Based on institutional theory, the current study examines the relationship of coordination, job security, psychological safety, and coercive pressure with employees’ performance. Further, coercive pressure is treated as a boundary condition between coordination, job security, and psychological safety with employees’ performance. A survey method was used to collect data from 235 faculty members of higher education institutions (HEIs) in Pakistan. Study results show that there is a positive and significant relationship between job security and coordination with employees’ performance. The results also reveal that coercive pressure moderates job security, coordination, and psychological safety with employees’ performance. Implications for organizations and HEIs administration are discussed.

Organizations must employ big data analytics to maintain sustained innovation in the highly dynamic and evolving business landscape. Even though BDA has a transformative power to revolutionize how businesses do things and engage with their customers’ adopting BDA has faced significant challenges, especially in developing countries. This research aims to create a theoretical framework to understand how organizational readiness for BDA can influence sustainable innovation performance. Sampling errors were mitigated through a time-lagged study design, and the data was collected in three phases. The test results using Partial Least Squares Structural Equation Modeling show that organizational readiness is a critical mediator, establishing a robust chain between BDA skills and sustainable innovation performance. The results of this study imply the need for organizational foundation and alignment, which are critical to the compelling strategic deployment of BDA for sustainability innovation performance. Thus, this study can offer a valuable contribution to this topic in the future and a profound implication of the phenomenon at receptive stages.

This study aims to see how the big data analytics capability (BDAC) and its dimensions affect the absorptive capacity and autonomous R&D of high-speed railways. As well as their impact on the organization’s long-term sustainability, using the mediation of absorptive capacity and autonomy in R&D. Employees and the heads of the planning, HR, R&D, and technical departments of high-speed railways were polled for information. For data analysis, we used PLS-SEM, and then we employed mediation analysis. BDAC increases the organization’s ability to tolerate change and gives management instructions on making decisions. This study adds to the body of knowledge on absorptive capacity development and autonomy over R&D activities by investigating the role of BDAC in the long-term development of high-speed trains.

Purpose: This study aimed to investigate the big data analytics capabilities (BDAC) model using resource-based theory (RBT) and dimensions of big data analytics (management, technological, and talent) that influenced the firm innovation performance. Design/methodology/approach: The research uses quantitative research design where 548 respondents were selected for the survey from Pakistan electronic media regulatory authority (PEMRA), national database and registration authority (NADRA), and cellular companies. Only 394 useable responses were received from the respondents. Findings: The findings revealed that BDAC has a statistically positive impact on firm innovation performance. All of the proposed hypotheses were approved in this study. Research limitations/implications: The study gives future direction to the researchers and practitioners to implement this model in other industries. Practical implications: The research makes important theoretical and methodological contributions to the business and society's nexus in developing country firms that are under economic pressure. Originality/value: The paper is new in the context of the developing firm's innovation.

Purpose: This study investigates how inclusive leadership fosters employee green behavior (EGB). Specifically, it examines the mediating role of sustainable human resource management (HRM) practices and the moderating effect of managerial commitment to organizational change. Design/methodology/approach: Drawing on a time-lagged survey of 315 hotel employees in Thailand, the study employs partial least squares structural equation modelling (PLS-SEM) to test a moderated mediation model grounded in person–environment (S–V) fit theory. Findings: The results demonstrate that inclusive leadership has a positive influence on EGB, both directly and indirectly, through sustainable HRM practices. Moreover, managerial commitment to organizational change strengthens the relationship between inclusive leadership and sustainable HRM, amplifying its indirect effect on EGB. Originality/value: This study advances theory by integrating behavioral perspectives into the circular economy literature and extending S–V fit theory to the domain of sustainable organizational behavior. It also offers practical guidance on embedding circularity principles into daily management practices through inclusive leadership and HRM interventions.