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Purpose 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. Design/methodology/approach 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. Findings 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. Research limitations/implications 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. Originality/value To the best of the authors’ knowledge, no study has been conducted using environmental knowledge as a mediator between green HRM and EGB.

The primary notion of sustainable development is to maintain a promising future for the planet and the next of kin by raising the awareness of sustainable development of people around the world. This study seeks to foster and enhance more sustainable behaviour in households, workplaces, schools, and higher educational institutions; previous research has placed increasing attention on the identification of factors of pro-environmental behaviour. Accordingly, this study aims to examine the elements influencing the pro-environmental behaviour of employees in the workplace. A survey was performed from January to February 2020 on 150 public employees of an organisation in Terengganu. Out of 150 employees, only 84 participated and had their responses collected by using convenience sampling. The result of this study found that green lifestyles have a significant positive effect on pro-environmental behaviour. However, the impacts of environmental commitment, environmental consciousness, green self-efficacy, and green human resource management were insignificant. This study provides data that were developed using a cross-sectional design; the assessment of causality among the constructs was a risky process. Furthermore, the study collected data from a single source, namely the employees, which would enhance the relationships through common method bias. The findings of this study also offered several managerial implications for green organisations.

Purpose This study aims to examine the relationships for the following: supportive work environment, person–organisation fit and employee retention among academic staff in one of the Malaysian public universities. Design/methodology/approach This study used a conceptual framework to assess the direct impacts of supportive work environment (i.e. perceived climate, supervisory relationship, peer group interaction, perceived organisational support), person–organisation fit and employee retention. A self-administered questionnaire was distributed to 225 respondents. Findings The findings present the mediating influence of person–organisation fit on the relationships between supportive work environment and employee retention. The results reveal a direct and positive relationship between supportive work environment and academic staff retention. These results imply that individuals’ perceived towards an organisation can influence their decision to stay at the university. Research limitations/implications This study had filled in the knowledge gap about the role of supportive work environment with person–organisation fit and the relationship for employee retention in Malaysia. Previous research emphasised on organisations’ role in employee retention and engagement in the manufacturing and service industry. Originality/value The findings of this study reveal how a supportive work environment can impact employee retention among academic staff. Specifically, the person–organisation fit describes the relationship between supportive work environment and employee retention.

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Nowadays, transactions on e-commerce platforms (e-payment) utilizing a credit card are popular. Using credit cards for electronic purchases over the Internet is much different from offline purchases in traditional stores; only online transactions do not include either physical credit card or a signature. The e-payment has become a common mode of payment for online transactions made. It is an electronic billing system that gives clients the ability to make payments using the Internet. The objective of this paper was to analyze the associations among continuance intention e-payment, effort expectancy, facilitating conditions, performance expectancy, social influence, and actual usage of e-payment. The data was tested empirically on data collected from 667 Generation Z e-payment users in Malaysia. The results found that facilitating conditions, performance expectancy, and social influence impacted the actual usage of e-payment. Surprisingly, effort expectancy was not significantly associated with the actual e-payment usage. The findings of this study have several implications for managers and point the way towards future research. No prior empirical study has investigated the role of the Unified Theory of Acceptance and Use of Technology model on e-payment usage among Generation Z in Malaysia to the best of the authors’ knowledge. These results provide valuable contributions that can help decision-makers formulate or adjust their strategies associated with e-payments.

Sustainability is a concern that has been discussed in many global conferences, mainly in the educational domain. Recently, the world has witnessed a growing interest among education organisations in adopting green practices and environmental management. In general, environmental sustainability at the organisation level is greatly dependent on individual‐level ecological behaviour. Based on the social identity theory where the corporate strategy has a psychological influence on the behaviour of employees in an ecological context, the current study aims to analyse the effects of green human resource management (HRM) on the employee ecological behaviours (EEB), coupled with the mediating roles of psychological green climate and organisational identification, via the moderation effect of green consciousness. It is expected that the finding of this research will shed new insights into developing a comprehensive model for the assessment of EEB that can influence the environmental management (EM) initiatives being implemented in the organisations. The research output contributes to the enhancement of knowledge on employee behaviour from an ecological perspective in a workplace.