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Forecasting demand of emergency supplies under major epidemics plays a vital role in improving rescue efficiency. Few studies have combined intuitionistic fuzzy set with grey-Markov method and applied it to the prediction of emergency supplies demand. Therefore, this article aims to establish a novel method for emergency supplies demand forecasting under major epidemics.

Emergency supplies demand is correlated with the number of infected cases in need of relief services. First, a novel method called the Intuitionistic Fuzzy TPGM(1,1)-Markov Method (IFTPGMM) is proposed, and it is utilized for the purpose of forecasting the number of people. Then, the prediction of demand for emergency supplies is calculated using a method based on the safety inventory theory, according to numbers predicted by IFTPGMM. Finally, to demonstrate the effectiveness of the proposed method, a comparative analysis is conducted between IFTPGMM and four other methods.

The results show that IFTPGMM demonstrates superior predictive performance compared to four other methods. The integration of the grey method and intuitionistic fuzzy set has been shown to effectively handle uncertain information and enhance the accuracy of predictions.

The main contribution of this article is to propose a novel method for emergency supplies demand forecasting under major epidemics. The benefits of utilizing the grey method for handling small sample sizes and intuitionistic fuzzy set for handling uncertain information are considered in this proposed method. This method not only enhances existing grey method but also expands the methodologies used for forecasting demand for emergency supplies.

1. An intuitionistic fuzzy TPGM(1,1)-Markov method (IFTPGMM) is proposed.

2. The safety inventory theory is combined with IFTPGMM to construct a prediction method.

3. Asymptomatic infected cases are taken to forecast the demand for emergency supplies.

An intuitionistic fuzzy TPGM(1,1)-Markov method (IFTPGMM) is proposed.

The safety inventory theory is combined with IFTPGMM to construct a prediction method.

Asymptomatic infected cases are taken to forecast the demand for emergency supplies.

The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS.

We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance).

Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation.

After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis.

Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours.

Presentation of an original approach in this research field: the VOPs.