In this study, we developed a new hybrid mathematical model that combines wind-speed range with the log law to derive the wind energy potential for wind-generated hydrogen production in Pakistan. In addition, we electrolyzed wind-generated power in order to assess the generation capacity of wind-generated renewable hydrogen. The advantage of the Weibull model is that it more accurately reflects power generation potential (i.e., the capacity factor). When applied to selected sites, we have found commercially viable hydrogen production capacity in all locations. All sites considered had the potential to produce an excess amount of wind-generated renewable hydrogen. If the total national capacity of wind-generated was used, Pakistan could conceivably produce 51,917,000.39 kg per day of renewable hydrogen. Based on our results, we suggest that cars and other forms of transport could be fueled with hydrogen to conserve oil and gas resources, which can reduce the energy shortfall and contribute to the fight against climate change and global warming. Also, hydrogen could be used to supplement urban energy needs (e.g., for Sindh province Pakistan), again reducing energy shortage effects and supporting green city programs.

Purpose: This study aims to investigate the effect of organizational ambidexterity (OA) and organizational green culture (OGC) on corporate sustainability (CS) while incorporating the mediating role of green innovation (GI) to provide a detailed insight into CS. The study also presents a research framework based on the Organizational Ambidexterity theory and Natural Resource-based view to explain the factors contributing to CS.Design/methodology/approach: Using stratified sampling, the study collected data through survey-based empirical research from 307 textile companies registered with the Securities and Exchange Commission of Pakistan (SECP) or the All-Pakistan Textile Mills Association (APTMA). The collected data were analysed using path analysis, mediation analysis and moderation analysis through smart PLS-SEM version 4.0 to assess the composition and causal association of factors.Findings: The study found a significant relationship between OA and OGC with CS. Furthermore, the study revealed that green innovation partially mediates the relationship between OGC and CS. The proposed research framework can be valuable for promoting and recommending actions to enhance CS.Research limitations/implications: The study on CS in the textile sector of Pakistan has limitations such as a narrow focus, cross-sectional design and reliance on self-reported data. Future research should explore additional factors, conduct longitudinal research, investigate contextual factors, scrutinize specific green innovation practices and broaden the scope of the study to include SMEs and other textile organizations.Practical implications: The research framework can help senior executives to foster CS by promoting OGC, OA and GI. Practitioners and academicians can also utilize or further investigate the proposed framework for validation and to foster CS.Originality/value: This study fills gaps in the existing literature by investigating the mediating effect of GI between OGC and CS. The proposed research framework provides a comprehensive understanding of the factors contributing to CS based on the Organizational Ambidexterity theory and Natural Resource-based view.

Organizational sustainability has replaced the concept of organizational performance in the corporate era. Organizations are keener towards social, economic, and environmental performance than just financial performance. Corporations and researchers explore different subjects and departments to attain organizational sustainability. HRM is also a topic of interest to improve sustainability performance. The AMO theory is widely recognized as a robust framework within the Human Resource Management (HRM) field that offers valuable guidance for achieving improved sustainable performance. The main objective of this study was to investigate the theoretical foundations of the AMO theory concerning the many aspects of Talent Management, with the ultimate goal of achieving organizational sustainability. In order to achieve the aim of the study, a comprehensive examination of existing literature was undertaken to provide a theoretical framework. This conceptual paradigm comprises three phases: ability, motivation, and opportunity. Various Talent Management dimensions were supported by antecedent research to achieve organizational sustainability. Even though this concept establishes fundamental guidelines, pertinent knowledge must be considered to reconcile these procedures in various circumstances. This article provides an in-depth discussion of the AMO Theory to attain organizational sustainability in various aspects. A constructive framework was developed to create organizational sustainability by incorporating Talent Management into the context of the AMO theory. In this study, both theoretical and practical implications are discussed.

Organizations are under pressure to explore innovative sustainability practices that will enable organizations to handle the deteriorating issues of biodiversity and social inequality. Stern and Dietz’ model offered a set of values with which organizations can create sustainability. This study’s main purpose was to explore how Stern and Dietz’ model underpin the various dimensions of workplace spirituality and organizational citizenship behavior to accomplish corporate sustainability. To achieve the objective of the study, the previous literature was reviewed to construct a conceptual framework. This conceptual model is comprised of three phases egoistic, social altruistic, and biospheric. Based on prior literature, various dimensions of workplace spirituality and organizational citizenship behavior were underpinned to accomplish corporate sustainability. Even though this concept sets out basic guidelines. However relevant knowledge should be regarded in order to reconcile these steps in different instances. This article provides a systematic review of the Stern and Dietz value model to achieve various aspects of organizational sustainability. A constructive framework was developed to create corporate sustainability by incorporating workplace spirituality and organizational citizenship behavior into the context of the Stern Dietz’ value model. Theoretical and practical implications are also discussed in this study.

The study aims to investigate the effectiveness of an online recruitment system and its impact on organizational attraction among fresh graduate job seekers. A sample comprised of 302 fresh graduate job seekers from well-known HEC recognized business schools in the Lahore region is selected using Stratified Random Sampling. Since the data is not normal, the Kruskill Wall is test of mean differences is applied to compare the effectiveness of e-recruitment with traditional methods of recruitment. Furthermore, the Macro process tool of Regression analysis is used to examine the matter of cost-effectiveness, easy to use and website quality. Findings of regression results confirm that e-recruitment has a positive influence on organizational attraction and cost-effectiveness and easy to use mediate the relationship between e-recruitment and organizational attraction. However, the positive relation between e-recruitment and organizational attraction depends on the quality of the recruitment website which depicts that Sitequal (Website Quality) moderates the relationship between e-recruitment and organization attraction. Thus, this study offers valuable findings for managers that aim to adopt E-recruitment systems in their hiring process.