Search

The field of eco-innovation is included in the area of sustainable development being closely related with ecological planning. In this context, this paper aims to evaluate Romanian eco-innovation performance during the period 2003-2013 by constructing a composite index and to also identify the main eco-innovation poles at the European level using multidimensional analysis techniques based on the eco-innovation specific indicators for the year 2013. This approach used the methodology of constructing composite indices proposed by Organization for Economic Co-operation and Development (OECD) in 2008. The index measured the eco-innovation dimensions in 27 countries over the period 2003-2013. The empirical analysis revealed the conclusion that in Romania, the eco-innovation level is low compared with other countries, thus Romania cannot emphasize its eco-innovation performance. The empirical results of the study highlighted that eco-innovation represents a phenomenon leading to significant progress in achieving the objective of sustainable development in Romania, and also at the European level, only if the importance of this area is awarded and eco-innovation measures are enforced through adequate policies, leading to economic growth. [ABSTRACT FROM AUTHOR]

Unemployment has risen as the economy has shrunk. The coronavirus crisis has affected many sectors in Romania, some companies diminishing or even ceasing their activity. Making forecasts of the unemployment rate has a fundamental impact and importance on future social policy strategies. The aim of the paper is to comparatively analyze the forecast performances of different univariate time series methods with the purpose of providing future predictions of unemployment rate. In order to do that, several forecasting models (seasonal model autoregressive integrated moving average (SARIMA), self-exciting threshold autoregressive (SETAR), Holt–Winters, ETS (error, trend, seasonal), and NNAR (neural network autoregression)) have been applied, and their forecast performances have been evaluated on both the in-sample data covering the period January 2000–December 2017 used for the model identification and estimation and the out-of-sample data covering the last three years, 2018–2020. The forecast of unemployment rate relies on the next two years, 2021–2022. Based on the in-sample forecast assessment of different methods, the forecast measures root mean squared error (RMSE), mean absolute error (MAE), and mean absolute percent error (MAPE) suggested that the multiplicative Holt–Winters model outperforms the other models. For the out-of-sample forecasting performance of models, RMSE and MAE values revealed that the NNAR model has better forecasting performance, while according to MAPE, the SARIMA model registers higher forecast accuracy. The empirical results of the Diebold–Mariano test at one forecast horizon for out-of-sample methods revealed differences in the forecasting performance between SARIMA and NNAR, of which the best model of modeling and forecasting unemployment rate was considered to be the NNAR model. [ABSTRACT FROM AUTHOR]

Urbanization and climate change are requiring cities to find novel pathways to a sustainable future, and therefore the urban context may accelerate the conversion to a circular economy. In this sense, climate change is a considerable threat to the environment, affecting both human and natural systems, and in this context individuals have a very important role. Therefore, the paper aims to investigate, on the one hand, what determines people to undertake specific actions in fighting climate change and, on the other hand, what determines some people to engage in adopting multiple actions exhibiting extra mitigation behaviour compared to others, paving the way to an urban circular economy. In order to do that, multilevel logistic regression analysis using hierarchical data (individuals grouped in counties), reflecting group variability and group-level characteristics effects on outcomes at individual level has been applied. Special attention was given to modernisation thesis validation, stipulating that citizens from more developed and modernized countries are expected to manifest a higher level of extra mitigation compared to inhabitants of less-modernized nations. The empirical results revealed the positive association of pro-environmental factors, socio-demographic and economic factors with both specific and extra mitigation behaviour in fighting climate change. An important finding of the empirical research highlighted the validation of the modernisation thesis, even if partially, and the reinforcement of the modernisation thesis impact on the extra mitigation behaviour determined by the urban area segmentation. The extra commitment behaviour reflected by citizens' multiple actions in fighting climate change ensures progress to a circular economy through its contribution to waste reduction, eco-shopping increase, on eco-friendly transportation increase or domestic energy reduction. We believe that a shift in citizens' attitude towards climate change is needed, taking into account that a lot must be done" to effectively respond to climate change, paving the way for the circular economy. [ABSTRACT FROM AUTHOR]

In light of future work challenges, actual human resource management (HRM) needs to be redesigned, including long-term development, regeneration, and renewal of human resources, passing from consuming to developing human resources by incorporating the concept of sustainability. Thus, sustainable HRM is seen as an extension of strategic human resources, presenting a new approach to human resource management. The labor market is constantly changing, atypical work acquiring a significant relevance, especially in these current times of coronavirus crisis restrictions. In Romania, promoting the law of teleworking transformed labor flexibility into a topic of interest, and became an increasingly vital requirement for employment and a motivating factor for Romanian employees. In such a context, this paper aims to investigate the link between employee development and worktime and workspace flexibility as relevant characteristics of sustainable HRM, job satisfaction and job performance among Romanian employees in order to identify how to redesign HRM in the face of "future work" challenges. Additionally, the paper aims to examine the impact of different types of flexibility—contractual, functional, working time, and workspace flexibility—in order to highlight the relevance of employee development and employee flexibility as important aspects of sustainable HRM in increasing the overall level of employee job satisfaction. In order to make this possible, an "employee flexibility composite indicator," which takes into account different types of flexibility, has been developed using feedback from Romanian employees, which was gathered by a national representative survey using multiple correspondence analysis. Furthermore, the impact of both individual and employee flexibility on overall level of job satisfaction has been quantified using binary logistic regression models. Within the research, there is a particular focus on the impact of new types of workspaces (flex office, co-working, total home office, partial home office—FO, CW, HOT, HOP) on job performance, job satisfaction, organizational performance, professional growth and development, social and professional relationships, and personal professional performance as well as on the overall level of work motivation. The empirical results revealed that these new types of workspaces are highly appreciated by employees, generating a growing interest among them. Partial home working, the mix between working from home and working in a company's office, has been considered an optimal solution in increasing organizational performance, social and professional relationships, learning and personal development, and the overall level of work motivation. The results of the multiple correspondence analysis highlighted a medium level of flexibility among those Romanian employees interviewed, with only one third of them exhibiting high levels of flexibility. The empirical analysis of logistic regression analysis pointed out the role of functional flexibility, working time, and workspace flexibility along with the flexibility composite indicator in increasing the level of job satisfaction in employees. Therefore, if the challenge is to redesign the actual human resource management in order to include the concept of sustainability, attention needs to be on a combination of employee development-flexible time and flexible places, leading to an increase in both employee job satisfaction and organizational performance as important outcomes of sustainable HRM. [ABSTRACT FROM AUTHOR]