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Consumers’ preferences for more sustainable dietary patterns and more climate-friendly foods can play a significant role in mitigating the effects of climate change. Accordingly, the present cross-sectional study aimed to examine the role of climate change worry and awareness of ecological footprint reduction behaviours in undergraduate consumers’ adherence to the Mediterranean diet and climate-friendly food choices.

This cross-sectional study was carried out with 600 healthy undergraduate students, including 255 (42.5%) males and 345 (57.5%) females. They completed the climate change worry scale, the awareness scale for reducing ecological footprint and the Mediterranean diet adherence scale. In addition, participants’ climate-friendly diet scores (CFDS) were calculated to evaluate climate-friendly food choices. Data were analysed using SPSS software.

Linear regression models indicated that climate change worry was positively associated with adherence to the Mediterranean diet (β = 0.121, p = 0.003) and CFDS (β = 0.087, p < 0.001). Similarly, a positive association was observed between the awareness of ecological footprint reduction behaviours and adherence to the Mediterranean diet (β = 0.179, p < 0.001) and CFDS (β = 0.098, p < 0.001).

The results may indicate that worry about climate change and awareness of ecological footprint reduction behaviours can promote higher adherence to the Mediterranean diet and more climate-friendly food choices, but the observed associations do not imply causality, and further studies are required to determine whether causal links exist.

This study examined the relationships between climate change worry, awareness of ecological footprint reduction behaviours, adherence to the Mediterranean diet and climate-friendly food choices in a single study on undergraduate students.

With the pandemic and digital developments, digital transformation has begun in Human Resources Management (HRM). Applications such as robotic applications, information technology, IIoT, Industry 4.0 have led to a decrease in the need for human resources (HR) and an increase in the need for skilled workers. Along with this need, new-collar, digital-collar, cyber-collar, and metal-collar employee types have been added to the distinction between blue-collar and white-collar. To adapt to Industry 4.0 and to survive the pandemic process, businesses have also met the digitalization process very quickly and almost unpreparedly. In this context, the HRM of the businesses has started to experience digital transformation. With the digitalization of HR processes, digital conflicts have also emerged. Conflict management problems arising from digital transformation and the pandemic process, health problems, and cyber-attacks due to remote working have become one of the most important problems of the digital age. In this chapter, the issue of digital conflicts in HRM is discussed. In this context, first of all, the concept of digital conflict is included. Then, Industry 4.0, information technology and HR, the impact of information systems on digitalization and HR, digital transformation in HRM, opportunities, and threats arising from digitalization, and HR conflict management problems in the COVID-19 pandemic, collar change of employees during the pandemic, possible problems that may arise after the pandemic, future predictions, and strategic principles are mentioned.