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This chapter discusses the role of school leadership in the face of climate disasters and environmental injustices. These disruptions to schooling are emblematic of an increasing global uncertainty. School leaders play a pivotal role mitigating uncertainty following an environmental crisis or disaster through leadership activities that support their communities. However, preparing school leaders for unexpected disruptions to schooling has often been overlooked by preparation programs and professional development. The goal of this chapter is to equip school leaders with an essential understanding of both the influence of environmental injustice on schools and the tools to respond effectively to these events. First, the chapter contextualizes environmental injustice and inequality as a factor that influences school and student performance, especially for students living below the poverty line and students of color. Next, it synthesizes how school leaders have responded to prior instances of climate disasters and environmental injustices. Finally, it presents key considerations for school leaders confronting future occurrences.

This study aims to investigate the relationship between high-commitment human resource management (HCHRM) practices and emigration intentions in a developing country context. It further examines the mediating roles of perceived organizational support (POS) and job satisfaction in this relationship.

Using the survey method, data were collected online from 407 employees. Structural equation modeling (SEM) in Amos v. 23 was conducted to scrutinize the structural relationships among the variables.

The study revealed that HCHRM practices do not directly impact emigration intentions. However, they do significantly influence POS, which, in turn, has a positive effect on job satisfaction. Consequently, HCHRM practices indirectly affect emigration intentions through the serial mediation of POS and job satisfaction.

While this study provides valuable insights into the intricate dynamics of HCHRM practices, organizational support, job satisfaction and emigration intentions, it has certain limitations, such as its specific focus on Kosovo and its reliance on cross-sectional data. Future research could explore these relationships in diverse settings and use longitudinal designs for a more profound understanding.

To the best of the authors’ knowledge, this study represents the first empirical investigation into the connection between HCHRM practices and emigration intentions within a developing country context. It underscores the significance of considering not only specific HRM practices but also broader contextual factors and mediating mechanisms, shedding light on how HCHRM practices influence employee intentions to emigrate. The findings provide a unique perspective for organizations and policymakers dealing with emigration challenges in developing countries.

A World Heritage Site (WHS) since 2013, Coimbra, in the centre of Portugal, is already struggling with excess of tourists and with difficult management challenges. A possible solution for this overtourism problem can be the creation of alternative differentiated tourism products in neighbouring, peripheral small towns capable of diverting tourists and visitors from the sites in overload. Cultural routes inspired by landscapes and historical places and personalities can contribute to the affirmation of a collective memory, combining natural and cultural heritage and adding value to existent heritage resources while providing intercultural dialogues and interaction with the visited community and its distinctive values. This research in cultural tourism and education is about a proposal of a walking route for cultural interpretation intended for young visitors. The theoretical framework draws on the importance of designing tourism products that will engage families in quality time and that heritage interpretation products for young visitors can also create an awareness of the importance of cultural heritage and its conservation. Literature review regarding issues of interpretation in tourism as well as on family and educational tourism preceded an inventory which covers natural and cultural resources used as materials in the route manual and activity guide. An important piece of information was collected through a survey aimed at understanding the socio-economical, cultural and attitudinal impacts that were caused by the UNESCO listing of the University of Coimbra, Alta and Sofia as a WHS. The route project demonstrates how cultural tourism can be a driver of local development through adequately designed non-formal educational tourist programmes to foster an in-depth knowledge of destinations. The results point to the importance of destination managers and marketers to focus on providing informal educational activities which can increase the tourist offer and satisfaction of young and family tourism and thereby strengthen a destination competitiveness and value creation. The tourist route challenges young visitors and their families to know the most relevant cultural aspects of the region, allowing them to effectively contribute to local development, as it invites visitors' interaction with the local community.

This study examines the relationship between green human resource management (green HRM) and employee innovative behaviour. It also investigates the mediating role of job satisfaction to explore the mechanism through which green HRM is related to employee innovative behaviour. Additionally, it examines the moderating role of inclusive leadership to determine the boundary condition of the relationship between green HRM and employee innovative behaviour.

The study used a quantitative research approach using survey and collected 508 responses from full-time employees in Australia.

The authors have found support for all the hypothesised relationships in the study. Specifically, green HRM is positively related to employee innovative behaviour. This relationship is mediated by job satisfaction and accentuated by inclusive leadership.

Green HRM promotes a green atmosphere in which employees can contribute to a safer and healthier environment. Despite the increasing attention to green HRM in the management literature, little is known about the mechanisms and boundary conditions explaining employees' responses to green HRM.

The purpose of this present study is to assess the impact of intellectual capital (IC) on fraud in listed firms' financial statements on the Tehran Stock Exchange (TSE). In other words, this paper seeks to figure out whether IC and its components, namely, the efficiency of human capital (HC), structural capital (SC), relational capital (RC) and customer capital (CC).

The logistic regression model is used for analyzing the material of this study. Research hypotheses are also examined using a sample of 187 listed firms on the TSE during 2011–2018 by employing the logistic regression pattern based on synthetic data technique. Moreover, some robustness checks are also used to ensure the correctness of the obtained results.

The findings show a negative and significant relationship between IC and its components, including the efficiency of HC, SC, RC and CC, and fraud in financial statements. This means that by investing in the IC and its components, the amount of fraud in business firms' financial statements decreases.

Since few studies are carried out by existing literature, this paper is among the pioneer efforts assessing IC's potential impact on fraud commitment. The findings apply to policymakers to improve the clarity of the business atmosphere of Iran.

This study aims to examine whether market orientation or innovation is a more significant mediator between an entrepreneur’s culture and perceived success in Cuba, where innovation is highly regarded because of economic challenges and US embargoes, but doubts persist about market orientation because of its socialist economy.

Havana entrepreneurs were surveyed on culture, market orientation and innovation. Data were analyzed using structural equation modeling with the partial least squares approach in SmartPLS 4.

The results showed partial mediation for both market orientation and innovation. Culture significantly affects performance directly. Surprisingly, a less market-oriented culture enhances performance, with innovation acting as the stronger mediator, despite the inverse relationship between market orientation and innovation.

The limitations include reliance on self-reported measures, lack of objective performance verification and a narrow focus on entrepreneurs rather than clients. Despite these constraints, the study provides valuable exploratory insights into Cuba’s closed economy, following the principle of being “approximately right than exactly wrong.”

The findings confirm the positive impact of Cubans’ innovative spirit on performance but reveal a contradiction: less market-oriented cultures perceive themselves as market-oriented and perform better. This misperception suggests the need for further investigation and training to promote market-oriented business culture. Collaboration with international business schools may be necessary, as this distortion could harm customer satisfaction.

The originality of the research lies in that, to the best of the authors’ knowledge, this is the first study on Cuban entrepreneurs’ market orientation. It has the value to illustrate how socialists’ ideology can contradict assumed theoretical established approaches about market functioning.

Given the important role of knowledge resource for organizational innovation, the purpose of this study is to examine the mediating mechanism of knowledge management capability (KMC) and the moderating role of knowledge-centered culture (KCC) in the relationship between human resource management (HRM) and firms’ innovation capabilities.

Analysis of moment structures and structural equation modeling are applied to examine the correlation among the constructs based on the survey data collected from 135 manufacturing firms.

The empirical findings reveal that KMC positively mediates the relationship between HRM practices and innovation capability. Especially, KCC of organization significantly fosters the impacts of HRM practices on KMC and aspects of innovation capability, namely, exploitative and exploratory innovation.

Chinese firms should invest in HRM practices and KMC to improve their innovation capabilities. In addition, developing KCC is suitable for Chinese firms to foster the effects of HRM practice on innovation capability.

By investigating the different moderated-mediation mechanisms, the paper has significantly contributed to advancing the body of knowledge of innovation theory and providing deeper insights on the correlation between HRM practices and firm’s capability for ambidextrous innovations.

The purpose of this study is to propose and test a model on the impact of diversity over performance using a Portuguese national wide comprehensively matched employee–employer dataset of small businesses.

The study uses structural equation modeling to analyze the relationships between variables. The study addresses the impact of top managers and employees' diversity on firm performance considering two dimensions of diversity: knowledge diversity and social diversity.

The study provides a clear understanding of how workforce diversity affects performance differently at the two hierarchical levels. Both employees' diversities have stronger relations to performance than the diversity of top managers. Results point out to idiosyncratic aspects of services firms' dynamics that should be further explored.

The study presents some limitations, since it uses data from a single country and the dataset provides limited variables.

The study offers evidence on the effects of diversity in small businesses alerting managers to acknowledge such influence when recruiting, selecting and training. With regard to services firms, managers should pay close attention to negative impacts of diversity over performance.

Never before to the authors' knowledge the managers' level diversity and employees' level diversity (considering two dimensions each) effect on performance have been addressed in a single national wide study.

This paper aims to contribute to the discussion on the executives’ team and firm performance by investigating the relationships between executives’ compensation, management gender diversity and firm financial performance in growth enterprises market (GEM) listed firms in China.

Data are collected from 461 companies listed on GEM boards during the period from the year 2016 to 2018. Specifically, executives’ compensation and female executives are set as the independent variables, and the proxy selected of corporate performance is Tobin’s Q ratio.

The results show that the correlation between corporate performance and executive cash payment is not significant, while executives’ equity-based compensation shows a significant positive correlation with firm performance. In addition, the participation of female executives is negatively associated with firm performance.

The results have practical implications for governments, policymakers and regulatory authorities, by indicating the importance of women to corporate success. In particular, the findings of this paper emphasize the specific background of GEM in China and provide empirical support for the value of women’s participation in corporate governance. In addition, the finding on the relationship between executive compensation and corporate performance of GEM listed companies provides guidance for the establishment of a performance compensation system of GEM listed companies in China.

This paper provides new evidence for the current literature of executive team and corporate performance. This is the first paper to adopt triangulation in theories from different disciplines including optimal contractual approach, managerial power approach as new perspectives of agency theory, upper echelons theory, motivational-hygiene theory and women leadership style theory. The results will contribute to provide guidance for enterprises to formulate an efficient compensation system and build a reasonable senior management team structure.