Sustainable supply chain management (SSCM) has been attracting extensive attention from both practitioners and scholars. The main objective of this paper is to visualize and conduct a systematic scientometric review on 9151 articles and reviews published from 2007 to 2021. Research techniques of co-author analysis, co-word analysis, and co-citation analysis are applied to reveal the social structure, conceptual structure, and intellectual structure of the SSCM field, identify main concepts and research hotspots, and illuminate major specialties and emerging trends. The results of this work show that: (1) the top five most productive scholars are Joseph Sarkis, Kannan Govindan, Minglang Tseng, Angappa Gunasekaran, and Charbel Jose Chiappetta Jabbour. The top five most productive institutions are Hong Kong Polytech University, Islamic Azad University, University of Southern Denmark, Dalian University of Technology, and University of Tehran. (2) The main concepts include sustainable supply chain management, green supply chain management, circular economy, corporate social responsibility, and reverse logistics. The research hotspots of the SSCM field, currently, are game theory and circular economy related topics. (3) The leading researchers and influential journals are also identified. The emerging trends include sustainable supplier selection, circular economy, cap-and-trade regulation, blockchain technology, big data analytics, the COVID-19 pandemic, and the best-worst method and logistics performance. Finally, limitations and future researches are discussed. We expect this paper will show a big picture of the SSCM field for researchers as well as practitioners.

Using the organization information processing theory, we explored the process through which the informative support of crowd logistics platforms affects logistics performance. After collecting data from 321 respondents from two crowd logistics companies in China, we proposed and tested the theoretical framework empirically using SEM. To conduct the empirical study, we developed scales for platform’s informative support and the degree of logistics resources-demand match, respectively. The results indicate that a platform’s informative support improves logistics performance via two mediators, i.e., logistics resources-demand match and logistics agility. Moreover, a platform’s ease of use moderates the indirect process through which its informative support promotes logistics performance via logistics resources-demand match. However, a platform’s ease of use has no significant effect on the indirect process of its informative support affecting logistics performance via logistics agility. This paper extends our understanding on how the informative support of crowd logistics platforms predicts logistics performance.

Given the growing awareness of sustainable development, the environmental protection industry has attracted much attention. Green finance has developed rapidly in policymaking and practices. This study provides a framework for evaluating green finance via linkage analysis based on input–output theory. Measurements on industrial linkages are calculated in China in two provinces from 2002 to 2018, which study the relationship between finance and environmental protection sectors. The results show that the environmental protection sector (EPS) in China has gradually developed from a sector with weak backward and strong forward linkages to a sector with strong backward and weak forward linkages from 2002 to 2015; however, in 2017 and 2018, the EPS returned to a sector with weak backward and strong forward linkages. At the provincial level, the EPS used to be a key sector with strong backward and forward linkages. The connection between the finance sector and the EPS rose first, then declined in the country and the Zhejiang province; Guangdong had a similar evolution in the former period, but it had a rising trend in the latest year. The findings provide insights for further promoting the support from the finance sector to the environmental protection activities.

As a global pandemic, the novel coronavirus (COVID-19) has brought enormous challenges to employees and organizations. Although numerous existing studies have highlighted that the COVID-19 pandemic is a stressful event and empirically proved its detrimental effect on employee turnover intention, few scholars have noted that this pandemic can deteriorate the external economic and employment environment simultaneously, which may further complicate employees’ intentions to leave or stay in the current organization. Drawing on event system theory and social cognitive theory, this study aims to uncover two potential cognitive mechanisms of the complex impact of COVID-19 event strength on employee turnover intention. To examine the proposed model, this study employed a three-wave and time-lagged research design and collected data from a sample of 432 employees of four Chinese companies from different industries. The findings indicated that COVID-19 event strength was negatively related to perceived external employability, and ultimately curbed employee turnover intention. Yet, COVID-19 event strength also negatively predicted perceived organizational growth, thus influencing employees to exhibit intentions to quit. Moreover, organizational identification not only attenuated the positive effect of perceived external employability on turnover intention but also amplified the negative impact of perceived organizational growth on turnover intention. Further, organizational identification moderated the indirect effects of COVID-19 event strength on turnover intention through perceived external employability and perceived organizational growth. This study provided a comprehensive insight into scholars’ understanding of the COVID-19 downstream outcomes.

The current study examined how a diversity climate promotes employees’ extra-role performance and how the roles of workplace belongingness and thriving at work mediate this effect. Furthermore, this study investigated the sequential mediation effect of workplace belongingness and thriving at work in the aforesaid relationship. This study also tested the leaders’ positive affective presence as a moderator in the effect of diversity climate on extra-role performance. This study incorporated the self-determination theory to forge theoretical connections. As a result, a three-wave survey consisting of 349 employees revealed support that a diversity climate has a positive impact on employees’ extra-role performance, both directly and indirectly, through workplace belongingness and thriving at work. Meanwhile, leaders’ positive affective presence strengthens the diversity climate’s influence on workplace belongingness. Our findings supported all proposed hypotheses. Finally, this study discusses the theoretical and practical contributions of the results.