Sahilali Ali Saiyed

Abstract Amid intensifying environmental concerns, sustainability has emerged as a strategic priority within the global energy industry, compelling organisations to adopt environmentally responsible practices. This study investigates the influence of green behaviour on organisational environmental performance, with a focus on the mediating roles of green training programs and green compensation practices in Vietnam’s energy sector. Using a quantitative research design, data were collected from 826 employees in energy-related enterprises and analysed through Partial Least Squares Structural Equation Modelling. The findings confirm that green behaviour has a significant positive impact on environmental performance. Both green training and green compensation were found to exhibit partial mediation in the relationship between green behaviour and organisational environmental performance. These results contribute to the growing body of knowledge on sustainability-oriented human resource practices and offer practical insights for organisations seeking to improve environmental outcomes through employee-focused interventions.

A shift in logistics and distribution systems has been underway to accomplish the sustainability agenda, where the merging of circular economic principles with IoT is the key to the transformation. In this chapter, the IoT-enabled Circular Supply Chains (CSCs) concept discussion goes further as it can enhance overall operations efficacy and transparency and drive towards a carbon-zero goal in the US. It employs the thematic content analysis of literature, industry publications, and practical case studies (e.g., including Walmart, Amazon, and HP) in order to provide an overview of Digital Circular Logistics (DCL) by utilizing a qualitative descriptive approach. In order to provide a systematic method for long-term change, a theoretical framework is established to integrate Internet of Things (IoT) features like blockchain traceability, real-time monitoring, and predictive analytics with CE's 9R tactics. Despite a high level of technological preparedness, the results show that growth is nevertheless hindered by systemic impediments such as limitations of policy frameworks, organizational stagnation, and a lack of cross-sectoral cooperation. This chapter provides academics, practitioners, and policymakers with theoretical understanding as well as practical advice by expanding socio-technical and institutional theories. It markets itself as a road map for wealthy nations to implement intelligent, circular logistics systems speedily.

Sustainability is becoming a significant concern in academic institutions worldwide. This issue is critical in Asian countries, which are more vulnerable to adverse environmental effects. Universities in these regions can play a pivotal role in mitigating their environmental impact by adopting green human resource management (GHRM). While the potential of GHRM in achieving sustainability is significant, research in this context remains limited and requires further exploration. This study applies the AMO theory (Ability-Motivation-Opportunity theory) to develop a framework for GHRM. The framework comprising seven aspects and twenty-five criteria was formed. The fuzzy Delphi (FDM) and decision-making trial and evaluation laboratory (FDEMATEL) hybrid methodology is used to analyze the data. The proposed framework is tested using data collected from several Asian academic institutions. The findings highlight that sustainability policy & institutional support, green hiring, and green organizational culture are necessary aspects of GHRM practices in Asian academic institutions and indicate their essential role in fostering sustainability. • Explores HEIs in Asia are adopting GHRM practices to promote sustainability. • Develops a framework of 7 aspects and 25 practical criteria to help HEIs transition. • Applies AMO theory to connect GHRM practices with real-world outcomes. • Shedding lights on how policies, motivation, and opportunities shape sustainability efforts. • Applicability of findings to other developing regions aiming to integrate GHRM in HEIs. • Cross-cultural studies to expand the understanding of GHRM’s role in sustainability. • Mix-methods to identify key factors driving GHRM in HEI for decision-makers.

Research background: Artificial Intelligence (AI) is becoming a revolutionary ability that can speed up the shift towards sustainable production through re-source efficiency, optimization of processes, and low-carbon innovations. Consistent with the United Nations Sustainable Development Goals (SDGs), SDG 9 (sustainable industrialization), SDG 12 (responsible consumption and production), and SDG 13 (climate action), AI is becoming a driver of green innovation, as well as a facilitator of the same. Purpose of the article: This paper examines how AI applications affect organizational performance (OPE) in the Taiwanese manufacturing industry with a special emphasis on the mediating effect of GIC. Based on the Dynamic Capabilities Theory (DCT), the paper constructs and empirically validates a structural model that elucidates how AI adoption increases sustainable competitiveness through the development of innovation-oriented capabilities. Methods: The research used a cross-sectional, quantitative study design and gathered data on 270 professionals in the Taiwanese manufacturing sectors. The AI applications, GIC, and OPE were measured using a structured questionnaire to measure them using multi-item Likert scales. Hypotheses were tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM). Findings & value added: The study shows that Artificial Intelligence (AI) adoption plays a significant role in enhancing both green innovation capabilities (GIC) and overall organizational performance (OPE). More importantly, GIC emerges as a key mechanism through which AI applications are translated into measurable sustainability outcomes, underscoring its role as a strategic bridge between digital transformation and environmental performance.

This paper contributes to the ways of promoting recycling and refurbished product initiatives within enterprises by means of human capital management based on the knowledge available in Human Capital Theory and the concepts of Green Human Resource Management. The paper discusses the relationship between the recruitment policies emphasizing a green potential of the candidate, training programs focusing on recycling and refurbishing techniques, and employee involvement in the process of implementing green activities. It is a mixed-methods approach in that data were collected by use of structured questionnaires administered to Human Resource managers and employees in companies, on the one hand, and secondary data on academic literature, on the other hand. The analyses of demographic features, measures based on statistical indications of reliability, assessments filtered through specific objectives produced enlightening conclusions on the dynamics underlying organizational effectiveness in recycling and refurbished product projects. In the end, the research showed that human resources are key to effective practices that sustain change within the organization toward an ecologically sensitive orientation. Implications for research, practice, and future lineament in HRM and sustainability are elaborated on, paying attention to possible fields for further study and analysis.

Introduction: As sustainability becomes a major global concern, the sports sector also plays a significant role in environmental degradation. This makes it a crucial area of focus for research aimed at achieving sustainability goals. Objective: This study examines the influence of green human resource management practices—specifically green hiring, green training, performance management, and employee involvement—on the sustainable performance of enterprises in India’s sports service sector. Methodology: A stratified random sampling technique was used to ensure representation across various sports service industries. A total of 500 respondents from the Delhi National Capital Region were surveyed. Descriptive statistics, one-way analysis of variance, and regression analysis were conducted to test the proposed hypotheses. The theoretical framework was based on the ability, motivation, and opportunity model. Results: The results showed that green hiring, green training, and performance management practices had a statistically significant and positive influence on sustainable performance. However, employee involvement did not demonstrate a significant relationship with sustainable outcomes. Discussion: The variation in the use of green human resource management practices among organizations suggests the need for more focused and customized strategies to improve environmental performance.

The contribution of green entrepreneurship (GE) to promote sustainable innovation (SIN) in startup environments in developing countries is investigated in this article. Emphasizing early stage businesses instead of existing companies, it looks at how GE supports innovation in line with Sustainable Development Goals (SDGs), including SDG 8, 9, 12, and 13. Treating GE as the independent component driving SIN with startup ecosystem support (SES) and institutional frameworks as contextual elements, the study uses a theoretical model combining dynamic capabilities theory, resource-based view, and institutional theory. Three hundred Bangladeshi startups’ data were gathered and subjected to partial least squares structural equation modeling (PLS-SEM). Results suggest that GE greatly increases SIN, especially in light of supporting ecosystems and strong institutional support. The results provide theoretical understanding as well as pragmatic ideas for advancing green, creative corporate settings in developing countries. Future studies should confirm these linkages over time and in several settings.