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This research aims to investigate the influence of green human resource management (HRM), with analysis and description of job position, recruitment, selection, training, performance assessment and rewards on sustainability with the resource-based view (RBV) theory as underlying theory. The extent to which absorptive capacity strengthened the “green HRM-sustainability” link as a buffering mechanism was also examined.

The study model was tested with empirical data gathered from 253 Indonesian oil and gas firms. The elicited data were analysed using structural equation modelling using partial least squares (PLS).

Resultantly, the (i) analysis and description of job position and (ii) recruitment positively influenced sustainability. Absorptive capacity also influenced the strength of the moderated relationship between (i) recruitment and (ii) training and sustainability.

As far as we know, this is the first study which assigned the moderator role of absorptive capacity in a relationship between green HRM and sustainability in oil and gas firms in Indonesia. Notably, the theoretical and practical implications of applying the empirical outcomes to the oil and gas sector were extensively discussed.

Successfully fostering employee ecological behaviors can reduce the environmental impacts of an organization while boosting performance. This paper aims to investigate the factors and organizational strategies for employees to engage in ecological behaviors.

The study uses a qualitative method. Academicians from four top-ranked research universities from Malaysia participated in semi-structured interviews.

The in-depth analysis of the interviews identified several factors (environmental attitude, feedback, green self-efficacy, leadership role, organizational culture and employee empowerment) and strategies (incentives; top management support; creating environmental knowledge and awareness; rules and regulations; and sustainability advocates) for promoting ecological behavior in the workplace.

This study was limited to Malaysian public research universities. Future research could investigate additional variables that might influence employee ecological behavior. Implications include policymaking, which emphasizes boosting environmental factors among academicians.

Research studies on employee ecological behavior are minimal. This research contributes to the literature by discussing how different stimuli and strategies are used in the top four-ranked green universities of Malaysia for ecological behavior in the workplace.

Studies have highlighted concerns about the role of knowledge creation between human resource management practices and employee behaviour. The purpose of this paper is to examine the impact of green human resource management (green HRM) on employee green behaviour (EGB) through the mediation of environmental knowledge of lecturers in public research universities in Malaysia.

This cross-sectional study examines the mechanism in which green HRM affects the EGB of lecturers through environmental knowledge in Malaysian public research universities. Smart PLS was used to analyse the relationships from 425 valid responses.

The findings of the study show that green HRM affects EGB through the full mediation of environmental knowledge. This finding gives a theoretical implication in terms of ability, motivation and opportunity theory.

The scope of this study is limited to public research universities in Malaysia. Future studies may explore other variables that could expedite the relationship between green HRM and EGB. Implications include policy making that emphasises on enhancing environmental knowledge of lecturers.

To the best of the authors’ knowledge, no study has been conducted using environmental knowledge as a mediator between green HRM and EGB.

Pakistan's present war against extremists has many folds and sheds. The country's initial participation in the Afghan War in 1979 later gave birth to different extremist trends in the country. State patronage of the extremist Wahabi Islamists during the Afghan jihad opened another conflict in Pakistan, and things became more complicated. The combination of external and internal factors gave birth to the worst kind of conflict, which now has not only become dangerous for the country's own existence but also a major threat for global peace. The Afghan jihad initially started as a war against Soviet occupation and later became the hub of global jihad-war against infidels.

This chapter analyzes how external factors promoted internal contradictions in Pakistan due to which the country became not only an exporter of jihadis for the world but also the worst kind of sectarian conflicts, including. Shia–Sunni, Deobandi–Wahabi clashes, entered into in the past two decades. Such a strong link exists with Pakistan's official support to global jihad. Draft sectarian groups now head to head with their opponents have killed thousands of members of rival sectors, have strong support from external sympathizers, and have spread in the country. The well planned terrorist activities of these groups reflect the fact that support to these groups in the past is now leading to a severe crisis in Pakistan. The nexuses of these indigenous extremists like Lashkar-e-Jhangvi, Lashkar-e-Taiba, Tehrik-e-Taliban Pakistan, and Hizb-ul-Mujahideen with external terrorist organizations like Al-Qaeda, the Taliban, and Islamic Movement of Uzbekistan of Tahir Yuldasher Chechen Guerilla War has led to several bloody clashes in the country and outside.