The rising interest in environmental protection and sustainability has led to the emergence of a new research focus in human resource management (HRM) field. Scholars in this field have started to investigate how HRM can significantly contribute to achieving sustainable environmental goals and coined the term “green human resource management” (GHRM). Despite the growing interest in studying GHRM, few studies have examined its impact on positive employees' attitudes and behaviour in reducing firms' environmental footprint and enhancing business sustainability. Hence, to bridge this research gap, the present study expanded green research streams by investigating GHRM influence on pro‐environmental behaviours (PEBs) through the mediating effect of green commitment. SmartPLS was employed to test the theoretical framework from 342 valid responses. Present research findings reveal that GHRM practices influence employees' green commitment and PEBs. Moreover, the results also suggest that green commitment mediates the relationship between GHRM and PEBs. In the end, theoretical contributions and implications were discussed.

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There is a general belief that fashion involvement leads toward unsustainability. To resolve this issue, the present study aims to explore that whether sustainable fashion consumption is characterized by an individual's fashion consciousness and his pro-environmental attitude or not. In addition, how an individual's religiosity can moderate this relationship. For the purpose of collecting the data, a survey questionnaire method was applied by making use of adopted measurement scales from the previous literature. Convenience sampling technique was employed to collect the data from a total of 350 respondents. The outcomes of this study illustrate that both fashion-conscious and pro-environmental attitude consumers are significantly and positively associated with sustainable fashion consumption. Furthermore, both the aspects of religiosity, that is, interpersonal religiosity and intrapersonal religiosity, moderate the relationship. The current study has profound implications for fashion retailers and manufacturers that they should incorporate sustainable business practices into their manufacturing processes. Managers should focus on devising such a comprehensive business model that is based on the principles of sustainability.Keywords fashion involvement, pro-environmental attitude, interpersonal religiosity, intrapersonal religiosity, sustainable fashion consumption Author BiographiesAli Razzaq holds an MS-Management Sciences degree with specialization in Marketing.

Purpose This paper aims to analyze the regional distribution, size and evolution of the knowledge base by identifying key authors, documents, keywords and journals while examining current literature and intellectual structure, and highlight topical trends of green human resource management (GHRM) research. Design/methodology/approach As scholarly interest in the environment has grown, a new research focus in the discipline of human resource management (HRM) has emerged. The term GHRM was coined to describe how HRM may contribute to environmental outcomes. This scholarly focus has led to an increasing number of publications in this field. To analyze the intellectual structure of the GHRM research, a bibliometric technique is used. Findings The findings revealed a knowledge base that is still in the new phase, with a global scope, but most scholarly work is concentrated in Asian societies. By presenting an overview of the present state of the knowledge base, this study intends to lead a new generation of GHRM scholars. Originality/value To the best of the authors’ knowledge, this is the first study of its kind, which probes the bibliometric reflection on green human resource management research history.

PurposeDrawing motivation from Lawrence Bossidy's quote and leaning on the conservation of resources (COR) theory, in this study, the authors aim to investigate the role of high-performance work practices (HPWPs) and psychological capital (H.E.R.O) in employee innovative work behavior (EIB).Design/methodology/approachThe study is banked on a hypothetico-deductive approach. The relationships were measured by gathering data from 375 frontline service employees through structural equation modeling.FindingsThe study results indicate a positive impact of HPWPs on EIB. Moreover, the association between HPWPs-EIB is mediated by psychological capital (PsyCap).Research limitations/implicationsThe current study contributed to the innovation research stream by determining driving forces that encourage employees to exhibit innovative work behaviors.Originality/valueEmployee innovative behavior has become imperative for organizational survival and success in an ever-changing global business environment. Owing to this organizational significance, employee innovative behavior continues to gain burgeoning research attention. Despite the rising scholarly interest in studying employee innovative behavior, there is a dearth of knowledge about how innovation can be fostered at the individual level, particularly among frontline service employees. Hence, to bridge this research gap, the present study intends to analyze the influence of high-performance work practices on employee innovative work behavior, mediated by psychological capital.

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Thispaper aims to investigate the role of corporate social responsibility (CSR) in fostering customer’s pro-environmental behavior (PEBs) through customer engagement (CE). Data collected from the hotel customers were analyzed through structural equation modeling. The present research findings reveal the significant role of CSR activities in positively influencing customer PEBs. Moreover, the results also suggest the mediation of CE in the relationship between CSR and customer PEBs. The current research findings offer significant implications that can be employed in developing a result-oriented marketing strategy in CSR activities that contribute to environmental protection and sustainability.