No abstract

PurposeThe study aims to investigate the relationships between green intellectual capital, green human resource management (HRM), and sustainability.Design/methodology/approachThe research is based on information gathered from 112 large Malaysian manufacturing companies.FindingsThe study findings revealed that green human capital and green relational capital positively influence green HRM. In addition, green HRM positively related to social, environmental and economic performance. Besides, green HRM positively mediates the relationships between green human capital and economic, social and environmental performance. Finally, green relational capital improves sustainability (economic, environmental, and social performance) mediated by green HRM.Originality/valueThe current study contributes to the literature by examining green IC (green human capital, green structural capital, and green relational capital) as an independent variable and green HRM as a mediating variable for sustainability (economic, environmental, and social performance). The findings and recommended for the managers of large manufacturing firms and practitioners to invest in green IC to achieve sustainability through green HRM.

Purpose This study aims to examine the relationships for the following: supportive work environment, person–organisation fit and employee retention among academic staff in one of the Malaysian public universities. Design/methodology/approach This study used a conceptual framework to assess the direct impacts of supportive work environment (i.e. perceived climate, supervisory relationship, peer group interaction, perceived organisational support), person–organisation fit and employee retention. A self-administered questionnaire was distributed to 225 respondents. Findings The findings present the mediating influence of person–organisation fit on the relationships between supportive work environment and employee retention. The results reveal a direct and positive relationship between supportive work environment and academic staff retention. These results imply that individuals’ perceived towards an organisation can influence their decision to stay at the university. Research limitations/implications This study had filled in the knowledge gap about the role of supportive work environment with person–organisation fit and the relationship for employee retention in Malaysia. Previous research emphasised on organisations’ role in employee retention and engagement in the manufacturing and service industry. Originality/value The findings of this study reveal how a supportive work environment can impact employee retention among academic staff. Specifically, the person–organisation fit describes the relationship between supportive work environment and employee retention.

There have been calls for organisational employees across developed and emerging economies to be more responsible towards the environment because of the heightened level of devastation in the ecosystem due to human actions. This study examines the influence of environmental concern on employee green behaviour (EGB) through the mediation of attitude, perceived behavioural control (PBC), and environmental knowledge. SmartPLS 3 software was used to analyse the relationships from 425 valid responses. The findings of our study show that environmental concern, attitude, and PBC positively predict the EGB of academics. Attitude and PBC act as complimentary mediators of the relationship between environmental concern and EGB. Equally, a linear moderated mediation analysis shows that environmental concern amplifies the link between PBC and EGB. Furthermore, an importance‐performance map analysis (IPMA) provides evidence that suggests that though employees' attitude is a less important predictor of EGB when compared with environmental concern, their respective degree of performance is equal to each other. Furthermore, this study offers substantive insights into the multiple roles of environmental concern in influencing employee green behaviour among academics in higher education institutions (HEIs). Policy implications and future research directions for environmental sustainability are discussed.

Purpose The circular economy (CE) is an evolving subject transitioning from conceptualization to empirical testing. Over the past decade, researchers have done an exhaustive study to understand the concept of CE and its realized values both financially and environmentally on organizations that have traditional business models based on linear consumption. For understanding the transitional phenomena completely, the paper aims to review the current and emerging research trends in CE to ascertain future direction. Design/methodology/approach The research was conducted on 91 articles published in the study area during the past decade (2016–2021) in renowned peer-reviewed journals. The criteria set to review literature are based on the following assortment: CE drivers, CE barriers, definitions by different authors, yearly distribution of the publication, research publisher and journals, google citation and methodology used in the selected research articles. Findings The study suggests that researchers from the selected years are keen to understand the transition and its critical factors by bringing forward frameworks and incorporating CE with digital technologies. The digital technology implied are Industrial Technology (IR) 4.0, Big Data, Internet of Things (IoT), Artificial Intelligence, Blockchain and Data Analytics to increase organizational and environmental performance. CE researchers need to use empirical testing in different sectors to understand and bring forward more improvised business models and practices according to the dynamics of the industry. Originality/value The literature review suggests gaps exist to integrate the micro, meso and macro levels to get CE implementation's system-wide benefits. The study has also identified that many CE frameworks available in the literature for implementation must be empirically tested to yield performance results.