This study aims to test the role of transformational leadership in moderating the relationship between work conflict and employee performance at Railway Company. The sample in this survey is 150 employees of a railway company’s operations management center selected using a non-random sampling method. The data were collected through an online survey through WhatsApp and email. Partial Least Square–Structural Equation Model (PLS-SEM) was implied to explain the relationship among the conceptualized variables in this study. The results revealed a negative relationship between. The results show that there is a negative link between work conflict and employee performance. In addition, transformational leadership has been found to negatively ease the relationship between work conflict and employee performance. This study also finds that there is a positive relationship between transformational leadership and employee performance. Based on the results, this study therefore concluded that transformational leadership is a variable conceptualized to partially ease the relationship between work conflict and employee performance. This study also describes the theoretical and practical implications, as well as future research opportunities.

Promoting environmentally responsible behavior is important in preventing and reducing the environmental problem. This work focused on particular environmentally responsible behavior (avoiding and reducing littering). The present study extended the Theory of Planned Behavior (environmental knowledge, biospheric value, and positive emotional experience) to identify the factors influencing intended environmentally responsible behavior of tourists visiting nature based destinations in the context of Indonesia. Based on the data collected from 204 respondents through questionnaires survey using purposive sampling approach. The structural equation analysis shows that biospheric value, environmental knowledge, and positive emotional experience have a positive influence on attitude toward behavior. Besides, the result demonstrated that attitude, subjective norm, and perceived behavior control have a significant positive influence on environmentally responsible behavior intention. The findings emphasized that positive emotional experiences have a strongest influence on attitude and perceived behavior control have a strong influence on environmentally responsible behavior. This work contributes to the sustainable development goals and environmentally responsible behavior in tourism behavior literature. Although, some limitations were acknowledged in this work, practical implication and future agenda for research are provided.

Purpose: The changing workplace and the disruption and transformation of business processes brought on by modern technology make it difficult for a firm to maintain its existing plans. A management's ability to succeed is related to sustaining and developing its employees to be innovative workers. The idea is to empower subordinates and share authority with them, which increases efficiency.Design/methodology/approach: In this study, it was anticipated that there is a definite relationship between leadership empowerment and workplace cultures of self-esteem, emotional intelligence and creative thinking. Data were obtained using random sample techniques to confirm the hypothesis. A total of 291 Pakistani private-sector employees were surveyed for this study.Findings: There were positive and substantial links between empowered leadership and creativity, while emotional intelligence and organizational self-esteem have an inverse relationship. For psychological appeal and inventiveness at work, empowerment alone is sufficient. Intellectual stimulus or culture of excessively positive self-esteem may cause numerous limits at work. Hence, management should avoid situations where leaders are predisposed to developing empowering techniques.Research limitations/implications: This study yields an additional understanding of organizational behavior literature. It was concluded from this study that empowering leaders should avoid using emotional intelligence when scaling up creative strategies. As an alternative, they should develop a culture of self-esteem through emotional intelligence.Practical implications: Leaders may want to consider demographic values while developing empowerment strategies. It is not recommended to use emotional intelligence and empowerment simultaneously. As a result, this framework suggests a realistic and candid approach that is simple to implement.Originality/value: Leaders make people aware of the ongoing importance of innovative processes to encourage staff to be creative. Successful leaders may use either empowering culture or leadership empowerment strategies for a more significant appeal. Self-esteem culture may provide a structure of interaction buffer against the other emotions that could counter disruption.

Human capital is the bundle of information, skills, and talents individuals build for personal well-being and economic productivity. Human capital provides long-term benefits for future generations. It is vital for economic growth, social capital, and the development of networks. Human growth is a challenging and never-ending process. However, the importance of early childhood and youth development is ever crucial. Because youth are susceptible to biological growth, academic and career advancement, and long-term planning, stress can come to them in various forms and sources. Stress represents an undeniable reality of life, particularly in youth concerning the academic sphere. Taking care of oneself represents a regularly practiced concept to relieve stress. Learning about self-care helps carefully maintain and improve short and long-term health and well-being. Its cohorts to improve overall health and well-being thus required scholarly attention to find the new way to benefit children and youth development.