The fast-changing landscape of organizations is driving a move toward environmental performance. Higher education now prioritizes sustainability. This study examines the moderating role of environmentally specific servant leadership (ESSL) from the resource-based view (RBV) and conservation of resources (COR) theories to understand how green human resource management (GHRM) practices affect environmental performance and competitive advantage in Saudi Arabian higher education institutions (HEIs). This study introduces an innovative variable’s structure that has never been implemented in Saudi Arabian higher education. A random sampling method was used to survey 408 faculty and non-faculty members from 58 Saudi higher education institutions. Two direct and one interaction PLS-SEM models tested the framework and associated hypotheses using AMOS and SPSS. Significant and positive relationships are demonstrated among GHRM, environmental performance, and competitive advantage. Furthermore, ESSL had a significant positive effect on the relationship between GHRM and environmental performance, whereas there was a significant negative relationship between GHRM and competitive advantage. Both theoretical and practical implications, as well as various suggestions for future research, are provided.

This study examines the impact of emotional exhaustion on faculty role conflict as a source of stress that leads to turnover intention, which is considered to be an undesirable organizational behavior. Drawing on conservation of resources and job-demand theories, the study investigates the moderating effect of workplace relational conflict on the relationships between role conflict among faculty members and both emotional exhaustion and turnover intention. Cross-sectional survey data were collected from 321 faculty members employed in 58 Saudi universities and institutions of higher education. Structural equation modeling revealed that emotional exhaustion mediates the significant positive relationship between faculty members’ role conflict and their turnover intention and that these mediating effects are enhanced by the moderating effect of workplace relational conflict on the significant positive relationship between emotional exhaustion and turnover intention. Unexpectedly, the moderating effect of workplace relational conflict on the relationship between role conflict and emotional exhaustion was not supported by the results. The study concludes by highlighting several theoretical and practical implications and providing suggestions for future research.

This study elucidates the transformative influence of data integration on talent management in the context of evolving technological paradigms, with a specific focus on sustainable practices in human resources. Historically anchored in societal norms and organizational culture, talent management has transitioned from traditional methodologies to harnessing diverse data sources, a shift that enhances sustainable HR strategies. By employing a narrative literature review, the research traces the trajectory of HR data sources, emphasizing the juxtaposition of structured and unstructured data. The digital transformation of HR is explored, not only highlighting the evolution of Human Resource Information Systems (HRIS) but also underscoring their role in promoting sustainable workforce management. The integration of advanced technologies such as machine learning and natural language processing is examined, reflecting on their impact on the efficiency and ecological aspects of HR practices. This paper not only underscores the imperative of balancing data-driven strategies with the quintessential human element of HR but also provides concrete examples demonstrating this balance in action for practitioners and scholars in sustainable human resources.

In the dynamic context of the global gig economy and Saudi Arabia’s Vision 2030, this study offers a novel examination of the impact of HR practices on gig workers’ job satisfaction and career sustainability in Saudi Arabia. Setting itself apart from prior research, it explores the uncharted interplay between HR practices and career longevity in the Saudi gig economy. Utilizing data from 344 gig workers, the study uncovers the intermediary role of job satisfaction in connecting HR practices to career sustainability, a dimension scarcely investigated before. It further assesses the often-assumed significant effects of demographic factors such as age and gender, revealing an unexpected, non-significant moderating impact. This research finds a strong positive correlation between effective HR practices, job satisfaction, and career endurance, highlighting the transformative power of HR strategies in the Saudi gig sector. These findings are vital for policymakers and practitioners focusing on Vision 2030 goals, underscoring the need for sophisticated HR strategies tailored to the unique Saudi gig environment. By bridging a critical knowledge gap and offering actionable insights, this study contributes significantly to the academic discourse on HR dynamics in gig economies and provides a foundation for future HR policy developments.

This study examines the interplay between psychological resilience, job satisfaction and research motivation among teachers at Saudi Arabian universities. Particular attention is paid to the relationship between satisfaction and academic performance and well-being. The data is based on a survey of 321 faculty members, and descriptive statistics and correlations are used. The research instruments included a self-developed scale to measure these constructs, and data analysis was conducted using SPSS software. The findings revealed moderate job satisfaction levels, with a significant correlation between resilience and both job satisfaction and research motivation. Resilience was identified as a key predictor of job satisfaction, especially among professors compared to lecturers. Uniquely focused on the Saudi academic context, this study offers insights into culturally specific factors affecting academic faculty, underscoring the importance of enhancing resilience and satisfaction within academic settings. These implications align with Saudi Arabia’s Vision 2030 goals, suggesting targeted strategies to improve faculty well-being and performance.

Purpose: This study aimed to examine the antecedents, correlates, and consequences of burnout among higher education faculty in Saudi Arabia using the theoretical framework of the job demands-resources model.Design/methodology/approach: Using a quantitative research design, a cross-sectional survey was employed to collect data from faculty members across multiple Saudi universities. The constructs were measured using validated scales, and data analysis included exploratory factor analysis, Pearson correlation analysis, factorial ANOVA, and multiple regression.Findings: The study identified moderate levels of burnout, confirming a significant positive relationship with role conflict and a negative relationship with internal locus of control. Burnout significantly contributed to depression, insomnia, and turnover intentions. However, no significant relationship was found between burnout and workplace conflict when controlling for other variables.Research limitations/implications: The study's findings can inform policymakers and academic administrators about measures to alleviate faculty burnout, thus contributing to healthier academic work environments aligned with Saudi Arabia's Vision 2030 goals.Originality/value: This research extends the job demands-resources model within the context of higher education institutions in Saudi Arabia, offering nuanced insights into burnout dynamics among university faculty in this region. Despite the model's robustness, the absence of a significant relationship between burnout and workplace conflict signals the need for a more intricate understanding of burnout's antecedents and consequences.