In the workplace, green prospects are gaining much importance these days, although not much is known about the green intellectual capital and its contribution towards pro-environment behavior and outcomes. As the world experiences environmental concerns, it has become imperative for businesses to look into ways through which they can improve their environmental footprints. Hence, the current study examines the nexus between green intellectual capital (green human capital, green structural capital, and green relational capital) and environmental performance. The study also tested if environmental responsibility mediates the association and examined the role of environmental concern as a moderator. Data were gathered from the hotel sectors in Bahrain and the United Arab Emirates and analyzed using a structural equation modeling approach via Smart PLS. The results show a significant association between green human and relational capital with environmental performance; a strong association was also found between environmental responsibility and environmental performance. The results also report a significant association between the three factors of green intellectual capital and environmental responsibility. The results found a mediating effect of environmental responsibility, whereas environmental concern only moderated the association between green human capital and environmental performance. The study presents prominent implications for theory and practice, followed by recommendations for future studies.

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Given that management support and decisions do influence all the aspects of organization, this study investigates moderating effect of management support on the relationship between recruitment and selection, training and development, compensation, performance appraisal and succession planning and employee performance. The cross-sectional survey approach was used in which data were collected from 450 academics in the state-owned polytechnics in Nigeria. The partial least squares method (PLS) algorithm and bootstrapping techniques were used to test the study’s hypotheses. The results provided full support for four out of five hypothesized direct relationships. Likewise, the seventh and ninth hypotheses were supported. The overall findings signify that recruitment and selection, training and development, performance appraisal and succession planning are strong and positive predictors of employee performance, and management support is a moderator in training and development–employee performance relationship, and in compensation–employee performance connection. The result signifies that management support fortifies the effectiveness in the human resource practices–performance relationship. Limitation and suggestion for the future research are also discussed.

Purpose This paper aims to explore whether environmental, social and governance (ESG) performance is positively associated with firm investment efficiency (IE) in emerging economies. It also examines whether board cultural diversity can moderate the ESG–IE relationship. Design/methodology/approach This paper uses a cross-country sample of listed firms located in seven emerging countries over the 2011–2019 period. The authors use a fixed effect panel regression to empirically test the hypotheses. The authors also use a lagged model and a Heckman’s (1979) two-stage procedure to mitigate potential endogeneity issues. In addition, a two-stage least squares regression analysis was done as an additional robustness check. Findings This study finds that firms with stronger ESG performance have a higher investment efficiency. Interestingly, this study finds that board cultural diversity negatively moderates the impact of ESG performance on IE for firms operating in settings prone to overinvestment. This result suggests that ESG performance plays a less important role in mitigating managers' tendencies to overinvest when corporate boards have more foreign directors. However, the authors do not find such evidence in firms prone to underinvestment. These findings hold after using an alternative measure of IE and controlling for endogeneity concerns. Originality/value This paper adds to the existing body of knowledge in three dimensions. First, to the best of the authors’ knowledge, this is the first cross-country study that investigates the linkage between ESG performance and corporate IE in the context of emerging countries. Second, the authors have enriched the prior literature by examining the moderating effect of board cultural diversity on the positive association between ESG performance and corporate IE. Finally, this study has important implications for policymakers and capital suppliers in emerging countries, which strive to facilitate the efficient allocation of scarce resources.

Leveraging the findings of the extant body of literature, small and medium enterprises (SMEs) in Malaysia, like any other country of the world, are central to economic development, industrial development, job creation and poverty reduction. Nevertheless, given the megatrends, which represent huge transformative global forces with far-reaching effect on individuals, society, culture, business and economies, and the need for enhancement of Malaysian SMEs to facilitate the achievement of Malaysian SME master plan (2012)(2013)(2014)(2015)(2016)(2017)(2018)(2019)(2020), Malaysian SMEs are left with no option other than aligning their policies and strategies with the megatrends, which demands that SMEs should provide 'added-value' services, and products, or high-quality and innovative products and services. SMEs could achieve this through the strategic development of the firm's rare, inimitable and non-substitutable human resource. To offer empirical insights on this issue, this study investigated the mediating role of employee creativity in the high-performance work practices (HPWPs)-performance nexus. Via the cross-sectional research approach, data were collected from a sample of 287 managers of Malaysian SMEs in Kedah, Penang and Perak states of Malaysia. The partial least squares algorithm and the bootstrapping technique were used for data analysis. The overall findings signify the mediating effect of employee creativity on job design-performance nexus, indicating that job design, which facilitates workers' autonomy to utilize their capabilities, would enable and stimulate the workers to adapt their approaches to meet the unique needs of the customers and the transformative global forces, because digital transformation has changed SMEs' operations and delivery models. Also, HPWPs that focus on development of creative problem-solving skill can enhance workers' ability to generate alternative solutions, product knowledge and customer service skills which are crucial to creativity in the organization. Finally, the implications, limitations and suggestions for future research are discussed.