Due to the recent economic crisis, the requirement for sustainable company performance has spread across the globe, with green initiatives being seen as the best way to address it. Recent literature and regulators have taken notice of this predicament. The deployment of green innovation, responsible leadership induction, and green human resource management (GHRM) techniques have been made necessary by the significant focus on attaining business sustainability. This study aims to provide light on the banking industry’s perception of how GHRM practices, green innovation, and responsible leadership affect business sustainability practices. The data were provided by 396 banking professionals employed by the top five commercial sector banks nationwide. By using the Mplus program for analysis, the study’s hypotheses were evaluated using structural equation modeling. The findings show a positive relationship between GHRM practices, ethical leadership, green process innovation, and sustainable company performance. However, an intriguing finding between responsible leadership and sustainable business performance was the role that pro-environmental conduct played as a partial mediator. The findings offer scholars and practitioners interested in firms’ sustainable business performance additional context-specific social, ecological, and financial implications. The effectiveness of GHRM practices, responsible leadership, and green innovation as a strategy to increase business sustainability in a developing country environment has only received minimal academic attention so far. A literary gap exists as few studies have been conducted to test the role of green HRM, responsible leadership, and green innovation’s impact on sustainable business practices. Small number of studies taken pro-environmental behaviors as a mediator in the recent past. In light of this, the present study has taken these behaviors as a mediator to test the mediation effect in the banking sector of Pakistan. So, the present study removed the gap by exploring the mediation effect of pro-environmental behaviors. The selection of Pakistan’s banking sector for analysis in the present study is a significant contribution to the literature because no studies have previously been conducted on Pakistan’s banking sector to analyze the role of green HRM practices, responsible leadership, and green innovation’s impact on sustainable business performance through the mediating role of their pro-environmental behavior. The present study provides guidelines to senior management in the banking sector to understand the role of green HRM practices, responsible leadership, and green innovation practices’ importance for sustainable business performance as sustainable performance is essential to excel in this competitive business world.

The research purpose was to find out the influence of ethical context on certain employees’ behaviors (OCB-I, OCB-O In-role performance) working in the largest telecom companies of Pakistan. The most valuable asset for an organization is its employees, so the management must fix the factors that hinder their performance. In recent years, employees’ attitudes and behaviors in their work settings have remained the admiring topics in the field of organizational behavior. This study aims to investigate the impact of ethical culture and ethical climate on employee in-role performance and citizenship behavior while considering perceived organizational support as a mediating variable. The sample for this research is consisted of 800 employers and employees working in the top four cellular companies of large cities of Punjab, Pakistan. Statistical Package for Social Science version SPSS 16 is used for data analysis. To check the mediating and direct relationship between key variables of the study, correlation and regression analysis is used. Results indicate that both ethical culture and ethical climate have a positive relationship with employees’ outcomes i.e. in-role performance and organizational citizenship behavior. Perceived organizational support partially mediates the relationship between ethical context and employees’ outcomes.

Purpose: The purpose of the study was to analyze the existence of information pollution in the banking sector of Pakistan. Worldwide unlimited and without restrictions information production and dissemination have resulted in an information-dense society and information-polluted environment. Methodology: An empirical study of 155 employees in the banking sector was undertaken. The influence of information quality and information quantity has caused information pollution. Eight factors of information quality were taken as independent variables. Decision-making is the key function of leaders and managers in the organization. Therefore, Decision making was taken as a dependent variable to gauge the influence of information pollution in organizations. Findings: The reliability and validity of data have been checked and results show that information influences a positive 37% influence on decision-making. According to the result, information pollution exists in the banking sector of Pakistan. Implications: It is further suggested to investigate the impact of information pollution on the work performance and productivity of organizations.

The purpose of this paper is to develop a universally accepted measurement scale of Responsible Leadership (RL) based on the triple bottom approach (3BL) which covers environmental, economic, and social aspects at the same time. Systematic literature review of RL conducted along with in-depth interviews conducted with experts of industry and academia. Based on in-depth interviews, a content validity ratio analysis was conducted to examine the content validity of the questionnaire. Explanatory factor analysis using SPSS version 21 and confirmatory factor analysis using AMOS were conducted to test the reliability and validity of the questionnaire. A sample of 329 respondents working in the banking sector was taken for data analysis. Eigenvalues result confirms the triple bottom approach that RL is a three-dimensional construct and measured by economic, social and environmental aspects. These three dimensions explain 66.83% of the total variance explained. Respondents’ demographic shows that the male section is dominant in the banking sector as 83.6% of respondents were male and 16.4% were female. The economic dimension consists of eight items that have a Cronbach alpha value of 0.97, the social dimension has eight items that have a Cronbach alpha value of 0.90, and the environmental dimension consists of nine items that have a Cronbach value of 0.92. Initially, CFA was conducted with 25 items, then implemented modification indices and the final CFA was conducted with 23 items and all indicators of model fitness were found up to standard. The outcome of the present study is in form of a measurement scale based on the triple bottom approach which covers economic, social and environmental aspects of leadership. It is hoped that this scale will be potentially helpful for future researchers to measure RL and check the relationship with other potential variables. This systematic literature review and scale will allow future researchers to explore and conduct empirical studies in banking and other sectors. This paper responded to various calls regarding the universally accepted measurement scale of RL by developing the RL measurement scale.