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In today’s business landscape, drawing upon the critical role of environmental sustainability, this study investigates the intricate relationship between green human resource management practices (GHRMP), big data analytics capability (BDAC), green competitive advantage (GCA) and environmental performance (EP), further moderated by managerial environmental concern (MEC).

This study employs a quantitative approach using the latest version of SmartPLS 4 version 4.0.9.6 on a data sample of 467 participants representing a diverse range of manufacturing SMEs. Data were collected from managers and directors using a structured questionnaire and analyzed using structural equation modeling (SEM). This study contributes to the existing knowledge by integrating GHRMP and BDAC within the GCA framework, providing a comprehensive understanding of how these practices enhance SME`s sustainability.

The findings provide valuable insights into the manufacturing sector, aiming to enhance SMEs' green competitive advantage. Implementing GHRMP fosters environmental awareness within the workforce, and building BDAC allows for effectively translating that GHRMP into actionable insights, maximizing the potential for achieving GCA. Furthermore, recognizing MEC’s moderating role strengthens positive environmental outcomes associated with GCA. The findings confirm that GHRMP and BDAC are valuable resources and key drivers contributing to competitive advantage in sustainability of enterprises.

For SMEs, our findings suggest that strategically integrating GHRMP with BDAC not only boosts environmental stewardship but also improves operational efficiency and market positioning. This research outlines actionable steps for SMEs aiming to achieve sustainability targets while enhancing profitability. This research provides actionable insights for SMEs in strategic decision-making and policy formulation, aiding SMEs in navigating the complexities of sustainable development effectively.

This study contributes to the existing knowledge by integrating GHRMP and BDAC within the GCA framework, providing a robust theoretical explanation of how HRM practices and BDAC help SMEs gain green competitiveness. The implication of this study reveals that SMEs implementing and integrating green HRM practices with advanced data analytics are more likely to gain competitive advantage. This study draws theoretical support from the resource-based view (RBV) theory, positing that a firm’s sustainable competitive advantage stems from its unique and valuable resources and capabilities that are difficult for competitors to imitate or substitute.

This study aims to explore the adoption of FinTech payment services among women. It assesses the phenomenon through the impact of personality traits and financial services knowledge and investigates the moderated-mediation role of the artificial intelligence.

Adopting the technology acceptance model, this study implied a quantitative survey to collect data from the women (N = 220). The relationship among the variables were assessed through Hayes’ PROCESS moderation-mediation model, with a robustness check through structural equation modeling (SEM) that substantiates the study’s findings.

The results showed that the women with high agreeableness and openness are inclined to use FinTech payment services. Moreover, high-level banking services and FinTech usage knowledge positively correlated to the usage of FinTech payment services. In addition, artificial intelligence positively influences the use of FinTech payment services among women.

This study offers policymakers a roadmap to make FinTech payment services more accessible among women through financial services knowledge and the use of artificial intelligence. This will advance the progress toward United Nations’ Sustainable Development Goals on gender equality and innovation.

This study reinforces the prospect of women’s empowerment through FinTech, paving way to explore the prospective mechanism for a complete shift to digitalization of economy to promote economic transparency.

To the best of the authors’ knowledge, this is amongst the first studies that investigates the role of big-five personality traits and artificial intelligence in enhancing the usage of FinTech payment services among women. The innovative nature of this study promotes financial inclusion among the female population and opens up new research avenues to promote FinTech adoption.

In the textile dyeing industry, the foam dyeing has been recognized as a significantly sustainable alternative for the cotton fabrics. However, this efficient technology undergoes the many issues related to the foam generation, foam optimization and the required performance of the resultant fabrics. The purpose of this paper is to address these issues through the development and optimization of the novel reactive foam dyeing recipes for the cotton fabrics.

The foam dyeing recipes were generated and optimized using the different stabilizers, foaming agents and three primary colors of reactive dyes. The different recipes were applied onto the cotton fabric using laboratory scale foam coating machine. The performance of the foam coated and padded fabrics was evaluated using different criteria including the shade depth, rubbing fastness, air permeability, washing fastness, perspiration fastness, light fastness and tear strength. Then, a complex decision-making approach, namely, analytic hierarchy process (AHP), was applied for the ranking of the key recipes based on the main criteria.

The newly optimized foam dyeing recipes were found very competitive with the conventional pad dyeing process with respect to the shade-depth and the other performance properties. The optimization of foaming parameters and addition of stabilizers have advanced the foam dyeing process, which would accelerate the implementation of foam dyeing methods in the textile industry. Furthermore, significant water and energy savings would be achieved as compared to the conventional foam dyeing. AHP model offered a comprehensive and rational way to identify the most important recipes amongst the selected recipes.

In this research, novel foam dyeing recipes have been developed for the cotton fabrics through the optimization of the different stabilizers, foaming agents and the three primary colors of reactive dyes. Until now, the exiting literature has not reported the combination of these stabilizers with the different foaming agents and three primary reactive dyes for the improvement of sustainable foam cotton dyeing process.

This study seeks to examine the mediating role of innovative work behavior (IWB) in the relationship between entrepreneurial leadership (EL) and employee performance.

The study adopted the cross-sectional research design of quantitative approach where data were collected from 344 employees in Ghana’s food and beverages industry. The retrieved data were analyzed using descriptive and inferential statistics (partial least squares structural equation modeling).

Mainly, the study revealed that IWB positively and significantly mediated the relationship between EL and contextual and task performance (TP). The study found that EL has a significant positive relationship with task and contextual performance (CP). This indicates that leaders who demonstrate entrepreneurial qualities, such as innovation, proactiveness and risk-taking, are likely to enhance their team’s ability to complete specific tasks effectively (TP) and contribute positively to the broader organizational environment (CP).

Practically, organizations that prioritize EL qualities among managers and supervisors in the form of providing training programs, coaching and mentorship opportunities that emphasize innovation, risk-taking and pro-activeness in decision-making significantly influence their employee performance.

The originality and value of this study lie in its comprehensive exploration of the relationship between EL, IWB and performance outcomes.

This study explores the under-researched phenomenon of workplace bullying against women in male-dominated Pakistani society, highlighting its severe impacts and bridging the research gap on intersectional effects of gender and cultural dynamics in developing countries.

Using a mixed-method research approach, we conducted two-wave surveys with 308 female workers in Pakistan's educational and health sectors. Data analysis examined relationships between workplace bullying and job outcomes like productivity and satisfaction, complemented by insights from in-depth interviews with 18 female workers.

The study reveals that workplace bullying significantly undermines job productivity, increases emotional exhaustion mediated by job anxiety and decreases job satisfaction among female workers. Bullying persists due to weak institutions and inadequate law enforcement, with perceived social support found to be an insignificant moderator.

The study findings underscore the economic implications of workplace bullying, as it drives female workforce attrition, hindering economic development. The study recommends conflict resolution strategies, effective HR policies, national law enforcement and supportive social networks to combat bullying and create a conducive work environment.

This study aligns with the UN's SDG goals #5 (gender equality) and #8 (decent work and economic growth), addressing pertinent issues related to workplace bullying in pursuit of these global objectives.

This study represents a unique attempt to address the intersectional dynamics of gender and culture concerning workplace bullying in Pakistan.

Work engagement has been shown to be one of the most significant positive employee outcomes in organisations and a critical factor in overall business success. The effect of leadership behaviour on employee work engagement has also been established as one of the most critical interactions in the literature. Accordingly, this study aims to investigate the impact of a leader’s knowledge-hiding behaviour on employee work engagement. Moreover, this study examines how organisational citizenship behaviour moderates the relationship.

This study adopted a quantitative method with 289 front-line employees from Jordan’s banking sector, each of whom was asked to complete an online self-report questionnaire.

The findings of this study indicate that leaders’ knowledge-hiding negatively affects the three dimensions of employee work engagement (namely, physical, emotional and cognitive). Additionally, the findings provide evidence for the negative moderating effect of organisational citizenship behaviour on the direct relationship between leaders’ knowledge-hiding behaviour and three employee work engagement dimensions.

This study adds to the body of literature by proposing and empirically demonstrating the impact of leaders’ knowledge-hiding behaviours on all three dimensions of employee work engagement. Furthermore, this study adds to the knowledge-hiding phenomenon and work engagement literature by proposing the mitigation role of organisational citizenship behaviour on the negative relation between leaders’ knowledge-hiding behaviour and employees’ employee work engagement.

The term “green human resource management” (Green HRM) is becoming more prevalent in both academics and business. This study’s main objective is to locate current understanding and trends in Green HRM literature by examining the available Green HRM literature. And prioritize the Green HRM practices in higher education institutions (HEIs). The study also identifies prevailing theories, context, characteristics and methodologies as current research interests to identify potential future research areas in Green HRM.

The study opted for a multi-method approach, combining theories, context, characteristics and methodologies (TCCM) for literature review and the analytical hierarchy process (AHP) for methodological analysis. The article selection process is illustrated via a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart. The study examines Green HRM literature using the TCCM framework as it aids in identifying commonly used theories, constructs and methods, suggesting future research directions (FRDs). After identifying core Green HRM practices, the study prioritizes them for the HEIs using the AHP.

The comprehensive analysis of the literature is provided by the TCCM framework, which identifies the most influential theories, contexts, characteristics and methodologies used in Green HRM literature. The most used theory was found to be the ability-motivation-opportunity (AMO) theory, followed by social identity theory. In context, the hospitality industry was the dominating sector/industry of the domain. Under the characteristics, various variables in Green HRM literature were identified and classified as antecedents, mediators, moderators and outcomes. The most used research method was quantitative, and the most opted research design was empirical. FRDs are also suggested analyzing the current trends of the Green HRM field. The finding of AHP indicates that green recruitment and selection holds the highest level of importance among Green HRM in HEIs.

This study is vital for past-future orientation, in which the past is explored in order to build new routes of Green HRM research. It used research publications from the Scopus database, and future studies may use other databases to improve understanding of Green HRM research.

AHP weights and ranks aid decision-makers in assessing Green HRM practice importance, facilitating pairwise comparisons before implementation in the HEIs and other service industries. It guides managers on allocating appropriate importance to each practice for informed decision-making.

This study enriches Green HRM literature using the TCCM framework, categorizing literature into four key areas and offering valuable FRDs for future researchers. Its comprehensive review provides crucial insights into the research landscape of Green HRM, aiding in understanding theories, variables, relevant sectors and methodologies. The study offers comprehensive theoretical implications in the realm of Green HRM.

Existing research indicates that no study has employed a multi-method approach combining the TCCM framework and AHP in Green HRM research. The initial TCCM phase conducts a thorough analysis, examining theories, contexts, characteristics and methodology, a unique methodology. It connects TCCM findings to FRDs. In the subsequent phase, AHP prioritizes Green HRM practices for the HEIs based on identified research gaps from TCCM. This innovative fusion of TCCM and AHP, resulting in FRDs and implications, represents the novelty of this paper.

The growing pressure on businesses to balance environmental sustainability with profit maximisation has led to the development of green entrepreneurial orientation (GEO), which proactively integrates green practices into core business operations. Grounded in the ecological modernisation theory, GEO acts as a green management practice which helps in achieving competitiveness through environmental innovation. However, despite the growing emphasis on GEO, there remains a gap in understanding how specific drivers influence the organisational structures and processes that lead to GEO. Therefore, the study addresses this gap by analysing the key drivers of GEO using an integrated approach.

In this study, total interpretive structural modelling (TISM) and cross-impact matrix multiplication applied to classification (MICMAC) were used to identify and interpret the interrelationship between key drivers of GEO. Here, TISM technique aided in constructing a contextual relationship-based structural model of drivers, whereas MICMAC assisted in categorising the drivers based on their driving and dependence power. A case evaluation was also carried out in the Indian textile industry to validate the TISM model.

The result indicates that institutional pressure, managerial environment concern, organisational resilience and big data analytical capabilities are the most influential drivers of GEO at organisational level, and other drivers act as secondary and linked variables in this process. The MICMAC analysis further supports the results of TISM. In addition, the overall TISM model is validated in the Indian textile sector.

The study findings will assist researchers and policymakers in adopting a systematic approach to prioritise GEO in pollution intensive industries. Moreover, it will help managers in leveraging GEO to achieve strategic advantages amid environmental challenges.

This study is amongst the first to employ an integrated qualitative approach to analyse drivers of GEO.

Drawing upon the natural resource-based view (NRBV) and social cognitive theory (SCT), the present study explores the role of green learning orientation (GLO) and green creativity (GC) as a mediating variable in the relationship between green transformational leadership (GTL) and green innovation (GI) in the Italian hotel industry. The research further assesses environmental performance (EP) and corporate green image (CGI) as a resultant factor of GI.

Two studies were conducted in Italy to evaluate theoretical models with workers in the lodging industry. Study 1 employed a three-wave, two-week time-lagged design with a total sample size of 303. Study 2 utilized a two-wave (four-week apart) design, with 349 participants using structural equation modeling.

The research findings emphasize that the enhancement of employees’ GLO and GC can be facilitated by providing GTL. This, in turn, may lead to the enhancement of GI, which improves the EP and CGI of a hotel.

The study comprehensively analyzes the previously unexamined relationships of employee-driven factors associated with GLO and GC. These factors are essential for promoting GI through GTL, ultimately enhancing EP and CGI. Therefore, it contributes by explaining previously unexplored employee and organizational factors in a unified model, utilizing time-lagged data, and enhancing the understanding of how organizations can elevate EP and CGI, particularly within the Italian hospitality sector.

This research proposes that leader expectations for green creativity promote employee green creativity, as they guide leaders to provide green intellectual stimulation to employees. This relationship exists only when organizations provide sufficient green intellectual capital.

We obtained survey data from 241 employees and their leaders over three waves and conducted regression analyses.

Leader expectations for green creativity evoke leader green intellectual stimulation, which increases employee green creativity. Green intellectual capital strengthens the link between leader green intellectual stimulation and employee green creativity as well as the indirect linkage between leader expectations for green creativity and employee green creativity through leader green intellectual stimulation.

This research provides valuable insights into key strategies that organizations and leaders can use to promote employee green creativity, such as expressing expectations, facilitating intellectual stimulation, and providing intellectual capital.

This research advances the literature on leadership and employee green creativity by integrating Pygmalion theory and green intellectual capital theory.