Corporate social responsibility (CSR) refers to corporations exhibiting ethical behaviours towards societal members. This responsibility should be demonstrated towards all stakeholders rather than only stockholders. Corporations should be responsible for the effects that their actions have on stakeholders by assuming a fair and responsible attitude and valuing sustainable development. Corporations that affect their stakeholders must assume their responsibilities by focusing on sustainable development and exhibiting a fair attitude; for example, providing staff members with a positive work environment, introducing green products, sustaining environmental quality, offering satisfactory after-sales services and maintaining positive interaction with the community. Relevant studies that have integrated green production (GP) with CSR evaluation were scarce in the past. Moreover, previous studies regarding standard criteria for CSR evaluation have involved a major shortcoming, in that a majority of these studies have assumed mutual independence and no influencing and causal relationships among CSR criteria. The present study focused on GP and employed a novel decision-making trial and evaluation laboratory method to evaluate and investigate green corporate social responsibility (GCSR) indicators. In addition, the degrees of influence and the causal relationships among GCSR indicators were explored.

With China’s rapid economic development, restructuring the economy will require a development model based on high-to-low carbon transition. The development of logistics enterprises has its own characteristics associated with the trend of low carbon. This article discusses the significance of structuring a human resource performance evaluation system for low-carbon logistics enterprises. We used an analytic hierarchy process (AHP) and triangle-definite weighted functions as the technology platform to determine the performance evaluation and measure corporate status quo. The results can serve as a reference for companies to make the best talent decisions and achieve long-term development strategies. In addition, this study helps to make up for a lack of relevant research in this area.