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The research frontier concerning the relationship between Industry 4.0 (I4.0) and supply chain performance (SCP) in manufacturing is currently lacking in a comprehensive examination. This study examines the relationship between I4.0 adoption and SCP. Additionally, the study examines the mediating effects of supply chain traceability (SCT), supply chain visibility (SCV) and supply chain resilience (SCR), both individually and sequentially.

The data were garnered from 510 managers of manufacturing firms, and PLS-SEM was applied to examine the sequential mediation effect of SCT, SCV and SCR between I4.0 and SCP.

Results indicate a statistically significant direct relationship between I4.0 adoption and SCP. Furthermore, SCT mediates the impact of I4.0 on SCP. Similarly, results showed that SCV mediates the impact of I4.0 on SCP and SCR mediates the impact of I4.0 on SCP. Moreover, the relation between I4.0 adoption and SCP is substantially influenced by the sequential effects of SCT, SCV and SCR. The study provides novel empirical evidence by investigating the sequential mediation roles of SCT, SCV and SCR between I4.0 adoption and SCP through the lens of the resource-based view (RBV) perspective.

Policymakers must prioritize the promotion of I4.0 integration to strengthen the performance of manufacturing supply chains (SC). This can be achieved by improving traceability, visibility and resilience within these SCs.

The originality of this study lies in its use of the sequential mediation effect of SCT, SCV and SCR between I4.0 and SCP under the theoretical lens of RBV.

The sustainable performance of manufacturing companies may commence with employees’ eco-friendly initiatives. The management is responsible for employee green initiatives, requiring the human resource department to develop and implement green strategies. Therefore, it is essential to investigate how green human resource management enhances sustainable performance among manufacturing personnel. This study aims to determine if the green knowledge management and green innovation of manufacturing employees serve as serial mediators in the relationship between green human resource management and sustainable performance. Additionally, if artificial intelligence facilitated the relationship between green human resource management, green knowledge management and sustainable performance.

The data were gathered from manufacturing firm managers and analyzed using partial least squares structural equation modeling.

The results indicated a notable and positive correlation between green human resource management and sustainable performance, green knowledge management and green innovation. Green knowledge management and green innovation exhibited significant positive correlations with sustainable performance. Additionally, green knowledge management and green innovation facilitated the connection between green human resource management and sustainable performance. This relationship was serially mediated by green knowledge management and green innovation. Furthermore, artificial intelligence moderated the relationship between green human resource management, green knowledge management and sustainable performance.

This study suggests that management can use study findings in decision-making to improve firms’ sustainable performance.

This study provides novel empirical evidence by investigating the mediation roles of green knowledge management and green innovation between green human resource management and sustainable performance through the lens of the natural resource orchestration theory.

Higher education institutions are the contemporary embodiment of knowledge-intensive organizations. The role of knowledge sharing among academics in enhancing teaching, research and innovation performance cannot be overlooked. However, a paucity of studies were devoted to uncovering the influencing factors of knowledge sharing among academics in China. This study aims to dig into the factors that influence academics’ knowledge-sharing behaviors in the context of Chinese higher education.

Semi-structured interviews were conducted with 13 academics from universities across various regions in China by using a combination of convenience, snowball and purposive sampling methods. Thematic analysis was used where data sets were examined according to the initial categorization of factors based on a review of the literature while new factors were searched based on frequency of re-occurrence.

Perceived loss of power and time and effort significantly hinder knowledge sharing whereas expected self-development and association are major catalysts of knowledge sharing. The organizational climate in higher education is featured by competition and individualism, which is not conducive to knowledge sharing while affiliation and trust are essential for cultivating a pro-sharing environment. Technological tools are perceived as user-friendly and useful in facilitating knowledge sharing, but doubts were raised about the effectiveness of online knowledge sharing compared to face-to-face communication.

Deviating from the conventional quantitative approach, this study provides novelty insights on this topic by revealing some less-investigated factors of knowledge sharing among Chinese academics by taking the qualitative approach.