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Protean career orientation is a key element that helps explain why workers plan and manage their careers. In the field of nursing, a protean career orientation assists nurses in job search, career mobility and adapting to changing demands. Few studies have explored how nurses’ protean career orientation will lead to job search and how to make better use of the protean career orientation. This study aims to explore how a protean career orientation influences job search via career optimism and the moderating role of mentoring relationships.

This study conducted a cross-sectional survey of 309 frontline nurses from China. The questionnaire was distributed to nurses through the snowball sampling method. Jamovi 1.2.2 was used for descriptive analysis and Pearson’s correlation analysis. The relationships between the variables and their significance were tested using Process Macro 3.3.

Results show that protean career orientation was significantly related to career optimism and positively related to job search. Career optimism was significantly related to job search. The indirect effect of protean career orientation on job search through career optimism was significant. The interaction between protean career orientation and mentoring relationships was also significantly related to career optimism.

To the best of the authors’ knowledge, this study is the first to demonstrate how nurses’ flexible career orientation significantly impacted job search through nurses’ career optimism. If nurses work in supportive mentoring relationships, the positive effect of the nurse’s protean career orientation on the job search is decreased.

The study investigates how Green Human Resource Management (GHRM) influences employee green behavior and wellbeing. It specifically explores the impact of organizational-level GHRM on employees' organizational citizenship behavior towards the environment (OCBE) and subjective wellbeing, mediated by psychological contract fulfillment (PCF). The study also examines the moderating effect of environmental orientation fit.

The data were collected from two sources: managers (N = 67) and employees (N = 217) of readymade garment exporting firms in Pakistan. The analysis was conducted using HLM multilevel modeling software.

The findings indicate that PCF acts as a significant mediator in the association between GHRM, OCBE, and employee wellbeing. Furthermore, the results suggest that the positive impact of GHRM on PCF is more pronounced when there is a higher alignment with environmental orientation, compared to when the fit with environmental orientation is low.

To the authors' knowledge, this study is the first to explore the impact of organizational-level GHRM on employee-level organizational citizenship behavior towards the environment and their subjective wellbeing, particularly within the context of readymade garments. Furthermore, this research endeavors to offer managers a heightened understanding of the potential role of GHRM in fostering organizational citizenship behavior.

The present study aims to analyse the literature on capital structure theories for the last 21 years to identify the existing gaps and themes for prospective researchers in this domain.

A sample of 183 articles published from 1999 to 2019 in the Scopus database using “capital structure theory” and “leverage” as keywords was analysed on various basis. A citation analysis was also performed to recognize impactful authors and papers.

The findings revealed that though the capital structure research studies were highly focussed on developed economies, with time, research studies in developing markets are increasing. Further, the capital structure research studies were largely conducted by considering all the industries together, whereas the focus on a particular industrial sector was meagre. Almost all the studies were empirical, thus providing scope for primary research. Various forms of regression were popular econometric techniques used in this area of late. This review highlighted the dominance of trade-off theory to elucidate the capital structure of firms, irrespective of the status of the economy. The comprehensive review uncovered the existing gaps and identified major themes evolving in the capital structure domain.

Unlike a traditional review paper, this study classifies sample articles based on several parameters and depicts a graphical presentation of the findings to cover research gaps, avenues, evolving themes, key aspects, impactful authors and their papers, etc. in the capital structure domain. It provides ready-made information available for prospective research studies in this field.

Drawing on conservation of resources theory, this study aims to examine how employees’ experiences of excessive workloads may direct them away from efforts to share knowledge with other organizational members, as well as the circumstances in which this process is more or less likely. To untangle the process, the authors predict a mediating role of job dissatisfaction and moderating roles of two complementary resources that help employees cope with failure: resilience as a personal resource and organizational forgiveness as an organizational resource.

Survey data were gathered from employees of an organization that operates in the construction retail sector. The Process macro provides an empirical test of the moderated mediation dynamic that underpins the proposed conceptual framework.

The statistical findings affirm that an important channel through which employees’ perceptions that their work demands are unreasonable escalate into a diminished propensity to share knowledge is their lack of enthusiasm about their jobs. Their ability to recover from challenging work situations and their beliefs that the organization does not hold grudges against people who commit mistakes both mitigate this harmful effect.

For organizational practitioners, this research shows that when employees feel frustrated about extreme work pressures, the resource-draining situation may escalate into diminished knowledge sharing, which might inadvertently undermine their ability to receive valuable feedback for dealing with the challenges. From a positive perspective, individual resilience and organizational forgiveness represent resources that can protect employees against this negative spiral.

This study explicates an unexplored harmful effect of strenuous workloads on knowledge sharing, which is explained by employees’ beliefs that their organization fails to provide satisfactory job experiences. This effect also is mitigated to the extent that employees can draw from valuable personal and organizational resources.