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Drawing from the resource-based view and social information processing theory, this study explores the role of green servant leadership on organizational green performance and the mechanisms underpinning this relationship.

This study focuses on the textile industry in Pakistan, known as one of the most environmentally polluting sectors globally. Data were collected from 32 textile companies in the Punjab province of Pakistan. Using a purposive sampling approach, we distributed questionnaires in two phases with a two-week interval. In the first phase, 800 surveys were distributed, resulting in 457 valid responses for the second phase of data collection.

Our findings shed light on the relationship between green servant leadership and organizational green performance through the mediating role of employees’ green creativity, particularly in the presence of higher levels of green psychological climate. Furthermore, our study demonstrates that employees’ green creativity and voluntary pro-environmental behavior sequentially mediate the relationship between green servant leadership and organizational green performance. We also found evidence for the interaction between green psychological climate and employees’ green creativity in enhancing organizational green performance. The implications of these findings for both theory and practice are discussed in this study.

This study offers a significant contribution to the literature by exploring the multifaceted drivers of organizational green performance. It integrates the roles of green servant leadership, green creativity, voluntary pro-environmental behavior and green psychological climate, presenting a holistic understanding of how leadership influences sustainability outcomes. By introducing serial mediation through employees’ green creativity and voluntary pro-environmental behavior, the research provides new insight into the mechanisms underpinning these relationships. Furthermore, the inclusion of green psychological climate as a moderating factor advances theoretical discussions on contextual influences in green servant leadership. Beyond theoretical contributions, this study offers practical guidance for managers and policymakers by identifying actionable strategies to foster environmentally responsible workplace behaviors, promote innovative green practices and align organizational policies with sustainability goals.

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 aims to analyze the influence of organizational and contextual factors on companies’ decisions to set absolute emissions targets and science-based targets (SBTs).

This study uses a sample of 23,166 observations across 69 countries from 2016 to 2020 to analyze the likelihood of firms to establish absolute emissions targets and SBTs.

The results show that firm size, governance, climate-related regulation and moral acceptance in the country in question positively influence companies’ decisions on these matters. Furthermore, while profitability has a positive influence on the participation of companies in the SBT initiative (SBTi), both the financial risk involved and sector emissions intensity can discourage companies from participating in the SBTi or from establishing absolute emissions targets.

This study may allow regulators and policymakers to encourage carbon information disclosure with a greater focus on aspects that specifically contribute to evaluating ways of promoting effective behavior on the part of companies in the fight against climate change.

The results of this study serve to support the demands of civil society, as well as to guide regulators in the design of measures in the fight against climate change and steer the decision-making of investors in moving toward a low carbon economy.

To the best of the authors’ knowledge, this study is the first to examine whether organizational and contextual factors affect companies’ propensity to set absolute emissions targets and SBTs.

This study aims to examine the corporate social responsibility (CSR)-employee sustainability nexus from a legal perspective, focusing on CSR regulation in the UAE and its impact on workplace well-being, professional development and broader socioeconomic outcomes.

This study uses a narrative literature review to assess the literature, identify deficits in current knowledge and establish desk research findings on CSR’s effect on employee sustainability, particularly in the legal context of the UAE. This study uses a narrative literature review as the primary research method to analyze the CSR-employee sustainability relationship under UAE CSR legislation.

A key conclusion drawn from this study is the urgent need to transition CSR compliance from voluntary to mandatory based on legal and moral requirements. Increased transparency is needed not only on the corporate level but also to make real changes regarding employees’ sustainable activities. In this way, social responsibility will be placed into rules and regulations that will ensure corporations are able to advance initiatives that have the potential to foster employee well-being, engagement and long-term career development. This study also emphasizes the need to establish more precise and more enforceable boundaries for CSR. Corporate responsibility should no longer be seen as optional or negotiable but integrated as a fundamental aspect of business operations.

The contributions of this study are twofold. First, it deepens the insight into CSR as the system of governance, which is presented both as the voluntary management system that regulates the company’s relations with the external environment and as the legal framework enforced to address external challenges effectively. Second, it situates employee sustainability in this governance framework as a way of showing how the legal and institutional environments condition CSR-HRM-sustainability relationships. This approach not only fills critical research gaps but also provides actionable insights for policymakers and practitioners seeking to improve organizational sustainability.

The purpose of this study is to empirically examine whether Indian firms use the breadth of corporate social responsibility (CSR) activity as a substitute for their marketing activities under the mandatory norms.

Two strategic marketing levers, namely, the firm’s advertising and research and development (R&D) intensity, have been used as proxies for a firm’s marketing activity. A sample of 389 Bombay Stock Exchange-listed firms from 2016 to 2021 have been examined through a fixed effects regression model to test the hypotheses. Propensity score matching and Heckman’s two-stage approach have been used to overcome the problem of endogeneity.

The findings deduced from the empirical evidence demonstrate that both the advertising intensity and R&D intensity share a negative relationship with CSR breadth under the mandatory norms, though the relationship between R&D intensity and CSR breadth is not statistically significant. Overall, the findings are consistent with resource dependency and legitimacy theory and imply that firms can gain more exposure and can afford to reduce their advertising spending by focusing more on CSR spending across multiple activities under mandatory norms.

Instead of looking at the CSR spending mandate as a new form of tax, firms can take advantage of their CSR spending by involving themselves in more activities and look at their CSR spending as a strategic marketing activity.

Expanding the scope of their CSR efforts enables firms to benefit a wider array of societal sectors through their spending, aligning with the foremost aim of the CSR mandate.

This is among the pioneering attempts to examine the CSR-marketing nexus under the mandatory CSR spending norms, concentrating on the focus of CSR activity rather than the amount that firms spend on CSR activity.

This study aims to review recent conceptualizations and theories of organizational citizenship behaviour (OCB) and its role in the energy transition from Malaysia’s perspective. It examines how factors of OCB, such as individual values, attitudes, motivations, leadership style, organizational culture and policies, affect the energy transition process. The research findings have implications for future studies on energy transition, highlighting the role of OCB in shaping the country’s strategies, addressing challenges and contributing to the transition process.

This study conducts a narrative review of past literature and documents OCB in the context of energy transition; factors influencing OCB (individual, organizational and external factors); OCB in the context of energy transition; and insights into energy transition in Malaysian organizations.

This study finds support in the literature for the impact of OCB on energy transition efforts from the Malaysian perspective. OCB, which extends beyond formal role expectations, can significantly support the effective implementation of energy policies and contribute to organizational objectives. By encouraging OCB within organizations, Malaysia can facilitate the adoption of renewable energy and energy efficiency practices, thereby playing a crucial role in reducing dependence on fossil fuels and advancing the energy transition, instilling hope for a more sustainable future.

This study encourages future research to explore the relationship between discussed variables and their impact on OCB, which is crucial for organizational policies aimed at advancing the energy transition in Malaysia. These findings contribute to the growing body of knowledge on OCB within the context of energy transition and provide a foundation for further related research.

This study explores the intersection of climate change social responsibility and electronic financial inclusion (EFI) as critical components of sustainable development. The research aims to identify the synergies between these domains and their potential to drive inclusive growth and resilience.

The study integrates literature review and case studies to analyse the role of EFI in enhancing access to financial services, particularly for marginalised communities. It also examines corporate social responsibility (CSR) initiatives aimed at mitigating climate change and promoting environmental sustainability. The research study highlights successful integration models and best practices that demonstrate the impact of multi-stakeholder collaboration.

The findings reveal that EFI significantly contributes to poverty reduction and economic empowerment by expanding financial access in underserved regions. Moreover, corporate initiatives in climate change mitigation, when aligned with social responsibility, enhance business resilience and foster sustainable practices. The study emphasises the importance of supportive policy frameworks and technological innovations in scaling these efforts.

The study's focus on case studies may limit the generalisability of the findings. Future research could explore broader geographic regions and diverse economic contexts.

This paper contributes to the understanding of how integrating climate action, social responsibility and EFI can create resilient, equitable and sustainable systems. It offers valuable insights for policymakers, businesses and practitioners aiming to advance sustainable development through innovative and inclusive strategies.

This study examines how Secil, a multinational cement company headquartered in Portugal, communicates and institutionalises its corporate social innovation (CSI) initiatives through various communication channels, focusing on its sustainability priorities established in 2022.

A deductive and mixed-method, predominantly qualitative approach is used to understand how Secil utilises various communication tools to highlight its sustainability priorities and integrate CSI within its messages, using the dimensions of The Rutgers Institute Corporate Social Innovation Model (RICSI) presented by Wirtenberg (2021). Thematic and frame analysis are employed to interpret Secil’s articulation of its sustainability and innovation priorities. The generic frame of responsibility serves as a lens through which we can comprehend the institutionalisation of CSI within Secil’s narratives. Through a meticulous examination of journalistic and advertising materials depicting sustainable practices, the study elucidates their correspondence with the foundational pillars of RICSI.

The analysis reveals that Secil’s CSI initiatives are primarily driven by coercive isomorphic pressures from sector-specific regulations and international bodies such as the European Union and the United Nations. The company develops innovative solutions through strategic partnerships with governmental bodies, local municipalities and cultural associations, aligning these with sustainable development goals. Whilst this approach potentially offers competitive advantages, the institutionalisation of CSI appears to be predominantly shaped by external regulatory requirements rather than voluntary organisational change.

Whilst the study’s reliance on sustainability reports, communication tools and CEO media interviews provides valuable insights, these sources may present an inherently optimistic view of organisational sustainability practices. This limitation suggests several promising avenues for future research. Subsequent studies would benefit from incorporating internal stakeholder interviews to understand communication strategy development, conducting comparative analyses across different market contexts and examining the longitudinal evolution of CSI communication.

This paper enhances the understanding of potential sustainability narratives used by multinational companies involved in traditionally polluting activities. It provides insights into how these companies integrate sustainability, innovation and communication in both theoretical and practical contexts. By applying the RICSI to strategic communication research, this case study highlights the crucial role of alignment, clarity of intent, stakeholder engagement and organisational culture in implementing CSI. This underscores the importance of strategic communication in this area.

Drawing from social contagion theory, this study aims to clarify whether consumers become motivated to help a brand and its community when observing other members contributing to society. The authors also analyzed the boundary conditions and mechanisms of this process.

A mixed-method approach was used to test hypotheses. Study 1 collected survey data from Chinese automobile brand communities, which were analyzed by using partial least squares structural equation modeling. Study 2 conducted an experiment with a fictional Chinese smartphone brand community.

Results showed that brand community social responsibility influenced brand community citizenship behavior but did not directly influence brand citizenship behavior. Collective self-esteem respectively mediated the relationships between brand community social responsibility and both brand community citizenship behavior and brand citizenship behavior. Additionally, a sequential mediation mechanism was identified, where collective self-esteem and brand community citizenship behavior functioned as the first and second mediators. Furthermore, membership duration positively moderated the relationship between brand community social responsibility and collective self-esteem and moderated the mediation effects.

Brand community managers should conduct various social responsibility activities to elicit community and brand citizenship behaviors by cultivating ethical awareness. These activities should be tailored to the membership duration.

To the best of the authors’ knowledge, this study is the first to explore how brand community social responsibility cultivates community and brand citizenship behavior. It is also based on social contagion theory to demonstrate the sequential mediation mechanism.

Drawing upon compensatory ethics theory, this study explored the underlying mechanisms through which gossipers engaged in helping behavior as a form of compensation after initiating negative workplace gossip.

Through a two-wave field study of 394 Chinese employees, this study tests theoretical hypotheses using path analysis and bootstrapping methods.

The findings suggested that negative workplace gossip positively influenced the gossipers’ helping behavior through moral self-image and guilt. Moreover, moral reflectiveness not only positively moderated the impacts of negative workplace gossip on moral self-image and guilt but also positively moderated the mediating effects of moral self-image and guilt in the relationship between negative workplace gossip and helping behavior.

These results enrich the theoretical research on negative workplace gossip, offer new perspectives for studying this phenomenon and provide a theoretical basis and decision-making reference for management practices.