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Current studies show that the Lean Six Sigma (LSS) methodology is used all over the world, by different types of companies in different countries. However, this is not yet the case for certain developing countries such as Morocco, where this methodology is still being discovered and applied and where also the relationship between the adoption of this methodology and sustainable performance is not yet clear. Thus, the aim of this study is to investigate the impact of LSS tools, used by industrial companies in Morocco, on the three dimensions of performance: economic, social and environmental.

This study used partial least squares-based structural equation modeling (PLS-SEM) to conduct an empirical examination of the impact of LSS tools used by Moroccan manufacturing industries on their sustainable performance. Data were collected using a semistructured questionnaire, with a total of 121 valid responses collected for this study.

The results showed that the adoption of LSS tools has a positive effect on the sustainable performance of these industries. The analysis of the collected data also revealed that this effect is most significant when it comes to social performance, followed by environmental and finally economic performance. It was also found that Lean Management tools have a greater impact than Six Sigma tools.

The results of this study may encourage Moroccan industries that are new to LSS to adopt it, as it proves to have positive results not only on the economic aspects of the firm but also on the improvement of employee well-being and the protection of our planet’s environment. In addition, this study gives them an idea of the tools that are most widely used in their Moroccan context, thus facilitating the choice of tools with which they can begin to embed a continuous improvement mindset.

Although several studies have already analyzed the relationship between the LSS approach and sustainable performance, these studies have generally focused on developed countries that are well advanced in the use of these tools. Hence, the originality of this study is its relevance to the Moroccan context, which still needs more studies in the fields of continuous improvement and sustainability.

This paper examines the impact of green human resource management (GHRM) practices on employees’ pro-environmental behavior in Pakistan’s hospitality industry. It attempts to identify the critical success factors involved in promoting GHRM and pro-environmental behaviors at the workplace using Interpretive Structural Modeling (ISM) and cross-impact matrix multiplication applied to classification (MICMAC) approaches. Later, based on the ability-motivation-opportunity (AMO) model, the study also categorizes the identified critical factors into three categories: ability, motivation and opportunity.

The ISM approach was applied to determine the contextual relationship among the identified critical success factors responsible for promoting GHRM. MICMAC, a structural technique to analyze and validate the ISM-based model, was used to determine the autonomous, dependent, linkage and independent factors based on expert opinions and judgments. The goal was to determine the role of GHRM in transforming the pro-environmental behavior of employees.

The study’s findings show that the proper integration of effective GHRM practices significantly impacts pro-environmental employee behavior. The hierarchical model introduces innovation in the field of GHRM because ISM-based hierarchical models are flexible enough to include or exclude practices according to the green organizational objectives in the hospitality industry within the context of Pakistan. The results offer a comprehensive illustration of the importance of GHRM practices in facilitating, encouraging and promoting employees to take green initiatives and achieve business sustainability.

The study utilizes the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) technique to identify key success criteria for GHRM, while the innovative approaches of ISM and MICMAC techniques were used to investigate employee pro-environmental behaviors. This novel method gives GHRM research an analytical direction by providing an organized framework for evaluating the impact of GHRM initiatives on environmental outcomes. Additionally, by focusing on developed economies rather than emerging ones, our study within Pakistan’s hospitality sector fills a knowledge vacuum on the dynamics of GHRM in a developing nation.

This study highlights the significance of managers in the hospitality sector serving as role models for implementing GHRM practices to encourage pro environmental behavior among employees. Prioritizing green structural capital, establishing standard environmentally friendly criteria for hiring and evaluating prospective employees and initiating green projects to promote a psychologically green environment are some of the key recommendations. Improving environmental performance, employee satisfaction and loyalty in the hotel industry requires constant communication, training and employee participation in sustainability decision-making.

The GHRM practices have been extensively discussed by academics and researchers. However, there is a notable absence of discussion on the key factors that play a role in transforming employees’ attitudes and behaviors.

Achieving sustainability goals for manufacturing firms depends on green human resource management practices and green intellectual capital. This study explores how sustainable approaches, such as green human resource management practices, green intellectual capital, sustainable leadership and green innovation, enhance sustainable performance. Therefore, this study aims to determine whether green intellectual capital and innovation mediate between green human resources management practices and sustainable performance in Pakistan’s manufacturing industry.

The data were collected from 458 executives representing 155 (SMEs) in the manufacturing sector in Pakistan using a self-administered questionnaire. Partial least squares structural equation modeling was employed for the data analysis.

The results indicated that green human resource management practices positively impact green intellectual capital, green innovation and sustainable performance. Additionally, green intellectual capital significantly affects both green innovation and sustainable performance. Furthermore, green intellectual capital and innovation mediate the relationship between green human resource management practices and sustainable performance. Results also reveal that sustainable leadership significantly moderates the relationships between green human resource management practices, green intellectual capital and green innovation.

The results of this study assist practitioners in appreciating and assessing the significance of green intellectual capital and green human resource management techniques. It also emphasizes the importance of green innovation and sustainable leadership in fostering sustainable performance.

This study guides managers and policymakers on how green human resource management practices, intellectual capital, innovation and sustainable leadership enable firms to achieve sustainable performance goals.