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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Researchers revealed a positive relationship between green human resource management (GHRM) and healthcare organization sustainability performance in Pakistan. Meanwhile, perceived organizational support (POS) partially mediated the relationship, strengthening the effectiveness of GHRM practices in boosting organizational sustainability.

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This research aims to explore how policymakers manage the information and communication of green behavior on social platforms to support their growth in corporate social responsibility (CSR). Social platforms play a strategic and interactive role through electronic word-of-mouth (eWOM), which brings unprecedented green purchase opportunities.

Based on stakeholder theory, a conceptual framework is designed to investigate the influence of green behavior interactions (GBIs) on CSR under the mediating effects of eWOM subfactors (eWC = eWOM communication, eWIA = eWOM information adoption and eWSC = eWOM source credibility). Data from 414 regular stakeholders of logistics firms were analyzed via structural equation modeling.

The results reveal positive influences of the GBI on eWC, eWIA, eWSC and CSR, with path coefficients of 0.329, 0.713, 0.809 and 0.316, respectively. The mediating effects of eWC and eWSC from the GBI to CSR were discovered with path coefficients of 0.105 and 0.226, respectively. Coincidentally, the mediating role of eWIA was positive but not supported. The outcomes of this study indicate that the administration of GBI and eWOM from a green purchase perspective is essential for a firm. The CSR practices of green logistics firms can be successfully supported by the administration of the GBI and eWOM indicators.

This study develops a novel multidimensional framework that illustrates the impact of eWOM on reducing information asymmetry, enhancing credibility, supporting informed decision-making and improving green consumer behavior. By amplifying positive reviews, increasing engagement and establishing a feedback loop, this framework aims to provide comprehensive insights into the efficacy of eWOM for firms’ products and services.

This study evaluates the impact of environmental innovation (EI) on the Sustainable Development Goals (SDGs) along with mediating role of green branding among the production oriented small and medium-sized enterprises (SMEs) based on the resource-based view (RBV) and ecological modernization theories.

The study compiled data through questionnaire-based survey and inspected via partial least square structural equation modelling (PLS-SEM) to find results.

The findings indicate that EI aligns positive significant association with SDGs among the production SMEs. The study also discovers that green branding mediates between EI and SDGs.

The results have interesting implications for policy and explicate the practitioners to apply the techniques of eco-organizational innovation, eco-product innovation and eco-process innovation to achieve SDGs.

Even, the topics of EI and SDGs have gained significant attention, but this is the first study in these domains.

This paper analyses the role of green human resources management (GHRM) practices on the application of logistics social responsibility (LSR) practices and examines the moderating effect of big data analytics (BDA) utilisation levels within these relationships.

Based on quantitative research methodology using survey data from 404 managers in the logistics service providers (LSPs) industry in the Philippines, PLS-SEM technique was used to test hypotheses formulated in this research.

Empirical results achieved suggest that GHRM practices have a significant positive impact on LSR. Among all individual GHRM practices, green training and development did not have any influence on LSR. While the results also revealed that BDA assimilation acts as a moderator of the relationship between GHRM and LSR, no support was found for the moderation effect of BDA acceptance or adoption on this relationship.

The study fills a gap in the logistics literature by introducing dynamic capabilities theory to the nexus between GHRM and SLR for the first time, which reveals previously unknown answers on effects of GHRM practices on LSR. The study also introduces BDA assimilation as an important moderator that can strengthen positive impact of GHRM on LSR.

The main aim of this paper is to explore the influence mechanisms of perceived organizational politics (POP) on employee performance (EP). Drawing on the job demands-resources theory (JD-R), this paper investigates opportunistic silence (OS) as a mediating factor and job level as a moderating effect in the POP-OS-performance relationship.

This study’s data were collected from 203 employees working in Indian high-power distance organizations (HPDOs), such as the military, police and security forces. Mediation and moderation analysis were conducted using PLS-SEM, and the moderated mediation index was calculated using Hayes PROCESS Macro.

The results indicate that OS fully mediates the POP-performance relationship – specifically, POP as a job demand activates OS, which acts as an energy/resource depleting mechanism and further deteriorates task performance. Interestingly, the overall negative influence of POP and OS on EP was stronger for employees at lower job levels than those at senior job levels.

This paper offers a unique set of findings that enrich the understanding of factors responsible for employees’ performance in the highly political environments of HPDOs. By using the lens of JD-R theory, this paper draws attention towards the tendency of employees to indulge in self-serving behaviours like OS in politically charged contexts which is detrimental to their performance and may also undermine overall organization’s productivity. Furthermore, this paper also highlights the conditional effects exerted by job level in the unique nexus of POP, OS and EP.

This study aims to seek to understand counterproductive knowledge behaviour (CKB) in higher education institutions (HEIs) by integrating knowledge hiding (KHi) and lack of knowledge sharing (LKS).

The current research uses a hybrid conceptual review combining the bibliometric study and conceptual review of 47 articles. The bibliometric analysis aimed to identify research maps, and the conceptual review sought to understand the current development of research fields.

The bibliometric analysis highlights essential summaries, such as the pioneering authors, seminal papers and conceptual maps. However, knowledge hoarding as a dimension of LKS appears in the niche theme. The conceptual analysis indicates three groups of factors contributing to KHi and LKS. Moreover, the study highlights the causal relation between both KHi as well as LKS and faculty member performance while proposing remedies derived from integrating the social exchange theory (SET) and conservation of resource (COR) theory.

The present study provides an integrated image of KHi and LKS in the HEI context, as well as its potential remedies by integrating SET and COR. The basis of this study is a literature review; thus, future studies are recommended to empirically explore the integration of KHi and LKS within the HEI context.

This research provides an overview for HEI policymakers to re-examine the critical role of institutional research as one of the considerations for evaluating and developing policies. Specifically, policymakers can reflect on all policy directions to determine whether there are any symptoms of CKB in the institutions. Moreover, stakeholders can find out the reason behind the non-optimal performance of faculty members regarding CKB and any mitigating factors.

Understanding CKB is crucial in managing HEI. This research provides a comprehensive image of KHi and LKS within HEI, especially in a collectivist culture.