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To meet environmental performance (EP) goals, this study aims to identify the complex interaction between green Industrial Internet of Things (GIIoT), circular economic practices (CEPs) and dynamic capabilities (DC). This study analyzes how technological, operational and cultural compatibilities enhance GIIoT adoption.

Data were collected from diverse Chinese manufacturing firms (n = 339) through a quantitative survey. The research model was proposed, and hypotheses were tested using structural equation modeling. Moreover, the robustness of the structural model is further tested using Fuzzy Set Qualitative Comparative Analysis and importance performance map analysis.

The empirical results indicate that higher organizational compatibilities boost GIIoT adoption and EP. DC was assessed as a higher-order construct to examine its mediation of GIIoT adoption and EP. DC positively mediates GIIoT adoption-EP. Similarly, CEP’s positive impact on EP, partially mediating the relationship between GIIoT adoption and EP, has also been proved.

This research bridges current understanding and contributes useful insights for fostering environmental sustainability inside manufacturing firms and advances the theoretical understanding of technology adoption, sustainable development and dynamic capacity theory. It illuminates the way forward to harmonize and successfully integrate technology, CEP and EP. This research advances the area and gives decision-makers practical advice for creating sustainable and technologically sophisticated organizations.

This research focuses on the distinct group of high-status employees commonly referred to as workplace vigilantes, and conceptually investigates how unethical requests by these individuals impact the behavior and attitude of other employees over time using the social identity theory.

For developing a conceptual model, literature from the domains of social identity, organizational behavior and general management was searched through Google Scholar. To search the literature, some key terms such as “unethical activities”, “Islamic work ethics” and “social identity” were searched and analyzed.

Using the social identity theory, a conceptual process model is developed which suggests that when high-status employees propose unethical requests to employees, individuals with high morality are likely to refuse those unethical requests to protect their self-categorizations. However, taking the unfair advantage of their illegitimate powers, high-status employees are likely to eventually make wrong judgments and give unnecessary punishments to moral employees. It is further argued that consistent victimization is likely to negatively impact the social identity of such employees and leads to irritability in moral employees, particularly when such individuals are unable to get the requisite social support from their leaders.

While a considerable body of literature has focused on the antecedents and consequences of intense unethical business practices and the crucial role of leaders in such activities, limited attention has been given to the role of other employees and how they engage in mild unethical misconduct regularly, which is the key focus of this research. The novel conceptual framework needs to be tested in diverse contexts for further development and validation.