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Although literature abounds on lean sustainability (LS), its contributions to manufacturing industries’ triple bottom line performance (TBLP) through top management commitment (TMC) remain scanty. This research explores the mediating role of TMC in the nexus between LS and TBLP.

Given the study’s quantitative focus, the causal design was utilised. The structured questionnaire, a survey instrument, was used to gather primary data from 285 manufacturing organisations in Ghana, a developing country. Data analysis was done with structural equation modelling.

It was found that LS and TMC positively influence TBLP, whereas TMC partially mediates the connection between LS and TBLP of Ghanaian manufacturing organisations.

The study concentrates on Ghana’s manufacturing industry and embraces the stakeholder theory and quantitative methods.

This research underlines why top managers must prioritise investment in LS to promote sustainable development and attain their organisations’ TBLP targets. The study also provides key insights for top managers to consistently commit enormous resources towards developing lean practices, contributing favourably to TBLP. By establishing the interplay among LS, TMC and TBLP, manufacturing practitioners and researchers can further advance new strategies to address the growing sustainability concerns and achieve higher economic, social and environmental performance.

The study’s originality lies in analysing the mediation effect of TMC on the linkage between LS and TBLP in a developing economy where manufacturing organisations are continuously exposed to resource and waste management problems and lack adequate commitments from top managers towards sustainability initiatives. It is also the first to establish relationships between top management commitment and TBLP in the manufacturing industries of developing economies, concentrating on Ghana.

Blockchain technology, renowned for its decentralization, security, reliability, and data integrity, has the potential to revolutionize businesses globally. However, its full potential remains unrealized due to adoption barriers, necessitating further studies to address these challenges. Identifying these barriers is crucial for businesses and practitioners to effectively tackle them. This systematic review analyzed 70 eligible studies out of 1944 gathered from various databases to understand and identify common blockchain adoption barriers. The Technology–Organization–Environment (TOE) framework was the most popular theory used in these studies. Despite differences in variable definitions, financial constraints, lack of stakeholder collaboration and coordination, and social influences like resistance to change and negative perceptions emerged as the top three barriers. The supply chain domain had the highest number of studies on blockchain adoption. Notably, there was a significant increase in studies addressing blockchain adoption in 2023, comprising 34.2% of the total reviewed studies. This review provides a comprehensive overview of identified barriers, serving as a valuable foundation for future research. Understanding these challenges allows researchers to design targeted studies aimed at developing solutions, strategies, and innovations to overcome obstacles hindering blockchain adoption.

This study aims to examine how various green HRM practices – such as hiring, training, pay and rewards and teamwork – impact overall green behaviour by considering the mediating roles of task-related and voluntary green behaviours and the moderating effect of environmental concern.

The data for this study was collected from 398 employees of manufacturing companies in North India using purposive sampling. Structural equation modelling was employed to test the hypothesised relationships, while bootstrapping and the normal theory method were used for the mediation analysis. The Hayes Process Macro was applied for the moderation analysis.

The findings revealed significant relationship between green HRM practices and employees’ green behaviour with task-related and voluntary green behaviours acting as a significant mediator. Additionally, environmental concerns significantly moderate these relationships.

The study offers implications for HR managers, practitioners and policymakers, highlighting the importance of incorporating environmental aspects when framing their policies. Integrating various green HRM practices is essential to create environmental responsibility within the organisation.

Research on Green HRM and employee behaviour is in its nascent stage in developing countries like India, particularly within the manufacturing sector.

This paper investigates the mediating role of organizational prosocial behavior (OPB) in the relationship between spiritual leadership (SL) and knowledge-sharing (KS) from the intrinsic motivation perspective.

A survey was used to gather data from middle and executive management employees at industrial firms in Sahab Industrial City in Jordan. The study applied quantitative exploratory methods. The study used a self-reported questionnaire to gather data, with 268 valid responses being used to conduct the analysis. The analysis of data proceeded with the aid of SEM-PLS using SmartPLS 4.

The results advocate the positive link between SL and KS routing through the mediator (OPB). The mediating role of OPB was found to be partial.

This study offers practical implications for organizations that wish to optimize KS among employees. It emphasizes the crucial role of SL in determining employee OPB and proposes that managers strive to engender organization-wide transcendental values.

This study furthers the understanding of KS by testing the relationship between SL and KS using OPB as a mediator, which has not been investigated theoretically or empirically.

This study aims to investigate the mediating role of green employee empowerment (GEE) in the relationship between green discipline management and green involvement with green employee creativity and innovation (GECI) within public universities in Yemen. The research explores how the components of green human resource management (GHRM) influence green creativity and innovation through employee empowerment.

The study utilizes both primary and secondary data. The primary data were gathered through structured questionnaires distributed to 363 employees in public universities in Yemen. The data were analyzed using structural equation modeling (SEM) with AMOS to assess the relationships among the variables.

The findings reveal that green discipline management and green involvement have a significantly positive impact on GEE and GECI. Furthermore, GEE partially mediates this relationship, which demonstrates that empowered employees are more likely to contribute to environmentally sustainable creativity and innovation.

This research helps better understand how GHRM practices, such as discipline management and involvement, can promote green creativity and innovation through employee empowerment. By examining the mediating role of GEE, the study provides valuable insights for academic institutions and organizational leaders seeking to integrate sustainability into human resource (HR) practices and policies.

This study pioneers examining the relationships between psychological factors, cognitive processes and entrepreneurial mindset to enhance an understanding of the underlying mechanisms contributing to successful entrepreneurship.

Amos software applied a quantitative approach to analyze the fit indices for the hypothesized model, while SPSS conducted descriptive and factor analysis. Eventually, the primary survey technique was performed with quantitative research, collecting 413 numerical data through a structured, closed-ended Likert scale questionnaire delivered to the target respondents.

Results have shown that data analysis verifies the positive relationships between psychological factors and the entrepreneurial mindset (hypothesis H1) and cognitive processes and the entrepreneurial mindset (hypothesis H2). These findings contribute to understanding the mechanisms underpinning the entrepreneurial mindset and have implications for entrepreneurship development and support initiatives. The study findings also underscore the importance of understanding the covariance between psychology and cognition in the context of the entrepreneurial mindset – a complex and engaging aspect of the research that is crucial for a comprehensive understanding of entrepreneurship.

It is important to note that the measuring tools used to evaluate these characteristics may have issues with common technique biases, self-report biases or limitations in fully reflecting their complexity. Awareness of these potential challenges is crucial for future research in this area.

This study's findings have significant practical implications for entrepreneurship training, education and policy-making initiatives. Their practicality will equip the reader with the necessary knowledge to succeed in entrepreneurship.

Building on social cognitive theory and self-determination theory, this study aims to discern the innovative work behaviors of organizational employees as the process by which they generate, develop and implement new and valuable ideas, practices, products or procedures shaped by entrepreneurial leadership by reinforcing intrinsic motivation and creative self-efficacy under the boundary condition of a firm’s innovative climate.

This study used partial least squares-based structural equation modeling on a sample of 203 employees of small and medium-sized enterprises operating in Saudi Arabia.

This study found that entrepreneurial leadership improves employees’ innovative work behavior by successively enhancing their intrinsic motivation and creative self-efficacy. Furthermore, the analysis confirmed that a firm’s innovative climate significantly moderates the strength of the indirect mediation effect between entrepreneurial leadership and employees’ innovative work behavior through sequential mediation.

The findings of this study yield substantial theoretical and practical implications resulting from a fine-grained understanding of the instrumentality of entrepreneurial leadership in fostering employees’ innovative work behavior. Effectively orchestrating these psychological mechanisms could enable entrepreneurial leaders to alleviate their behaviors.

This is an original study that outlines the importance of aligning entrepreneurial leadership and an innovative climate to shape intrinsic motivation and creative self-efficacy in employees’ innovative work behavior. It demonstrates how entrepreneurial leadership enhances innovative work behavior through the sequential mediation of intrinsic motivation and creative self-efficacy under the boundary condition of an innovative climate.

In industrialised economies, frugal innovation is increasingly becoming a strategic business requirement due to consumer demand for high-quality, reasonably priced and sustainable products. The present-day corporate leaders cannot afford to overlook this paradigm change. Frugal innovation enterprises are better positioned to overcome technological, financial, social and infrastructure constraints in emerging economies. However, little is known about how different actors and decision-makers perceive the challenges faced by family entrepreneurs in digitalising their entrepreneurial activities. Thus, this chapter aims to articulate the opportunities that can be potentially created for African family entrepreneurs and some challenges that can be anticipated when adopting disruptive digital technologies in their business enterprises. Using the social cognitive theory (SCT), interpretivism philosophy was adopted in this study. The authors utilised the interview guide to explore, probe and ask questions that addressed the objectives of the study. Snowball sampling was chosen for qualitative data collection, and the data were thematically presented. The population of the study was made up of family entrepreneurs in Harare Metropolitan Province in Zimbabwe; the saturation level determined the sample size. Twenty (20) participants were interviewed, as guided by the saturation point. A thematic approach was used to analyse participant's feedback. This study filled a critical gap considering that few studies have so far been conducted in this emerging area of family entrepreneurship. The chapter also highlights the opportunities that adoption of digital technologies can potentially unlock for African family entrepreneurs, once the identified obstructions have been successfully addressed.

This study aims to examine the mediating role of social influence on the relationship between key predictors of E-pharmacy adoption among young consumers based on the unified theory of adoption and use of technology (UTAUT).

This study employs a quantitative correlational research design. Based on cluster sampling, data was collected from 306 university students from three public universities in southwestern Nigeria. Data was analysed using partial least square structural equation modeling.

The primary determinant driving the adoption of e-pharmacy is performance expectancy. Social influence plays a partial mediating role in linking performance expectancy to e-pharmacy adoption. In contrast, it fully mediates the relationship between effort expectancy, facilitating conditions and the adoption of e-pharmacy services.

This study provides theoretical clarity on recent issues within the UTAUT framework. Findings highlight the complexity of how social factors interact with individual beliefs and external conditions in determining technology acceptance.

Research includes information relevant to access the impact of e-pharmacy services on healthcare accessibility, affordability and quality in developing countries.

The findings extend the adoption of technology literature in healthcare and offer a new understanding of adoption dynamics. The results emphasize the importance of performance expectancy in driving e-pharmacy adoption, providing a clear direction for stakeholders to enhance service quality and user experience of e-pharmacy. Additionally, the mediating effect of social influence highlights the significance of peer recommendations, celebrity endorsements and social media campaigns in shaping consumer adoption of e-pharmacies among young people.

This paper aims to understand the mental health experiences and needs of Rohingya refugees in Bangladesh from the perspective of mental health-care providers and hospital administrators.

This paper conducted a mixed methods study. Clinical data about refugee mental health care of 722 adult and pediatric patients were analyzed, and four focus groups with mental health providers (n = 4), primary health-care providers (n = 5), hospital administrators (n = 4) and midwives (n = 5) were held.

Clinical data analysis found that patients were diagnosed and treated for a variety of mental illnesses, including depression, anxiety, psychotic and neurological disorders. Misalignment between diagnosis and psychotropic medication prescription partly exists because of the unavailability of medications. Focus group findings indicate a lack of awareness of mental health conditions, and Rohingya visit hospitals for symptomatic physical ailments. Cultural and social factors discourage people from seeking mental health care. Patients are often brought by concerned family members or community health workers. A limited number of mental health-care providers are available to diagnose and treat Rohingya refugees, and follow-up care is often lacking.

First, this paper only drew data from one field hospital in the camps. Future research should sample practitioners working in other health centers across all camps for a more comprehensive look at the prevalence and variations in mental health issues and mental health services provision. Second, this paper did not interview patients for this study as the study focused on the perspectives of administrators, health-care providers and support staff. Nevertheless, the inclusion of patients would have illuminated perceptions and attitudes and the social, familial and religious dynamics toward identifying mental health problems and seeking mental health services. Therefore, future research should aim to focus on participants’ voices and experiences.

Clinics across the camps should enhance the screening of refugees for common mental disorders and encourage them to report cases within their families. Further, health-care providers and support staff should explain to refugees the importance of non-pharmacological treatment approaches and that, according to studies, their effectiveness is equal to or sometimes more effective than pharmacological treatment.

To address mental health-related stigma, conducting awareness campaigns in close collaboration with local leaders is critical to improving the level of knowledge among refugees, which could improve mental health-seeking behaviors.

This paper fulfills an identified gap in the mental health experiences and needs among the Rohingya refugees. The true prevalence of the range of mental health challenges among the Rohingya population is not accurately known; however, its impact is immense. The data indicates that mental health providers in remote regions be provided with training opportunities so they can effectively treat mental health conditions. Additionally, existing underlying root causes should be addressed through inclusive awareness programs in tandem with increasing the number of mental health clinics and providers across the camps and allocating more resources to provide medications for appropriate case treatment.