PurposeDrawing upon the intellectual capital-based view theory, this study explored the relationship between green intellectual capital (IC) and environmental performance (EP) with the intervening effect of green human resource management (GHRM).Design/methodology/approachCross-sectional data were collected from 187 human resource directors/managers working in manufacturing firms of Pakistan. A partial least squares approach was applied to test the hypothesized relationships.FindingsThe results showed a mediating effect of GHRM on the relationship between green human capital and the organizational EP. Also two dimensions of green IC (green human capital, green relational capital) were also found positively related to the EP of the firm.Practical implicationsPolicymakers should devote their attention to the preservation and enhancement of their employees' knowledge as green human capital is possessed by the employees. Furthermore, managers must exchange information with key stakeholders to better understand and resolve their environmental concerns. Organizational leaders must also ensure the implementation of GHRM policies that, in turn, improve the EP with the aid of green IC.Originality/valueThe current research contributes to the literature by defining green IC as an antecedent and GHRM as an intervening variable for EP. In addition, this study underlines the significance of GHC as a valuable intangible asset for the achievement of environmental sustainability. It also illustrates the importance of GRC, which creates an exchange partnership with the stakeholders to promote corporate environmentalism.

BACKGROUND: Dynamic and globalized business environment incites organizations to be innovative for long-term survival. This central role of innovation provokes the continuing interest of social scientists in determining the antecedents of Innovative work behavior in organizations. OBJECTIVE: In line with the prior studies, this study aims to investigate the role of inclusive leadership in fostering employee innovative work behavior. Additionally, this study also investigates the mediating role of psychological safety. METHODS: Data were collected through a questionnaire from employees working in Pakistani banks. Hypothesized relationships were analyzed using structural equation modeling. RESULTS: The findings of the study depicted a positive relationship between inclusive leadership and IWB, while mediation of psychological safety was also established. CONTRIBUTION: This study contributes to the existing literature in multiple ways. Although the link between inclusive leadership and creativity is measured but in what ways inclusive leadership develops the perception of employees, which leads towards positive outcomes is a contribution. This study extends the understanding of relational leadership by focusing on its specific dimension that is IL, instead of focusing on the broader construct of leadership.

Drawing upon the componential theory of creativity and social information processing theory, this research elucidates how and why the synergy of green HR practices and green strategies stimulate green creativity. It also explores the possible mediation effect of green transformational leadership (TFL) on the relationship between organizational interventions and green creativity. Survey questionnaires were used to collect data from managers working in large manufacturing firms. The structural equation modeling technique was applied to test the hypothesized relationships. Findings of research revealed that green management initiatives and green TFL stimulate green creativity. Moreover, the intervening impact of green TFL on the relationship between the aforementioned relationships was also established. Policymakers should devise green strategies and provide support to green HR practices for the stimulation of green creativity, whereas HR managers must ensure the compatibility of HR functions with corresponding organizational green strategies. Employees involved in green creative behaviors should be rewarded and retained. Training must be provided in order to keep employees abreast of the latest practices for environment conservation. Furthermore, managers should exhibit a green TFL style to advance green management initiatives and fuel green creativity among employees. This study highlights the significance of the synergy between green HR practices and the firm’s green strategies to stimulate employees’ green creativity. Furthermore, green management initiatives were also found to be the contextual precursor of green TFL, which enhances our understanding of the green TFL style. Lastly, the mediation effect of green TFL implies that it can serve as a proximal HR outcome to implement the organizational green agenda.

Previous studies have analysed the effect of human resource (HR) practices on organisational green performance. However, this study provides a more robust analysis by highlighting the synergetic impact of green HR practices and green organisational strategies (green management initiatives) on firms' environmental performance. Moreover, this research also identifies the role of green servant leadership (SL) in implementing green management initiatives, which has been overlooked previously. Using a sample of 272 employees working in Pakistani manufacturing firms and applying structural equation modelling technique, this research reveals that the combined impact of green HR practices and green strategies promotes green performance through green SL as a mediator. Therefore, the current study emphasises the need to have an integrative mechanism to enhance green performance. Besides, the intervening role of green SL suggests that managers must exhibit this style for the accomplishment of an organisational green agenda.

PurposeThe paper aims to analyse the current trends and set the future research agenda for pro-environmental behaviour (PEB) research.Design/methodology/approachThe bibliographic data on pro-environmental behaviour research have been extracted from the Scopus database.FindingsBased on the analysis of 2,173 publications, the study presents a performance overview of PEB research in the perspective of different aspects such as the most influential publications, authors, institutes and countries. Also, the study visualises the intellectual network by mapping bibliographic coupling (BC) and co-citation.Originality/valueThe study provides a holistic view of trends and future research directions for PEB research based on performance and science mapping, which is a unique contribution to the literature.

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Purpose: In a very short period, the worldwide pandemic sparked by the COVID-19 has not only taken multiple lives but has also imposed extreme restrictions on both the private and business activities. The purpose of the study at this point is to provide a broader interpretation of how a flexible cash-flow structure of various strategic interventions will enable Bangladeshi SMEs to endure through the emergency. Design/Methodology/Approach: The study has embraced a qualitative approach on basis of online focus group discussion with the support of a professional facilitator. The data collection process includes 09 participants from various fields, such as Academia, SMEs, Media, and NGOs. Findings: Because SMEs are operating in uncertain conditions, the analysis from the discussions suggests that an adjustable integration of various ranges of cash-flow management initiatives, such as cash flow targets, clear payment terms, use of technology, revisit variable cost, extend payables, and government schemes can help SMEs to endure throughout this turbulent time. Research limitation: Prior empirical attempts are subsequently required to inquiry about the proposed model for SMEs from different perspectives. Also, besides, a smaller sample size creates an issue with generalizability. The moderator, intentionally or inadvertently, may inject his personal biases into the participants' exchange of ideas. Practical implications: The formulated model provides recommendations for SMEs and on how to remain competitive through resilience and renewal strategies. Originality/Value: This article is the first to configure a strategic cash-flow management model for Bangladeshi SMEs to harness the entrepreneurial potential of the pandemic.

Based on social exchange theory, this research introduced a model to understand factors that contribute towards inclusive leadership (IL) and its effect on innovative work behavior (IWB) with employee engagement (EE) as a mediator. Although the connection between IL and IWB is previously established. However, few studies have tested the potential mediation effect of EE particularly in the IT sector. Therefore, this investigation provides new insights as to how IL stimulates the innovation through the meditating impact of EE. Data collected through questionnaire were then analyzed through structural equation modeling. 116 participants have provided the data for this study. We found a positive association of IL with IWB, while the mediating effect of EE was also empirically established. This study is novel because it explained how IL can persuade their subordinates to exhibit positive behavioral outcome (i.e. IWB). Furthermore, the current study also might help the policymakers to devise effective leadership training programs so that their managers may adopt IL style and make the employees more engaged and innovative.