa as a medium of enhancing education and training, as a method to reaching out to far out communities, and as a means to enhance study from the home environment.\r\n\r\nProfessor Snyman in subsequent years pursued research in semiconductor physics, semiconductor devices, microelectronics, and optoelectronics.\r\n\r\nIn 2000 he joined the TUT as a full professor. Here served for a period as head of the Department of Electronic Engineering. Here he makes contributions to solar energy development, microwave and optoelectronic device development, silicon photonics, as well as contributions to new mobile telecommunication systems and network planning in SA.\r\n\r\nCurrently, he teaches electronics and telecommunications at the TUT to audiences ranging from first-year students to Ph.D. level.\r\n\r\nFor his research in the field of 'Silicon Photonics” since 1990, he has published (as author and co-author) about thirty internationally reviewed articles in scientific journals, contributed to more than forty international conferences, about 25 South African provisional patents (as inventor and co-inventor), 8 PCT international patent applications until now. Of these, two USA patents applications, two European Patents, two Korean patents, and ten SA patents have been granted. A further 4 USA patents, 5 European patents, 3 Korean patents, 3 Chinese patents, and 3 Japanese patents are currently under consideration.\r\n\r\nRecently he has also published an extensive scholarly chapter in an internet open access book on 'Integrating Microphotonic Systems and MOEMS into standard Silicon CMOS Integrated circuitry”.\r\n\r\nFurthermore, Professor Snyman recently steered a new initiative at the TUT by introducing a 'Laboratory for Innovative Electronic Systems ' at the Department of Electrical Engineering. The model of this laboratory or center is to primarily combine outputs as achieved by high-level research with lower-level system development and entrepreneurship in a technical university environment. Students are allocated to projects at different levels with PhDs and Master students allocated to the generation of new knowledge and new technologies, while students at the diploma and Baccalaureus level are allocated to electronic systems development with a direct and a near application for application in industry or the commercial and public sectors in South Africa.\r\n\r\nProfessor Snyman received the WIRSAM Award of 1983 and the WIRSAM Award in 1985 in South Africa for best research papers by a young scientist at two international conferences on electron microscopy in South Africa. He subsequently received the SA Microelectronics Award for the best dissertation emanating from studies executed at a South African university in the field of Physics and Microelectronics in South Africa in 1987. In October of 2011, Professor Snyman received the prestigious Institutional Award for 'Innovator of the Year” for 2010 at the Tshwane University of Technology, South Africa. This award was based on the number of patents recognized and granted by local and international institutions as well as for his contributions concerning innovation at the TUT.",institutionString:null,institution:{name:"University of South Africa",country:{name:"South Africa"}}},{id:"317279",title:"Mr.",name:"Ali",middleName:"Usama",surname:"Syed",slug:"ali-syed",fullName:"Ali Syed",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/317279/images/16024_n.png",biography:"A creative, talented, and innovative young professional who is dedicated, well organized, and capable research fellow with two years of experience in graduate-level research, published in engineering journals and book, with related expertise in Bio-robotics, equally passionate about the aesthetics of the mechanical and electronic system, obtained expertise in the use of MS Office, MATLAB, SolidWorks, LabVIEW, Proteus, Fusion 360, having a grasp on python, C++ and assembly language, possess proven ability in acquiring research grants, previous appointments with social and educational societies with experience in administration, current affiliations with IEEE and Web of Science, a confident presenter at conferences and teacher in classrooms, able to explain complex information to audiences of all levels.",institutionString:null,institution:{name:"Air University",country:{name:"Pakistan"}}},{id:"75526",title:"Ph.D.",name:"Zihni Onur",middleName:null,surname:"Uygun",slug:"zihni-onur-uygun",fullName:"Zihni Onur Uygun",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/75526/images/12_n.jpg",biography:"My undergraduate education and my Master of Science educations at Ege University and at Çanakkale Onsekiz Mart University have given me a firm foundation in Biochemistry, Analytical Chemistry, Biosensors, Bioelectronics, Physical Chemistry and Medicine. After obtaining my degree as a MSc in analytical chemistry, I started working as a research assistant in Ege University Medical Faculty in 2014. In parallel, I enrolled to the MSc program at the Department of Medical Biochemistry at Ege University to gain deeper knowledge on medical and biochemical sciences as well as clinical chemistry in 2014. In my PhD I deeply researched on biosensors and bioelectronics and finished in 2020. Now I have eleven SCI-Expanded Index published papers, 6 international book chapters, referee assignments for different SCIE journals, one international patent pending, several international awards, projects and bursaries. In parallel to my research assistant position at Ege University Medical Faculty, Department of Medical Biochemistry, in April 2016, I also founded a Start-Up Company (Denosens Biotechnology LTD) by the support of The Scientific and Technological Research Council of Turkey. Currently, I am also working as a CEO in Denosens Biotechnology. The main purposes of the company, which carries out R&D as a research center, are to develop new generation biosensors and sensors for both point-of-care diagnostics; such as glucose, lactate, cholesterol and cancer biomarker detections. My specific experimental and instrumental skills are Biochemistry, Biosensor, Analytical Chemistry, Electrochemistry, Mobile phone based point-of-care diagnostic device, POCTs and Patient interface designs, HPLC, Tandem Mass Spectrometry, Spectrophotometry, ELISA.",institutionString:null,institution:{name:"Ege University",country:{name:"Turkey"}}},{id:"267434",title:"Dr.",name:"Rohit",middleName:null,surname:"Raja",slug:"rohit-raja",fullName:"Rohit Raja",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/267434/images/system/267434.jpg",biography:"Dr. Rohit Raja received Ph.D. in Computer Science and Engineering from Dr. CVRAMAN University in 2016. His main research interest includes Face recognition and Identification, Digital Image Processing, Signal Processing, and Networking. Presently he is working as Associate Professor in IT Department, Guru Ghasidas Vishwavidyalaya (A Central University), Bilaspur (CG), India. He has authored several Journal and Conference Papers. He has good Academics & Research experience in various areas of CSE and IT. He has filed and successfully published 27 Patents. He has received many time invitations to be a Guest at IEEE Conferences. He has published 100 research papers in various International/National Journals (including IEEE, Springer, etc.) and Proceedings of the reputed International/ National Conferences (including Springer and IEEE). He has been nominated to the board of editors/reviewers of many peer-reviewed and refereed Journals (including IEEE, Springer).",institutionString:"Guru Ghasidas Vishwavidyalaya",institution:{name:"Guru Ghasidas Vishwavidyalaya",country:{name:"India"}}},{id:"246502",title:"Dr.",name:"Jaya T.",middleName:"T",surname:"Varkey",slug:"jaya-t.-varkey",fullName:"Jaya T. Varkey",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/246502/images/11160_n.jpg",biography:"Jaya T. Varkey, PhD, graduated with a degree in Chemistry from Cochin University of Science and Technology, Kerala, India. She obtained a PhD in Chemistry from the School of Chemical Sciences, Mahatma Gandhi University, Kerala, India, and completed a post-doctoral fellowship at the University of Minnesota, USA. She is a research guide at Mahatma Gandhi University and Associate Professor in Chemistry, St. Teresa’s College, Kochi, Kerala, India.\nDr. Varkey received a National Young Scientist award from the Indian Science Congress (1995), a UGC Research award (2016–2018), an Indian National Science Academy (INSA) Visiting Scientist award (2018–2019), and a Best Innovative Faculty award from the All India Association for Christian Higher Education (AIACHE) (2019). She Hashas received the Sr. Mary Cecil prize for best research paper three times. She was also awarded a start-up to develop a tea bag water filter. \nDr. Varkey has published two international books and twenty-seven international journal publications. She is an editorial board member for five international journals.",institutionString:"St. Teresa’s College",institution:null},{id:"250668",title:"Dr.",name:"Ali",middleName:null,surname:"Nabipour Chakoli",slug:"ali-nabipour-chakoli",fullName:"Ali Nabipour Chakoli",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/250668/images/system/250668.jpg",biography:"Academic Qualification:\r\n•\tPhD in Materials Physics and Chemistry, From: Sep. 2006, to: Sep. 2010, School of Materials Science and Engineering, Harbin Institute of Technology, Thesis: Structure and Shape Memory Effect of Functionalized MWCNTs/poly (L-lactide-co-ε-caprolactone) Nanocomposites. Supervisor: Prof. Wei Cai,\r\n•\tM.Sc in Applied Physics, From: 1996, to: 1998, Faculty of Physics & Nuclear Science, Amirkabir Uni. of Technology, Tehran, Iran, Thesis: Determination of Boron in Micro alloy Steels with solid state nuclear track detectors by neutron induced auto radiography, Supervisors: Dr. M. Hosseini Ashrafi and Dr. A. Hosseini.\r\n•\tB.Sc. in Applied Physics, From: 1991, to: 1996, Faculty of Physics & Nuclear Science, Amirkabir Uni. of Technology, Tehran, Iran, Thesis: Design of shielding for Am-Be neutron sources for In Vivo neutron activation analysis, Supervisor: Dr. M. Hosseini Ashrafi.\r\n\r\nResearch Experiences:\r\n1.\tNanomaterials, Carbon Nanotubes, Graphene: Synthesis, Functionalization and Characterization,\r\n2.\tMWCNTs/Polymer Composites: Fabrication and Characterization, \r\n3.\tShape Memory Polymers, Biodegradable Polymers, ORC, Collagen,\r\n4.\tMaterials Analysis and Characterizations: TEM, SEM, XPS, FT-IR, Raman, DSC, DMA, TGA, XRD, GPC, Fluoroscopy, \r\n5.\tInteraction of Radiation with Mater, Nuclear Safety and Security, NDT(RT),\r\n6.\tRadiation Detectors, Calibration (SSDL),\r\n7.\tCompleted IAEA e-learning Courses:\r\nNuclear Security (15 Modules),\r\nNuclear Safety:\r\nTSA 2: Regulatory Protection in Occupational Exposure,\r\nTips & Tricks: Radiation Protection in Radiography,\r\nSafety and Quality in Radiotherapy,\r\nCourse on Sealed Radioactive Sources,\r\nCourse on Fundamentals of Environmental Remediation,\r\nCourse on Planning for Environmental Remediation,\r\nKnowledge Management Orientation Course,\r\nFood Irradiation - Technology, Applications and Good Practices,\r\nEmployment:\r\nFrom 2010 to now: Academic staff, Nuclear Science and Technology Research Institute, Kargar Shomali, Tehran, Iran, P.O. Box: 14395-836.\r\nFrom 1997 to 2006: Expert of Materials Analysis and Characterization. Research Center of Agriculture and Medicine. Rajaeeshahr, Karaj, Iran, P. O. Box: 31585-498.",institutionString:"Atomic Energy Organization of Iran",institution:{name:"Atomic Energy Organization of Iran",country:{name:"Iran"}}},{id:"248279",title:"Dr.",name:"Monika",middleName:"Elzbieta",surname:"Machoy",slug:"monika-machoy",fullName:"Monika Machoy",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/248279/images/system/248279.jpeg",biography:"Monika Elżbieta Machoy, MD, graduated with distinction from the Faculty of Medicine and Dentistry at the Pomeranian Medical University in 2009, defended her PhD thesis with summa cum laude in 2016 and is currently employed as a researcher at the Department of Orthodontics of the Pomeranian Medical University. She expanded her professional knowledge during a one-year scholarship program at the Ernst Moritz Arndt University in Greifswald, Germany and during a three-year internship at the Technical University in Dresden, Germany. She has been a speaker at numerous orthodontic conferences, among others, American Association of Orthodontics, European Orthodontic Symposium and numerous conferences of the Polish Orthodontic Society. She conducts research focusing on the effect of orthodontic treatment on dental and periodontal tissues and the causes of pain in orthodontic patients.",institutionString:"Pomeranian Medical University",institution:{name:"Pomeranian Medical University",country:{name:"Poland"}}},{id:"252743",title:"Prof.",name:"Aswini",middleName:"Kumar",surname:"Kar",slug:"aswini-kar",fullName:"Aswini Kar",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/252743/images/10381_n.jpg",biography:"uploaded in cv",institutionString:null,institution:{name:"KIIT University",country:{name:"India"}}},{id:"204256",title:"Dr.",name:"Anil",middleName:"Kumar",surname:"Kumar Sahu",slug:"anil-kumar-sahu",fullName:"Anil Kumar Sahu",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/204256/images/14201_n.jpg",biography:"I have nearly 11 years of research and teaching experience. I have done my master degree from University Institute of Pharmacy, Pt. Ravi Shankar Shukla University, Raipur, Chhattisgarh India. I have published 16 review and research articles in international and national journals and published 4 chapters in IntechOpen, the world’s leading publisher of Open access books. I have presented many papers at national and international conferences. I have received research award from Indian Drug Manufacturers Association in year 2015. My research interest extends from novel lymphatic drug delivery systems, oral delivery system for herbal bioactive to formulation optimization.",institutionString:null,institution:{name:"Chhattisgarh Swami Vivekanand Technical University",country:{name:"India"}}},{id:"253468",title:"Dr.",name:"Mariusz",middleName:null,surname:"Marzec",slug:"mariusz-marzec",fullName:"Mariusz Marzec",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/253468/images/system/253468.png",biography:"An assistant professor at Department of Biomedical Computer Systems, at Institute of Computer Science, Silesian University in Katowice. Scientific interests: computer analysis and processing of images, biomedical images, databases and programming languages. He is an author and co-author of scientific publications covering analysis and processing of biomedical images and development of database systems.",institutionString:"University of Silesia",institution:{name:"University of Silesia",country:{name:"Poland"}}},{id:"212432",title:"Prof.",name:"Hadi",middleName:null,surname:"Mohammadi",slug:"hadi-mohammadi",fullName:"Hadi Mohammadi",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/212432/images/system/212432.jpeg",biography:"Dr. Hadi Mohammadi is a biomedical engineer with hands-on experience in the design and development of many engineering structures and medical devices through various projects that he has been involved in over the past twenty years. Dr. Mohammadi received his BSc. and MSc. degrees in Mechanical Engineering from Sharif University of Technology, Tehran, Iran, and his PhD. degree in Biomedical Engineering (biomaterials) from the University of Western Ontario. He was a postdoctoral trainee for almost four years at University of Calgary and Harvard Medical School. He is an industry innovator having created the technology to produce lifelike synthetic platforms that can be used for the simulation of almost all cardiovascular reconstructive surgeries. He’s been heavily involved in the design and development of cardiovascular devices and technology for the past 10 years. He is currently an Assistant Professor with the University of British Colombia, Canada.",institutionString:"University of British Columbia",institution:{name:"University of British Columbia",country:{name:"Canada"}}},{id:"254463",title:"Prof.",name:"Haisheng",middleName:null,surname:"Yang",slug:"haisheng-yang",fullName:"Haisheng Yang",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/254463/images/system/254463.jpeg",biography:"Haisheng Yang, Ph.D., Professor and Director of the Department of Biomedical Engineering, College of Life Science and Bioengineering, Beijing University of Technology. He received his Ph.D. degree in Mechanics/Biomechanics from Harbin Institute of Technology (jointly with University of California, Berkeley). Afterwards, he worked as a Postdoctoral Research Associate in the Purdue Musculoskeletal Biology and Mechanics Lab at the Department of Basic Medical Sciences, Purdue University, USA. He also conducted research in the Research Centre of Shriners Hospitals for Children-Canada at McGill University, Canada. Dr. Yang has over 10 years research experience in orthopaedic biomechanics and mechanobiology of bone adaptation and regeneration. He earned an award from Beijing Overseas Talents Aggregation program in 2017 and serves as Beijing Distinguished Professor.",institutionString:null,institution:{name:"Beijing University of Technology",country:{name:"China"}}},{id:"89721",title:"Dr.",name:"Mehmet",middleName:"Cuneyt",surname:"Ozmen",slug:"mehmet-ozmen",fullName:"Mehmet Ozmen",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/89721/images/7289_n.jpg",biography:null,institutionString:null,institution:{name:"Gazi University",country:{name:"Turkey"}}},{id:"265335",title:"Mr.",name:"Stefan",middleName:"Radnev",surname:"Stefanov",slug:"stefan-stefanov",fullName:"Stefan Stefanov",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/265335/images/7562_n.jpg",biography:null,institutionString:null,institution:{name:"Medical University Plovdiv",country:{name:"Bulgaria"}}},{id:"242893",title:"Ph.D. Student",name:"Joaquim",middleName:null,surname:"De Moura",slug:"joaquim-de-moura",fullName:"Joaquim De Moura",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/242893/images/7133_n.jpg",biography:"Joaquim de Moura received his degree in Computer Engineering in 2014 from the University of A Coruña (Spain). In 2016, he received his M.Sc degree in Computer Engineering from the same university. He is currently pursuing his Ph.D degree in Computer Science in a collaborative project between ophthalmology centers in Galicia and the University of A Coruña. His research interests include computer vision, machine learning algorithms and analysis and medical imaging processing of various kinds.",institutionString:null,institution:{name:"University of A Coruña",country:{name:"Spain"}}},{id:"294334",title:"B.Sc.",name:"Marc",middleName:null,surname:"Bruggeman",slug:"marc-bruggeman",fullName:"Marc Bruggeman",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/294334/images/8242_n.jpg",biography:"Chemical engineer graduate, with a passion for material science and specific interest in polymers - their near infinite applications intrigue me. \n\nI plan to continue my scientific career in the field of polymeric biomaterials as I am fascinated by intelligent, bioactive and biomimetic materials for use in both consumer and medical applications.",institutionString:null,institution:null},{id:"255757",title:"Dr.",name:"Igor",middleName:"Victorovich",surname:"Lakhno",slug:"igor-lakhno",fullName:"Igor Lakhno",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/255757/images/system/255757.jpg",biography:"Igor Victorovich Lakhno was born in 1971 in Kharkiv (Ukraine). \nMD – 1994, Kharkiv National Medical Univesity.\nOb&Gyn; – 1997, master courses in Kharkiv Medical Academy of Postgraduate Education.\nPh.D. – 1999, Kharkiv National Medical Univesity.\nDSC – 2019, PL Shupik National Academy of Postgraduate Education \nProfessor – 2021, Department of Obstetrics and Gynecology of VN Karazin Kharkiv National University\nHead of Department – 2021, Department of Perinatology, Obstetrics and gynecology of Kharkiv Medical Academy of Postgraduate Education\nIgor Lakhno has been graduated from international training courses on reproductive medicine and family planning held at Debrecen University (Hungary) in 1997. Since 1998 Lakhno Igor has worked as an associate professor in the department of obstetrics and gynecology of VN Karazin National University and an associate professor of the perinatology, obstetrics, and gynecology department of Kharkiv Medical Academy of Postgraduate Education. Since June 2019 he’s been a professor in the department of obstetrics and gynecology of VN Karazin National University and a professor of the perinatology, obstetrics, and gynecology department. He’s affiliated with Kharkiv Medical Academy of Postgraduate Education as a Head of Department from November 2021. Igor Lakhno has participated in several international projects on fetal non-invasive electrocardiography (with Dr. J. A. Behar (Technion), Prof. D. Hoyer (Jena University), and José Alejandro Díaz Méndez (National Institute of Astrophysics, Optics, and Electronics, Mexico). He’s an author of about 200 printed works and there are 31 of them in Scopus or Web of Science databases. Igor Lakhno is a member of the Editorial Board of Reproductive Health of Woman, Emergency Medicine, and Technology Transfer Innovative Solutions in Medicine (Estonia). He is a medical Editor of “Z turbotoyu pro zhinku”. Igor Lakhno is a reviewer of the Journal of Obstetrics and Gynaecology (Taylor and Francis), British Journal of Obstetrics and Gynecology (Wiley), Informatics in Medicine Unlocked (Elsevier), The Journal of Obstetrics and Gynecology Research (Wiley), Endocrine, Metabolic & Immune Disorders-Drug Targets (Bentham Open), The Open Biomedical Engineering Journal (Bentham Open), etc. He’s defended a dissertation for a DSc degree “Pre-eclampsia: prediction, prevention, and treatment”. Three years ago Igor Lakhno has participated in a training course on innovative technologies in medical education at Lublin Medical University (Poland). Lakhno Igor has participated as a speaker in several international conferences and congresses (International Conference on Biological Oscillations April 10th-14th 2016, Lancaster, UK, The 9th conference of the European Study Group on Cardiovascular Oscillations). His main scientific interests: are obstetrics, women’s health, fetal medicine, and cardiovascular medicine. \nIgor Lakhno is a consultant at Kharkiv municipal perinatal center. He’s graduated from training courses on endoscopy in gynecology. He has 28 years of practical experience in the field.",institutionString:null,institution:null},{id:"244950",title:"Dr.",name:"Salvatore",middleName:null,surname:"Di Lauro",slug:"salvatore-di-lauro",fullName:"Salvatore Di Lauro",position:null,profilePictureURL:"https://intech-files.s3.amazonaws.com/0030O00002bSF1HQAW/ProfilePicture%202021-12-20%2014%3A54%3A14.482",biography:"Name:\n\tSALVATORE DI LAURO\nAddress:\n\tHospital Clínico Universitario Valladolid\nAvda Ramón y Cajal 3\n47005, Valladolid\nSpain\nPhone number: \nFax\nE-mail:\n\t+34 983420000 ext 292\n+34 983420084\nsadilauro@live.it\nDate and place of Birth:\nID Number\nMedical Licence \nLanguages\t09-05-1985. Villaricca (Italy)\n\nY1281863H\n474707061\nItalian (native language)\nSpanish (read, written, spoken)\nEnglish (read, written, spoken)\nPortuguese (read, spoken)\nFrench (read)\n\t\t\nCurrent position (title and company)\tDate (Year)\nVitreo-Retinal consultant in ophthalmology. Hospital Clinico Universitario Valladolid. Sacyl. National Health System.\nVitreo-Retinal consultant in ophthalmology. Instituto Oftalmologico Recoletas. Red Hospitalaria Recoletas. Private practise.\t2017-today\n\n2019-today\n\t\n\t\nEducation (High school, university and postgraduate training > 3 months)\tDate (Year)\nDegree in Medicine and Surgery. University of Neaples 'Federico II”\nResident in Opthalmology. Hospital Clinico Universitario Valladolid\nMaster in Vitreo-Retina. IOBA. University of Valladolid\nFellow of the European Board of Ophthalmology. Paris\nMaster in Research in Ophthalmology. University of Valladolid\t2003-2009\n2012-2016\n2016-2017\n2016\n2012-2013\n\t\nEmployments (company and positions)\tDate (Year)\nResident in Ophthalmology. Hospital Clinico Universitario Valladolid. Sacyl.\nFellow in Vitreo-Retina. IOBA. University of Valladolid\nVitreo-Retinal consultant in ophthalmology. Hospital Clinico Universitario Valladolid. Sacyl. National Health System.\nVitreo-Retinal consultant in ophthalmology. Instituto Oftalmologico Recoletas. Red Hospitalaria Recoletas. \n\t2012-2016\n2016-2017\n2017-today\n\n2019-Today\n\n\n\t\nClinical Research Experience (tasks and role)\tDate (Year)\nAssociated investigator\n\n' FIS PI20/00740: DESARROLLO DE UNA CALCULADORA DE RIESGO DE\nAPARICION DE RETINOPATIA DIABETICA BASADA EN TECNICAS DE IMAGEN MULTIMODAL EN PACIENTES DIABETICOS TIPO 1. Grant by: Ministerio de Ciencia e Innovacion \n\n' (BIO/VA23/14) Estudio clínico multicéntrico y prospectivo para validar dos\nbiomarcadores ubicados en los genes p53 y MDM2 en la predicción de los resultados funcionales de la cirugía del desprendimiento de retina regmatógeno. Grant by: Gerencia Regional de Salud de la Junta de Castilla y León.\n' Estudio multicéntrico, aleatorizado, con enmascaramiento doble, en 2 grupos\nparalelos y de 52 semanas de duración para comparar la eficacia, seguridad e inmunogenicidad de SOK583A1 respecto a Eylea® en pacientes con degeneración macular neovascular asociada a la edad' (CSOK583A12301; N.EUDRA: 2019-004838-41; FASE III). Grant by Hexal AG\n\n' Estudio de fase III, aleatorizado, doble ciego, con grupos paralelos, multicéntrico para comparar la eficacia y la seguridad de QL1205 frente a Lucentis® en pacientes con degeneración macular neovascular asociada a la edad. (EUDRACT: 2018-004486-13). Grant by Qilu Pharmaceutical Co\n\n' Estudio NEUTON: Ensayo clinico en fase IV para evaluar la eficacia de aflibercept en pacientes Naive con Edema MacUlar secundario a Oclusion de Vena CenTral de la Retina (OVCR) en regimen de tratamientO iNdividualizado Treat and Extend (TAE)”, (2014-000975-21). Grant by Fundacion Retinaplus\n\n' Evaluación de la seguridad y bioactividad de anillos de tensión capsular en conejo. Proyecto Procusens. Grant by AJL, S.A.\n\n'Estudio epidemiológico, prospectivo, multicéntrico y abierto\\npara valorar la frecuencia de la conjuntivitis adenovírica diagnosticada mediante el test AdenoPlus®\\nTest en pacientes enfermos de conjuntivitis aguda”\\n. National, multicenter study. Grant by: NICOX.\n\nEuropean multicentric trial: 'Evaluation of clinical outcomes following the use of Systane Hydration in patients with dry eye”. Study Phase 4. Grant by: Alcon Labs'\n\nVLPs Injection and Activation in a Rabbit Model of Uveal Melanoma. Grant by Aura Bioscience\n\nUpdating and characterization of a rabbit model of uveal melanoma. Grant by Aura Bioscience\n\nEnsayo clínico en fase IV para evaluar las variantes genéticas de la vía del VEGF como biomarcadores de eficacia del tratamiento con aflibercept en pacientes con degeneración macular asociada a la edad (DMAE) neovascular. Estudio BIOIMAGE. IMO-AFLI-2013-01\n\nEstudio In-Eye:Ensayo clínico en fase IV, abierto, aleatorizado, de 2 brazos,\nmulticçentrico y de 12 meses de duración, para evaluar la eficacia y seguridad de un régimen de PRN flexible individualizado de 'esperar y extender' versus un régimen PRN según criterios de estabilización mediante evaluaciones mensuales de inyecciones intravítreas de ranibizumab 0,5 mg en pacientes naive con neovascularización coriodea secunaria a la degeneración macular relacionada con la edad. CP: CRFB002AES03T\n\nTREND: Estudio Fase IIIb multicéntrico, randomizado, de 12 meses de\nseguimiento con evaluador de la agudeza visual enmascarado, para evaluar la eficacia y la seguridad de ranibizumab 0.5mg en un régimen de tratar y extender comparado con un régimen mensual, en pacientes con degeneración macular neovascular asociada a la edad. CP: CRFB002A2411 Código Eudra CT:\n2013-002626-23\n\n\n\nPublications\t\n\n2021\n\n\n\n\n2015\n\n\n\n\n2021\n\n\n\n\n\n2021\n\n\n\n\n2015\n\n\n\n\n2015\n\n\n2014\n\n\n\n\n2015-16\n\n\n\n2015\n\n\n2014\n\n\n2014\n\n\n\n\n2014\n\n\n\n\n\n\n\n2014\n\nJose Carlos Pastor; Jimena Rojas; Salvador Pastor-Idoate; Salvatore Di Lauro; Lucia Gonzalez-Buendia; Santiago Delgado-Tirado. Proliferative vitreoretinopathy: A new concept of disease pathogenesis and practical\nconsequences. Progress in Retinal and Eye Research. 51, pp. 125 - 155. 03/2016. DOI: 10.1016/j.preteyeres.2015.07.005\n\n\nLabrador-Velandia S; Alonso-Alonso ML; Di Lauro S; García-Gutierrez MT; Srivastava GK; Pastor JC; Fernandez-Bueno I. Mesenchymal stem cells provide paracrine neuroprotective resources that delay degeneration of co-cultured organotypic neuroretinal cultures.Experimental Eye Research. 185, 17/05/2019. DOI: 10.1016/j.exer.2019.05.011\n\nSalvatore Di Lauro; Maria Teresa Garcia Gutierrez; Ivan Fernandez Bueno. Quantification of pigment epithelium-derived factor (PEDF) in an ex vivo coculture of retinal pigment epithelium cells and neuroretina.\nJournal of Allbiosolution. 2019. ISSN 2605-3535\n\nSonia Labrador Velandia; Salvatore Di Lauro; Alonso-Alonso ML; Tabera Bartolomé S; Srivastava GK; Pastor JC; Fernandez-Bueno I. Biocompatibility of intravitreal injection of human mesenchymal stem cells in immunocompetent rabbits. Graefe's archive for clinical and experimental ophthalmology. 256 - 1, pp. 125 - 134. 01/2018. DOI: 10.1007/s00417-017-3842-3\n\n\nSalvatore Di Lauro, David Rodriguez-Crespo, Manuel J Gayoso, Maria T Garcia-Gutierrez, J Carlos Pastor, Girish K Srivastava, Ivan Fernandez-Bueno. A novel coculture model of porcine central neuroretina explants and retinal pigment epithelium cells. Molecular Vision. 2016 - 22, pp. 243 - 253. 01/2016.\n\nSalvatore Di Lauro. Classifications for Proliferative Vitreoretinopathy ({PVR}): An Analysis of Their Use in Publications over the Last 15 Years. Journal of Ophthalmology. 2016, pp. 1 - 6. 01/2016. DOI: 10.1155/2016/7807596\n\nSalvatore Di Lauro; Rosa Maria Coco; Rosa Maria Sanabria; Enrique Rodriguez de la Rua; Jose Carlos Pastor. Loss of Visual Acuity after Successful Surgery for Macula-On Rhegmatogenous Retinal Detachment in a Prospective Multicentre Study. Journal of Ophthalmology. 2015:821864, 2015. DOI: 10.1155/2015/821864\n\nIvan Fernandez-Bueno; Salvatore Di Lauro; Ivan Alvarez; Jose Carlos Lopez; Maria Teresa Garcia-Gutierrez; Itziar Fernandez; Eva Larra; Jose Carlos Pastor. Safety and Biocompatibility of a New High-Density Polyethylene-Based\nSpherical Integrated Porous Orbital Implant: An Experimental Study in Rabbits. Journal of Ophthalmology. 2015:904096, 2015. DOI: 10.1155/2015/904096\n\nPastor JC; Pastor-Idoate S; Rodríguez-Hernandez I; Rojas J; Fernandez I; Gonzalez-Buendia L; Di Lauro S; Gonzalez-Sarmiento R. Genetics of PVR and RD. Ophthalmologica. 232 - Suppl 1, pp. 28 - 29. 2014\n\nRodriguez-Crespo D; Di Lauro S; Singh AK; Garcia-Gutierrez MT; Garrosa M; Pastor JC; Fernandez-Bueno I; Srivastava GK. Triple-layered mixed co-culture model of RPE cells with neuroretina for evaluating the neuroprotective effects of adipose-MSCs. Cell Tissue Res. 358 - 3, pp. 705 - 716. 2014.\nDOI: 10.1007/s00441-014-1987-5\n\nCarlo De Werra; Salvatore Condurro; Salvatore Tramontano; Mario Perone; Ivana Donzelli; Salvatore Di Lauro; Massimo Di Giuseppe; Rosa Di Micco; Annalisa Pascariello; Antonio Pastore; Giorgio Diamantis; Giuseppe Galloro. Hydatid disease of the liver: thirty years of surgical experience.Chirurgia italiana. 59 - 5, pp. 611 - 636.\n(Italia): 2007. ISSN 0009-4773\n\nChapters in books\n\t\n' Salvador Pastor Idoate; Salvatore Di Lauro; Jose Carlos Pastor Jimeno. PVR: Pathogenesis, Histopathology and Classification. Proliferative Vitreoretinopathy with Small Gauge Vitrectomy. Springer, 2018. ISBN 978-3-319-78445-8\nDOI: 10.1007/978-3-319-78446-5_2. \n\n' Salvatore Di Lauro; Maria Isabel Lopez Galvez. Quistes vítreos en una mujer joven. Problemas diagnósticos en patología retinocoroidea. Sociedad Española de Retina-Vitreo. 2018.\n\n' Salvatore Di Lauro; Salvador Pastor Idoate; Jose Carlos Pastor Jimeno. iOCT in PVR management. OCT Applications in Opthalmology. pp. 1 - 8. INTECH, 2018. DOI: 10.5772/intechopen.78774.\n\n' Rosa Coco Martin; Salvatore Di Lauro; Salvador Pastor Idoate; Jose Carlos Pastor. amponadores, manipuladores y tinciones en la cirugía del traumatismo ocular.Trauma Ocular. Ponencia de la SEO 2018..\n\n' LOPEZ GALVEZ; DI LAURO; CRESPO. OCT angiografia y complicaciones retinianas de la diabetes. PONENCIA SEO 2021, CAPITULO 20. (España): 2021.\n\n' Múltiples desprendimientos neurosensoriales bilaterales en paciente joven. Enfermedades Degenerativas De Retina Y Coroides. SERV 04/2016. \n' González-Buendía L; Di Lauro S; Pastor-Idoate S; Pastor Jimeno JC. Vitreorretinopatía proliferante (VRP) e inflamación: LA INFLAMACIÓN in «INMUNOMODULADORES Y ANTIINFLAMATORIOS: MÁS ALLÁ DE LOS CORTICOIDES. RELACION DE PONENCIAS DE LA SOCIEDAD ESPAÑOLA DE OFTALMOLOGIA. 10/2014.",institutionString:null,institution:null},{id:"243698",title:"Dr.",name:"Xiaogang",middleName:null,surname:"Wang",slug:"xiaogang-wang",fullName:"Xiaogang Wang",position:null,profilePictureURL:"https://mts.intechopen.com/storage/users/243698/images/system/243698.png",biography:"Dr. Xiaogang Wang, a faculty member of Shanxi Eye Hospital specializing in the treatment of cataract and retinal disease and a tutor for postgraduate students of Shanxi Medical University, worked in the COOL Lab as an international visiting scholar under the supervision of Dr. David Huang and Yali Jia from October 2012 through November 2013. Dr. Wang earned an MD from Shanxi Medical University and a Ph.D. from Shanghai Jiao Tong University. Dr. Wang was awarded two research project grants focused on multimodal optical coherence tomography imaging and deep learning in cataract and retinal disease, from the National Natural Science Foundation of China. He has published around 30 peer-reviewed journal papers and four book chapters and co-edited one book.",institutionString:null,institution:null},{id:"7227",title:"Dr.",name:"Hiroaki",middleName:null,surname:"Matsui",slug:"hiroaki-matsui",fullName:"Hiroaki Matsui",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"University of Tokyo",country:{name:"Japan"}}},{id:"312999",title:"Dr.",name:"Bernard O.",middleName:null,surname:"Asimeng",slug:"bernard-o.-asimeng",fullName:"Bernard O. Asimeng",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"University of Ghana",country:{name:"Ghana"}}},{id:"318905",title:"Prof.",name:"Elvis",middleName:"Kwason",surname:"Tiburu",slug:"elvis-tiburu",fullName:"Elvis Tiburu",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"University of Ghana",country:{name:"Ghana"}}},{id:"336193",title:"Dr.",name:"Abdullah",middleName:null,surname:"Alamoudi",slug:"abdullah-alamoudi",fullName:"Abdullah Alamoudi",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Majmaah University",country:{name:"Saudi Arabia"}}},{id:"318657",title:"MSc.",name:"Isabell",middleName:null,surname:"Steuding",slug:"isabell-steuding",fullName:"Isabell Steuding",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Harz University of Applied Sciences",country:{name:"Germany"}}},{id:"318656",title:"BSc.",name:"Peter",middleName:null,surname:"Kußmann",slug:"peter-kussmann",fullName:"Peter Kußmann",position:null,profilePictureURL:"//cdnintech.com/web/frontend/www/assets/author.svg",biography:null,institutionString:null,institution:{name:"Harz University of Applied Sciences",country:{name:"Germany"}}}]}},subseries:{item:{id:"92",type:"subseries",title:"Health and Wellbeing",keywords:"Ecology, Ecological, Nature, Health, Wellbeing, Health Production",scope:"\r\n\tSustainable approaches to health and wellbeing in our COVID 19 recovery needs to focus on ecological approaches that prioritize our relationships with each other, and include engagement with nature, the arts and our heritage. This will ensure that we discover ways to live in our world that allows us and other beings to flourish. We can no longer rely on medicalized approaches to health that wait for people to become ill before attempting to treat them. We need to live in harmony with nature and rediscover the beauty and balance in our everyday lives and surroundings, which contribute to our well-being and that of all other creatures on the planet. This topic will provide insights and knowledge into how to achieve this change in health care that is based on ecologically sustainable practices.
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