The study aims to enrich employers' understanding of how employees perceive remote working Post COVID-19's quarantine period and its effect on employees' psychological wellbeing and work-life integration in Egypt. A structured questionnaire was distributed post-COVID-19 pandemic lockdown period on a sample of 318 employees who are supposed to be working remotely in different sectors from home. Correlation and regression analyses were conducted to test the research hypotheses. The results suggest a significant positive effect of employees' perception of remote working on psychological wellbeing and work-life integration. Simultaneously, there is a significant negative effect of employees' perception of remote working and emotional exhaustion. This study should help employers design the appropriate intervention plan to sustain operations and maintain effective communication with remote workers. It contributes to the literature by considering it as one of the growing empirical studies that will tackle remote working in relation to employee psychological wellbeing and work-life integration Post-COVID-19 quarantine period in Egypt. The majority of research nowadays tackling COVID-19 is from a biomedical perspective, focusing on physical and mental health, but this research will tackle COVID-19 from a psychological and managerial standpoint. The research results will assist researchers and practitioners in gaining insights into the future role of remote working.

Nowadays, research on employer branding is still growing. A specific focus on branding in the higher education sector is still limited, so this research investigates how employer branding impacts organization citizenship behavior and whether person-organization value fit mediates this relationship on a sample of 332 academic staff members working in the private higher education sector in Egypt. The data collection was performed using a self-administered survey. The research employs correlation and regression analysis to test the research hypotheses.  First, the results revealed a moderately significant effect of employer branding practices on organizational citizenship behavior. Second, person-organization value fit has a positive significant mediation effect on the relationship between employer branding and organizational citizenship behavior. These results will help private universities determine to what extent investing in building a strong employer brand will help retain academic staff members.   Received: 7 October 2020 / Accepted: 11 December 2020 / Published: 17 January 2021

The main objective of this study is to examine the impact of the COVID-19 Pandemic on Egyptian Women Psychological Empowerment and Work-Life Balance. The study was conducted on (107) Egyptian working women in different sectors and located in the Greater Cairo region. An online survey link was sent directly to these respondents to answer. They were selected using the non-probability judgmental sampling method; the only criterion for inclusion was that these respondents were working women operating in the Egyptian business context. Research hypotheses were tested using correlation and multiple regression analysis. After testing the effect of Egyptian working women’s psychological empowerment dimensions on the perceived work-life balance, it was concluded that competence and self-determination dimensions were the two main psychological empowerment dimensions that positively affected the perceived work life balance. The other three dimensions: meaning, impact, and trust dimensions, had an insignificant effect on the perceived work-life balance. This research will help in designing a practical roadmap showing how to empower women psychologically while preserving their well-being and balancing their work-life duties and responsibilities. In addition to implementing work-life strategies and HR policies that will support working women in Egypt. Most of the studies have tackled the positive benefits of women empowerment and ignored its consequences on women’s emotional and psychological well-being. Besides, few researches have been empirically administered on working women’s psychological empowerment especially in Egypt.

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Nowadays in the dynamic transformational environment, organizations face many challenges to become more knowledge-based, more emphasis on innovation and technology, as well as facing intensive competition for attracting and retaining a high-quality workforce. Those organizations seek employees from different cultural backgrounds and more attention is given to the "Generation Z" namely digital talents; entering the 2020 market place. So organizations should meet the previously mentioned challenges' by differentiating themselves from other competitors in the labor market and enhancing their employer attractiveness as a tool to ensure competitive advantage for the organizations.This research aims at getting a clearer understanding of Generation Z perception of 2020 workplace and reflecting on how an employer branding (EB) strategy can be the answer for differentiation, through the delivery of a value proposition based on functional, symbolic and economical benefits, which should be consistent with the needs of this new generation. To carry out this mission, employers need to have a strong and unique value proposition and, at the same time, need to know how to communicate this value to potential candidates (Generation Z) using digital codes and channels. Generation Z is represented in this research by undergraduate students who are in their final year of study, selected from British University in Egypt.The practical implication of this research should suggest the appropriate employer branding strategies and identify the relevant set of responsibilities required for organizations taking strategic steps toward "the war for talent."

The United Nations 2030 17 Sustainable Development Goals are anticipated to make a significant contribution to humanity's well-being (SDGs). The agenda is founded on the triple bottom line (TBL) idea, according to which social inclusion and environmental sustainability are essential for continued economic development. In order to determine the crucial role that human resource development (HRD) plays in sustainability, this study will review relevant academic literature and update the TBL model to include and emphasize the HRD dimension and the dynamism and resilience of the sustainability framework; and to fill the literature gap in relating HRD to sustainability. This paper takes a deductive approach and is based on reviewing state-of-the-art literature to develop a new conceptual framework integrating HRD into the sustainability model. Hence, relevant studies are selected; based on criteria, mainly from refereed journals in the fields of human resources and sustainability. These studies will be critically analyzed to highlight their main focus, findings, and key contributions to the proposed framework. The paper proposed a conceptual framework that is global, resilient, and dynamic in nature to face today’s challenges. This framework aims to capitalize on the previous researchers’ designed sustainability models, try to complement some of these models’ perceived limitations, and shed light on HRD multi-level incorporations in sustainability. The paper proposed a “Global Dynamic Sustainable Humanity Framework” that stresses on (1) Integrating HRD into the TBL sustainability model; (2) Embedding the resilience concept in the framework; (3) Transforming the sustainability framework into a dynamic one; (4) take the sustainability framework to a global level. The paper also suggested raising “sustainable humanity” awareness by introducing a paradigm shift - from a traditional environment to a sustainable environment – as a prerequisite to the success and effectiveness of the proposed framework. The paper integrated rich theoretical perspectives and sustainability models of different studies into one coherent framework. It also filled the gap in the literature studying the HRD's crucial role in sustainable development. The proposed framework enriches and enables HRD practitioners to play an integral role in sustainable development on the individual, organizational and societal levels – nationally and globally. Their role as change catalysts is crucial in applying the proposed Global Dynamic Sustainable Humanity Framework, raising people's awareness of sustainability, help making a paradigm shift towards sustainability.  Keywords: Human Resource Development; Sustainability; Triple Bottom Line; Global Sustainability Framework; Resilient; Dynamic

In an era of green environmental awareness, Green Human Resources Management (GHRM) uses human resources management practices to support green environmental functions. It embraces green environmental concerns by applying human resources initiatives to generate high performance and better efficiency in operations. Although the literature on GHRM is growing, a few studies investigated to what extent green innovative culture (GIC) moderates the relationship between green human resources management practices and organizational citizenship behavior towards the environment (OCBE). To address this research gap, the authors tested a new conceptual framework investigating the direct and interactive effects of GHRM practices and GIC on OCBE. A quantitative study uses a survey from a 174 convenient sample of employees selected from a manufacturing firm operating in Egypt. The research results revealed that (1) GHRM practices are crucial for encouraging employees to engage in green activities, in addition (2) there is a significant positive effect of GHRM practices on OCBE, while on the other hand, (3) the interaction of GHRM and GIC can foster employees’ engagement in OCBE. The research significance lies in identifying and validating the GHRM practices applied in the manufacturing firm, as it advances the previous studies by developing a research model that offers critical insights on how manufacturing organizations working in industrial and agricultural packaging solutions could strategically link their GHRM practices and green innovative culture to support their OCBE in creating a competitive advantage in the market.

PurposeThis study seeks to examine the mediating role of mental health issues in the workplace (MHIW) in explaining the complex relationship between person-organization-fit (P.O-fit) dimensions and workers' productivity (WP) variance during COVID-19 in the Egyptian soap and detergents industry.Design/methodology/approachUsing a cross-sectional survey, the authors collected data from 373 frontline workers and supervisors working at ARMA soap and detergents (ASD) factories. In-depth interviews were conducted with 14 production-lines and quality-control supervisors. The hypothesized model was analyzed using the partial least square structural equation modeling technique.FindingsThe authors found a significant, high P.O-fit level among ASD workers. The need-supplies-fit and supplementary-fit controlled MHIW. The need-supplies-fit and supplementary-fit alongside MHIW explained the growth in WP during COVID-19. The MHIW mediated the relationship between P.O-fit dimensions and WP during the pandemic.Research limitations/implicationsLimited attention was paid to investigating how the P.O-fit dimensions enable frontline workers to remain productive despite the MHIW associated with COVID-19. This study bridges the aforementioned research gap by elucidating how the supplementary-fit, demand-abilities-fit and need-supplies-fit manipulate MHIW and maintain WP growth during the pandemic.Practical implicationsThe findings provide clear guidelines for the first-line supervisors to foster the P.O-fit dimensions, control MHIW and sustain WP growth during COVID-19.Originality/valueThis study is among the first to add significant information on how MHIW (as mediator) explains the relationship between P.O-fit and WP growth during the pandemic.