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Resilient higher education institutions can endure, develop and compete in the face of ambiguous, challenging and pandemic situations. In a world of digital transformation, organizational resilience is crucial. Prior research has paid less attention to achieving organizational resilience. This study aims to use the digital capability theory to address this research gap and determine adaptive culture’s direct and indirect influence on organizational resilience. The impact of adaptive culture on organizational resilience is being investigated via the underlying mechanism of digital transformation.

The data was gathered using a cross-sectional, self-administered questionnaire with convenience sampling techniques from higher educational institutions in South Asia’s context. The direct and indirect effects were analyzed using SEM from 294 teaching faculty members.

The findings show a significant positive association between the study’s constructs. The association between adaptive culture and organizational resilience was partially mediated by digital transformation. The findings provide important insights for policymakers, academics and higher education institutions in developing adaptable cultures to achieve organizational resilience, primarily through digital transformation.

Few research studies have investigated a direct relationship among the constructs of the study to the best of the authors’ knowledge. It is the first study to investigate the role of digital transformation as the underlying mechanism between adaptive culture and organizational resilience. Theoretical contributions, practical implications and future research directions have all been presented.

Top management and managers must highlight environmental issues and adopt green product innovation (GPI) to implement eco-friendly management in their businesses. This research aims to examine the impact of top management’s green commitment and adaptability culture (AC) on organizational green performance (OGP) mediated by GPI.

The study was conducted in the context of the textile industry of Pakistan, where a sample of 232 employees was collected for the data analysis. The study adopted a quantitative approach, and the data collected were analyzed using relevant statistical tools (SPSS 24 and Smart PLS 3.0) to address the research questions.

The present study supported positive relationships of top management green commitment (TMGC) and AC with the OGP, whereas GPI mediated the relationships.

Integrating the AC, TMGC, GPI and the organization’s green performance is a milestone as it serves as an effort to present a model promoting green management research. The study’s findings could be used in the textile sector to foster a green culture by strengthening green AC and GPI by raising environmental concerns within the workforce.

The board structure (BS) is pivotal in modern corporate governance (CG). This study aims to investigate BS variables (BSIZE, BIND and chief executive officer [CEO] duality) and their correlation with risk-taking behavior indicators, enriching the understanding of how CG shapes financial institutions’ (FIs) decision-making in Pakistan.

By scrutinizing data from 67 financial entities listed on the Stock Exchange of Pakistan spanning from 2011 to 2022 through panel data regression techniques, the research emphasizes that BS holds a substantial influence over the risk tendencies exhibited by these firms.

Key findings suggest that board size has a positive influence, aligned with previous CG research. Smaller boards perform better and avoid excessive risk-taking, contrasting some negative relationship claims. More independent directors are recommended to curtail risk and financial disruption. Holding both CEO and chair roles reduces risk exposure, resonating with reputational and employment risk theory. It is essential to recognize that BS’s impact on risk-taking is nuanced and context-dependent.

Policymakers, scholars, practitioners and investors working in the market for financial companies might greatly benefit from the empirical findings of this study. Imposing mandates on FIs to uphold adequate capital reserves functions as a safeguard against unforeseen losses, thereby diminishing the probability of unwarranted risk-taking.

Prior studies in this domain predominantly focus on nonfinancial sectors. In addition, existing research often explores the relationship between BS and firm risk-taking solely within the banking sector, overlooking other FIs. This study contributes by using a comprehensive data set encompassing all types of FIs, thus extending the existing literature.

This study aims to examine the relationship between polychronicity, job autonomy, perceived workload, work–family conflict and high work demand on the health-care employee turnover intention during the COVID-19 pandemic.

The authors conducted quantitative research in private hospitals using a self-administered questionnaire, and 264 respondents participated. The authors also used an analysis of moment structures to determine the relationship between independent and moderating variables.

The results show a significant positive relationship between polychronicity, job autonomy, perceived workload, work–family conflict and high work demand, affecting turnover intention. This study also found the moderating effect of high work demand on work–family conflict and turnover intention.

This research was limited to hospitals in Bahrain during the COVID-19 pandemic. Nevertheless, the findings highlight the factors associated with health-care employee turnover intention and only five factors were identified.

This study enhances the theoretical and practical effects of turnover intention. The results provide a competitive benchmark for hospital managers, administrators and governing bodies of employee retention.

It advances economics and management theory by enhancing the understanding of health-care employees’ turnover intention in Bahrain. It serves as a basis for future large-scale studies to test or refine existing theories.

To the best of the authors’ knowledge, this study is the first to adopt extrinsic variables in self-determination theory to measure the turnover intention of health-care employees. However, using resources in a crisis can be applied to any disaster.

This study aims to identify the main research development on board diversity and offers a quantitative synopsis of key themes and contributors, knowledge gaps and provides directions for further work.

Using a bibliometric analysis, the authors assess the patterns in global board diversity research based on co-occurrences of researchers’ keywords and publication outputs of 991 articles from the Scopus database. Also, the co-citation network analysis was performed to assess the intellectual structure of board diversity research.

According to the keyword analysis, the authors found that researchers focus on the gender diversity of the boardroom while ignoring the cognitive diversity and other aspects of demographic diversity such as educational, ethnic, age, nationality, experience, background and tenure, pointing to the need for further work to consider other diversity attributes and the interaction between them. Additionally, board diversity research related to (but not limited to) payout policy, cash holding, initial public offerings, small–medium enterprises and financial institutions is limited.

This study provides a comprehensive evaluation of the development of board diversity research (using a large archival database) and identifies the common construct as well as the potential opportunities for future research directions.