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.

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.

Talent management (TM) is referred as a young and developing field and it is claimed to be require more contribution from the different industry and country perspectives. Because of the highly dynamic and competitive nature of the container shipping industry, possession of valuable and unique human capital assets is evaluated as a substantial necessity to achieve business objectives and sustained competitive advantage by container shipping companies. Accordingly, TM is considered to be an essential factor contributing the accomplishment of these goals and the successful implementation of corporate strategy. Therefore, this study aims to contribute the development of TM field by investigating and evaluating TM related concepts and debates in Turkish container shipping industry. Through this extent, a combined method of content analysis with in-depth interview, has been organized to analyse TM oriented subjects in container shipping industry.

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.

Talent management (TM) is a critical aspect of organizational success, particularly in industries characterized by constant change and intense competition, such as the Turkish container shipping industry. This study aimed to explore the barriers to talent management practices and identify potential actions that companies in this industry can take to overcome these challenges. Through structured interviews with 31 participants employed in Turkish shipping companies, a range of barriers emerged, including economic conditions, the employment of incompetent individuals, lack of investment in talent management, disregard for employee value and development, lack of institutionalism, high employee turnover, failure to implement education effectively, and time constraints. In response to these barriers, potential actions were identified, including the development and utilization of innovative and remedial strategies, valuing employee development, providing employee welfare, and allocating adequate time and budget resources. These findings provide valuable insights into the challenges faced by organizations in the Turkish container shipping industry and offer actionable recommendations to enhance talent management practices. By implementing these actions, companies can create an environment that attracts, develops, and retains talented individuals, contributing to their long-term success in a competitive industry. Acknowledging and addressing these challenges is crucial for organizations seeking to improve talent management practices and remain competitive in the Turkish container shipping industry.

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.