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Employee green behavior contributes to the achievement of hospitality organizations’ sustainability goals. However, there is a need to examine how green human resource management (GHRM) fosters employees’ green behavior. Anchored on the conservation of resources (COR) theory, we anticipate that GHRM may have double-edged effects on employees’ organizational citizenship behavior for the environment (OCBE) via two opposing mechanisms (e.g. environmental passion and emotional exhaustion). Moreover, we expect that the relationship of GHRM on environmental passion and emotional exhaustion depends on environmentally specific empowering leadership (ESEL).

The data were garnered from 356 hospitality employees in Pakistan and analyzed using partial least squares structural equation modeling (PLS-SEM).

The findings revealed a significant and positive link between GHRM and employee OCBE and environmental passion and a significant and negative relationship between GHRM and emotional exhaustion. Similarly, the link between environmental passion and employee OCBE was significant and positive and between emotional exhaustion and employee OCBE was significant and negative. Our results indicate that the impact of GHRM on OCBE among hospitality employees was mediated by environmental passion and emotional exhaustion. Further, ESEL strengthened the association of GHRM with environmental passion while mitigating the effect of GHRM on emotional exhaustion.

Anchored on the COR theory, our study provides novel empirical evidence by investigating the mechanisms and boundary conditions between GHRM and employee OCBE nexus in the hospitality realm.

Achieving innovation performance (IP) through high-performance work system (HPWS) remained relatively unexplored. Literature on the HPWS-IP linkage mechanism raises a question mark and highlights the existence of a black box. Therefore, the present study aimed to empirically fill the gap in the literature by developing a framework to theorize HPWS nexus with IP through serial mediation of intellectual capital (IC) and organizational ambidexterity (OA).

To answer the study questions survey-based, multi-source and time-lagged data were collected to examine the proposed model. SPSS 24 version was used to evaluate descriptive statistics and through Smart-PLS 3.32., partial least square structural equation modeling (PLS-SEM) was employed to test the study hypotheses.

Study findings indicate that HPWS not only has a significant direct impact on IP but also has a significant indirect relationship with IP through the mediation of IC and OA. Both IC and OA also mediated this relationship serially.

The originality of the study lies in the fact that it studied HPWS as an antecedent of IC and OA and IP as the consequence. Further, the study fills the knowledge gap in previous literature in which limited or no study has used the serial mediation model with two mediators particularly IC and OA to explore the relationship between HPWS and IP.