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1. Maritime transport constitutes a strategic global infrastructure, carrying approximately 90% of world trade, while its environmental impacts and implications for ecosystem health and societal we...

In response to the growing need for decarbonization in the maritime industry, identifying and prioritizing environmentally responsible shipboard behaviors has become increasingly important. This study proposes an integrated Delphi–Interval Type-2 Fuzzy Analytic Hierarchy Process (IT2F-AHP) framework to identify and prioritize Employee Green Behaviors (EGBs) among officer-class seafarers, who play a central role in implementing sustainability practices during daily ship operations. First, a three-round Delphi process was conducted to establish expert consensus on the most relevant green behaviors. Subsequently, IT2F-AHP was employed to prioritize these behaviors while addressing the uncertainty inherent in expert judgments. The results indicate that resource efficiency, energy conservation, and adherence to ballast water management regulations are the highest-priority behaviors for supporting sustainable ship operations. The proposed framework provides a systematic and transparent decision-support tool for shipping companies, maritime education and training institutions, and policymakers to develop targeted training programs, operational procedures, and sustainability strategies. By integrating expert consensus with advanced multi-criteria decision-making, this study contributes to the behavioral dimension of sustainable shipping and offers a practical framework for promoting the green transformation in maritime operations.

Purpose: This study aims to identify and prioritize effective green human resource management (GHRM) strategies tailored to the logistics industry. Amid escalating climate challenges and regulatory pressures, the integration of sustainability principles into HRM functions remains limited in this sector. The research addresses this gap by proposing a structured decision-making model to evaluate and guide sustainable HR practices. It highlights how GHRM can serve as a strategic driver of green transformation, aligning human capital development with environmental objectives in logistics operations. The goal is to support decision-makers in building environmentally responsible and operationally efficient HR systems. Design/methodology/approach: A hybrid multi-criteria decision-making approach is adopted, integrating the Delphi technique, analytic hierarchy process (AHP) and the prevalence effect method (PEM) within the framework of fuzzy parameterized fuzzy soft matrices (fpfs-matrices). DELPHI is used to identify 17 relevant GHRM strategies through expert consensus. AHP ranks these strategies based on defined sustainability criteria. PEM refines the prioritization process by quantifying the perceived significance of alternatives under uncertainty. The combined DELPHI-AHP-PEM methodology offers a robust, structured and uncertainty-aware decision-support model for evaluating and ranking GHRM strategies in the logistics sector. Findings: The results reveal that corporate social responsibility (CSR), Green Employer Branding and Green Compensation and Rewards emerge as the top three strategies for sustainable HRM in logistics. These practices are recognized for their strong alignment with both environmental objectives and operational efficiency. The proposed DELPHI-AHP-PEM model provides a systematic prioritization of 17 GHRM strategies, offering new insights into how human capital can drive sustainability transformations in the logistics sector. The model confirms the critical role of HR policies in fostering long-term ecological and organizational resilience. Research limitations/implications: While this study proposes a novel hybrid framework for evaluating GHRM strategies, it is constrained by the composition of the expert panel and the subjective nature of judgment-based methods such as DELPHI and AHP. The findings are context-specific and may not generalize fully across industries or cultural settings. Future research should broaden the application to other sectors, examine longitudinal impacts and integrate quantitative performance metrics. Nonetheless, the methodology provides a replicable structure for evaluating GHRM strategies under uncertainty, laying the groundwork for further empirical and cross-sectoral investigations of green HR practices. Practical implications: The model provides HR managers and sustainability officers with a structured tool to prioritize green HR strategies that align with regulatory pressures and ecological goals. It supports sustainability-focused decision-making on resource allocation, training, recruitment and compensation planning. By identifying the most impactful practices, the study helps organizations embed environmental responsibility into core HR processes, facilitating green workforce development. The practical framework can also guide HR policy reforms, sustainability certifications and corporate reporting mechanisms to improve environmental performance in logistics and beyond. Social implications: Integrating GHRM into logistics operations supports environmental sustainability while also generating social sustainability outcomes. Emphasizing CSR, green employer branding and eco-conscious reward systems contributes to the development of organizational cultures grounded in environmental awareness and social responsibility. These practices enhance employee engagement, strengthen public perception and foster long-term stakeholder trust. The proposed methodology frames sustainability as a human-centered process in which responsible employment practices contribute to societal well-being and support alignment with the global Sustainable Development Goals. Furthermore, it facilitates a just transition toward green economies through workforce transformation. Originality/value: This study is among the first to systematically integrate DELPHI, AHP and PEM via the fpfs-matrices framework to evaluate GHRM in the logistics sector. It introduces a novel hybrid decision-making model that accommodates expert uncertainty and contextual specificity. The research bridges the gap between sustainability and HR strategy by quantifying the relative importance of green HR practices. Its contribution includes theoretical advances in the decision sciences and actionable insights for practitioners seeking to embed sustainability within HRM systems.

The determination of freight rates in liner shipping is influenced by the market dynamics and the strategic decisions of shipping alliances. This study investigates the effect of non-alliance tonnage on freight rates along the Asia–North America West Coast route, employing a quantile regression method. A dataset covering July 2021 to June 2023 was used, with bunker prices and the Dow Jones Index serving as control variables. The results reveal that the non-alliance share has a significant and negative impact on lower quantiles, suggesting that enhanced competition reduces freight rates when the prices are low. In contrast, this effect disappears at higher freight levels. Bunker prices and the stock market index also exhibit varying effects, depending on the quantile, with demand-side variables being more influential during low-freight conditions. These findings suggest that market concentration affects price-setting power, and quantile-based approaches offer deeper insights into these complex relationships than linear models. These insights contribute to the sustainable development of maritime transport by promoting fair competition, improving pricing transparency, and supporting efficient policy interventions in global liner shipping.

Port decarbonization is becoming an increasingly critical focus in the maritime industry. It facilitates prioritizing compliance with the latest regulatory updates introduced by the International Maritime Organization, the European Union, and national governments. It is also seen as a key element to tackling climate change challenges. Hence, it is essential to comprehend recent developments in port decarbonization research to address sustainability requirements of the industry. This article reveals the recent research directions and current industrial practices in response to port decarbonization requirements by employing a holistic view of the literature. The methodology of this research uses a detailed qualitative approach framework to conduct an in-depth analysis of contemporary research publications. In this study, 75 recent publications in the literature are examined in-depth using systematic review, thematic analysis, and content analysis. The findings of this study suggest a significant emphasis on innovative technologies and collaborative strategies for achieving decarbonization goals. Another important contribution of this study is the identification of key barriers and facilitators in the implementation of decarbonization practices at ports. This study also encompasses future research directions by identifying existing themes, contents, and research gaps in the literature. It is anticipated that the outcomes of this article will shed light on the main research motivations and policymaking requirements in the field of port decarbonization.

This study aims to determine the impact of creative self-efficacy and green shared vision on the inclination of employees in the logistics sector to engage in green innovative behaviour. The study's population comprises 564,323 individuals employed in the logistics sector in Turkey. Information was acquired via an internet-based questionnaire. Hence, the study's sample comprises 421 individuals who were chosen from the pool of employees. The analysed data was subjected to frequency analysis, exploratory factor analysis, reliability analysis, normality analysis, correlation analysis, and regression analysis. The correlation study revealed a substantial association between creative self-efficacy and green shared vision, creative self-efficacy and green innovative conduct, and green shared vision and green innovative behaviour. According to the results of the regression analysis, it was determined that creative self-efficacy and green shared vision had significant effects on green innovative behavior tendencies. According to regression analysis, creative self-efficacy was found to affect green innovative behavior tendencies more than green shared vision. Consequently, suggestions were put forward to highlight the significance of a collective environmentally friendly vision to all staff members in this particular group. This study is considered novel because there is no existing research example in the literature that evaluates the impact of creative self-efficacy and green shared vision on green innovative behaviour tendencies.

Bu araştırmanın amacı çevresel kurumsal sosyal sorumluluğun ve kişi-örgüt uyumunun çevreci bağlılık üzerindeki etkilerini belirlemektir. Araştırmanın evrenini Türkiye’de lojistik sektöründe çalışan 564.323 kişi oluşturmaktadır. Veriler online anket yoluyla elde edilmiştir. Dolayısıyla araştırmanın örneklemini bu çalışanlardan seçilen 421 kişi oluşturmaktadır. Toplanan verilerle frekans analizi, keşfedici faktör analizi, güvenilirlik analizi, normalli analizi korelasyon analizi ve regresyon analizi yapılmıştır. Araştırma kapsamında yapılan korelasyon analizinin sonucunda çevresel kurumsal sosyal sorumlulukla kişi-örgüt uyumu arasında anlamlı bir ilişki, çevresel kurumsal sosyal sorumlulukla çevreci bağlılık arasında anlamlı bir ilişki, kişi-örgüt uyumuyla çevreci bağlılık arasında anlamlı bir ilişki olduğu tespit edilmiştir. Regresyon analizi sonuçları incelendiğinde çevresel kurumsal sosyal sorumluluğun ve kişi-örgüt uyumunun çevreci bağlılık üzerinde anlamlı etkilerinin olduğu belirlenmiştir. Regresyon analizine göre çevresel kurumsal sosyal sorumluluğun kişi-örgüt uyumundan daha fazla çevreci bağlılığı etkilediği görülmüştür. Dolayısıyla bu örgütte hem çevresel kurumsal sosyal sorumluluğun hem de kişi-örgüt uyumunun önemini vurgulayan tavsiyeler sunulacaktır. Literatürde çevresel kurumsal sosyal sorumluluğun ve kişi-örgüt çevreci bağlılık üzerindeki etkisini ele alan araştırma örneği bulunmadığı için bu araştırmanın özgün olduğu düşünülmektedir.

Bu araştırmanın amacı banka şubelerinde çevreci örgütsel vatandaşlık davranışı ve terfi odağının yeşil inovasyon üzerindeki etkilerini belirlemektir. Araştırmanın evrenini Türkiye’de banka sektöründe çalışan 190.000 personel oluşturmaktadır. Online anket yöntemiyle elde edilen araştırmanın örneklemini bu kişilerden seçilen 554 personel oluşturmaktadır. Elde edilen verilerle frekans analizi, normallik testi, keşfedici faktör analizi, güvenilirlik analizi, korelasyon analizi ve hiyerarşik regresyon analizleri yapılmıştır. Yapılan korelasyon analizinin neticesinde çevreci örgütsel vatandaşlık davranışı ile yeşil inovasyon arasında anlamlı ve olumlu bir ilişki, çevreci örgütsel vatandaşlık davranışı ile terfi odağı arasında anlamlı ve olumlu bir ilişki, yeşil inovasyonla terfi odağı arasında anlamlı ve olumlu bir ilişki bulunmuştur. Hiyerarşik regresyon analizinin sonucuna göre çevreci örgütsel vatandaşlık davranışının yeşil inovasyon üzerindeki etkisinde terfi odağının kısmi aracılık rolünün olduğu tespit edilmiştir. Dolayısıyla terfi odağı analize dahil edildiğinde çevreci örgütsel vatandaşlık davranışının yeşil inovasyon üzerindeki etkisini azalttığı görülmüş, örneklem dahilindeki banka şubelerinde çevreci örgütsel vatandaşlık davranışını arttıracak tavsiyeler sunulmuştur.

The aim of this research is to identify the effects of organisational agility and electronic human resource management (E-HRM) on sustainable competitive advantage. The population of the research consists of 471,000 employees working in hotels in Turkey. Data were collected through an online survey. Therefore, the sample of the research is 421 employees working in these hotels. Frequency, factor, reliability, normality, correlation, and regression analysis were performed. When the regression analysis was analysed, it was determined that organisational agility and E-HRM have significant effects on sustainable competitive advantage. When the result of the regression analysis is evaluated, it is seen that organisational agility affects sustainable competitive advantage more than E-HRM. Therefore, in this sample, recommendations are presented in order to bring the importance of organisational agility to all employees.

In order to meet customer and market demands, exploratory innovation necessitates innovative designs and creative approaches. The goal of this research is to ascertain the mediating effect of digital organisational culture on the impact of digital leadership, which embodies the desire to proactively use technology to add value to an organisation. The 7.023 personnel that are registered in the computer engineers' room make up the study's population. Of the people who are employed, 414 computer engineers have been chosen as the study's sample. Frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis, normality analysis, and hierarchical regression analysis were all used to analyse the data. According to the findings of the correlation analysis carried out as part of the study, there is a positive and significant relationship between digital leadership and exploratory innovation, a positive and significant relationship between digital organisational culture and digital leadership, and a positive and significant relationship between digital leadership and digital leadership. The initial stage of the hierarchical regression analysis process revealed that exploratory innovation is significantly impacted by digital leadership. It was discovered in the second phase that digital organisational culture is significantly impacted by digital leadership. Exploratory innovation is significantly impacted by digital organisational culture, according to the results of the third level of hierarchical regression analysis. The impact of digital leadership on exploratory innovation is somewhat mediated by digital organisational culture, it was found in the fourth and final step. Digital organisational culture was found to have a negative impact on exploratory innovation when it was included in the hierarchical regression analysis. Consequently, steps that should be taken to guarantee that digital organisational culture predominates in the companies where the people in the sample work have been recommended. There aren't many research examples in the literature that show how digital organisational culture mediates the effect of digital leadership on exploratory innovation. As such, this study is regarded as original.