The environmental repercussions of extensive carbon dioxide (CO2) emissions on the environment are crucial for policymakers and scholars. The repercussions of and connection between economic growth (ECG), tourism (TOUR), and foreign direct investment (FDI) on CO2 emission mitigation have been measured and argued from empirical and theoretical perspectives by scholars. Notwithstanding, the extant body of knowledge has failed to incorporate and investigate the function of governance in decarbonizing tourism activities and FDI from CO2 emissions to attain a healthy and quality environment in Africa. Hence, this current research investigates governance’s role in the reduction processes of CO2 emissions grounded in environmental Kuznets curve (EKC) conceptual assumptions for panel data spanning 2000 through 2020 for 27 African countries. This research utilized the Westerlund panel cointegration approach for the investigation of the cointegration of the selected variables. This study applied the Driscoll–Kraay regression approach for the long-term estimation. In addition, the dynamic ordinary least squares (DOLS) and the pooled mean group (PMG) were used for robustness checks. The findings of this research indicated that the governance (GOV) indicators employed have a statistically significant effect on the CO2 emission reduction. Besides, this study found that the appreciation of the income of the nations gives credence to the formation of the EKC theory and contributes to the decline in CO2 emissions within the selected African nations. The findings revealed that tourism, FDI, ECG, and GOV are positive and significant factors leading to increased CO2 emissions in Africa. Furthermore, the results showed that effective governance and control of FDI inflows and tourism activities can support decarbonization. These findings suggest the merits of governance in ensuring effective decarbonization policies of the environment, and policy suggestions are accordingly put forward.

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Drawing insight from affective events theory, this study presents a new dimension of perceived organizational politics and job attitudes. The motivation for this study was based on the fact that perceived organizational politics affect job attitudes and that personal resources (political skill and work ethic) moderate the direct relationship between perceived organizational politics and job attitudes in the context of the higher-education sector. In this regard, the data was collected through purposive sampling from 310 faculty members from higher-education institutions in Pakistan. To test the relationships among the variables, we employed structural equation modeling via the AMOS software version 24.0. The results indicated that perceived organizational politics were significantly negatively related to job satisfaction. Moreover, perceived organizational politics were non-significantly related to job involvement. Political skill and work ethic weakened the relationship between perceived organizational politics and job satisfaction. We anticipated that these personal resources could mitigate the negative effect of perceived organizational politics and job attitudes. This study also suggests organizations to train their employees to develop essential personal skills.

The purpose of this study is to investigate the impact of green human resource management (GHRM) practices (e.g., green pay attention and rewards, green performance management, green involvement, green recruitment and selection, and green training role) on millennial employees’ turnover intention (METI) in Malaysian three-star, four-star, and five-star hotels with a moderator (work environment) using social exchange theory (SET). The survey used structured questionnaires to collect data from 210 millennial employees using the convenience sampling technique. The research hypotheses were tested using partial least squares structural equation modelling (PLS-SEM). The findings of this study indicate that only green rewards and green involvement have a significant impact on METI. Furthermore, the results indicate that the work environment has no moderating impact on the relationships between green HRM practices and millennial employees’ turnover intention. Finally, the implications, limitations, and future directions for research are also addressed to potential researchers.

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