The FCHVs in Nepal provided multiple services to their communities in the aftermath of the earthquake, largely without any specific training or instruction. Proper preparation, in addition to improved collaboration with aid agencies, could increase the capacity of FCHVs to respond in the event of a future disaster. The information gained from this study of the FCHV experience in the Nepal earthquake could be used to inform risk reduction and emergency management policies for CHWs in various settings worldwide. Fredricks K , Dinh H , Kusi M , Yogal C , Karmacharya BM , Burke TF , Nelson BD . Community health workers and disasters: lessons learned from the 2015 earthquake in Nepal. Prehosp Disaster Med. 2017;32(6):604-609.

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

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Sustainable organizational achievement of firms is the dominant approach in today’s world, with an inclination on improving profitability, social condition, and a healthy environment. Based on ability, motivation, opportunity (AMO), and stakeholder theories, this study explored the green human resource management (GHRM) and corporate social responsibility (CSR) mechanism towards sustainable performance achievement. A structured questionnaire survey from 305 samples was appropriate for the quantitative study on this research. Moreover, widely used structural equation modeling and analysis of moment structures (AMOS) was used to analyze the proposed structural model of the study. Findings from the study added significance to all posited hypotheses and validated the study model. The current study added literature to the body of knowledge on green human resource management practices and corporate social responsibility in the pursuit of improved performance towards society, the environment, and sustainability of construction firms. For future studies, the inclusion of industries such as transportation-based industries and manufacturing companies that contribute to development should be considered for broad learning.

Exploring management fields in terms of green policies is essential to create a footprint on today’s global corporate world; it is very important for all staff, employers, stakeholders, and other customers. This work attempts to study the relationship between the management of green human resources and the actions of organisational citizenship with the mediating role of affective commitment. The analysis relied on the emerging theory of abilitymotivation-opportunity (AMO) to use all the green human resource management (GHRM) attributes. Well renowned secondary school of Kathmandu Valley staff participated in the data collection. Three hundred and fifty fully-filled questionnaires were returned through a self-structured sampling tool. Staff having academic qualifications of at least graduate degrees were preferred for better understanding and effective data quality. A widely used PLS-SEM method was applied to analyse small sample-sized studies and ensures the normal distribution of data. The research highlights the GHRM method and its effect on the engagement of workers to their actions in the organisation. In addition, concerning GHRM and organisational citizenship behaviour (OCB), affective commitment (AC) has formed a mediating role. Only secondary schools are included in the study; the outcome is a fruitful review of the effects of GHRM implementation in the education sector. Numerous studies have reconnoitered various variables to link the GHRM with the organisational studies. The complementary partial mediation effect of AC to OCB is an attempt of showing novelty in the field of education sector in the study. The study suggests a globalised study regarding GHRM for future endeavours.