The study aims to investigate the impact of New Human Resource Management Practices (NHRM) on innovation performance mediating by organizational innovation and innovative work behavior in the educational sector during the COVID-19 pandemic. However, experiential proof to determine this relationship is inadequate. Consequently, quantitative statistical tools were implemented in the study. Using data gathered from 450 employees in the Ministry of Education in Amman-Jordan who participated in the online survey the present results indicate that there is a significant positive relationship linking NHRM practices and innovation performance. Additionally, a mediating role of organizational innovation and innovative work behavior was found. Moreover, the results identified that the relation increases more by organizational innovation mediator. Therefore, based on the results, boosting NHRM practices in the Ministry of Education will reinforce managerial implementation, fostering innovative performance. During the COVID 19 pandemic, the cruel challenges obliged the educational sector to use organizational strategies to achieve innovation within the crucial and unpredictable period, which needs practical, swifter technological practices, making it unbeatable, creative, and motivational competitive. Therefore, applying NHRM can present solutions, resolve problems, and enhance innovation among employees during the response time of a crisis. Form, execution and improved environmental sustainability within organizations that rely on permanent innovation are associated with HR practices.

The COVID-19 crisis has had deep adverse effects on a global level, affecting many economies and worsening their conditions which may have led to severe recession or even depression. The numbers of positive cases have risen sharply over the last few months, and the fatalities have also reached their peak. This study aims to examine the impact of the global financial crisis, and the COVID-19 pandemic on the macroeconomic variables of the US economy. It also provides an understanding in a descriptive format, to analyze and compare the global financial crisis and COVID-19 pandemic, in a tabulated and graphical format. For analysis purposes, the tables and average method have been used. For the graphical formats, charts have been used for the later year of 2008, and the beginning of the 2009 global financial crisis. The first six months of the spread of the COVID-19 pandemic have also been taken into consideration. The results have confirmed that the current COVID-19 pandemic shows more severity in terms of economic activity, than the global financial crisis had experienced. Moreover, the impact of the crisis on the recession probabilities in the current pandemic is lower than that at the time of the global financial crisis.

A significant portion of small and medium-sized enterprises (SMEs) are usually allocated to the construction sector, which plays a vital role in many economies. SMEs currently face serious concerns regarding the pursuit of sustainability. Limited financial resources (FRs) frequently prevent SMEs from implementing sustainable practices. Therefore, these enterprises should mitigate expenses to invest in environmentally friendly initiatives. Enhancing resources and developing ways to accelerate Turkish SMEs’ shift toward sustainability is vital. Moreover, adopting artificial intelligence (AI) and green innovation strategies (GISs) can boost sustainable competitive advantage (SCA) and lead them to success. This study utilized the natural resource-based view theory (NRBV), developed to compensate for the RBV’s shortcomings by incorporating the natural environment into the RBV’s framework. This study uses structural equation modeling (SEM) to examine the causal effect between the study variables based on the responses received from 228 executives within SMEs in Turkey’s construction sector. The findings of this study reveal that FRs significantly impact the SCA among SMEs, while GIS serves as a mediator in the relationship. Additionally, the moderating impact of AI adoption promotes sustainability development in this industry. This study is significant because it contributes to the body of knowledge regarding the relationship between the study’s constructs that align with Sustainable Development Goal 9 (Industry, Innovation, and Infrastructure), presented by the United Nations in 2015. This goal promotes robust infrastructure, encourages sustainable and inclusive industrialization, and stimulates innovation in the SME construction industry. Although these variables have been studied individually in previous studies, this study integrates them into a thorough framework that emphasizes the function of GIS as a mediator in the relationship between FRs and SCA, and the interaction effect of AI adoption. This study offers useful information to managers, stakeholders, politicians, and SME leaders, enabling them to make well-informed decisions about sustainable practices.

The significant need to achieve business sustainability calls for a new business perspective grounded on leaders’ abilities and the effective execution of green human resource management (GHRM). This study aims to emphasize the role of ethical leadership and GHRM in moving organizations toward sustainability. GHRM supports companies to match their corporate strategies to the environment mainly in the presence of ethical leaders who can walk the talk and the provision of adequate practices and training by HRM to foster a working environment, where employees can exhibit creativity, passion, and positive behaviors towards sustainability. Specifically, this research studies the impact of ethical leaders via GHRM and harmonious environmental passion on employees’ green behaviors using a quantitative method in which a dyadic approach (supervisor–employee) was employed to collect data from two sources through a structured questionnaire from non-profit organizations in Lebanon. The research hypotheses were tested using Partial Least-Squares–Structural Equation Modeling (PLS-SEM). The results showed a significant impact of ethical leadership on employees’ green behaviors. In addition, GHRM and harmonious environmental passion mediated the relationship between ethical leadership and employees’ green behaviors. Besides, it was noticed that green creativity strengthened the association between ethical leadership and GHRM, while a psychological green climate strengthened the association between GHRM and employees’ green behaviors. The study has practical implications for leaders and policymakers who are apprehensive about business sustainability.

The education sector has been severely affected by the global pandemic of COVID-19, and the need for improvement in its aftermath became a challenge for scholars and practitioners alike. The current research focuses on the role of Green Human Resource Management (GHRM) initiatives as an independent variable that is innovation-centric, and improved innovation performance of education sector employees as the dependent variable. GHRM in the current context is described as focusing on environmental aspects within the processes and functions of work in a comprehensive manner that incorporates both resource/waste management and areas of development, as well as green behavior among members. Moreover, the mediating effect of green innovation on the aforementioned relationship and enhancing the role of environmental leadership are examined through a quantitative approach using purposive and convenience sampling techniques. Data from several universities across Northern Cyprus have been gathered with regard to the design, aims, and context of this study. With a total of 187 teachers and administrators from three different universities and using PLS-SEM for analysis, the results show that human resource departments in universities can play a major role in determining the extent of innovation performance within the organization. Green innovation as a mediator can improve the workplace environment, which can be significantly enhanced through an adequate leadership that supports such initiatives (i.e., environmental leadership). The current results can be beneficial for scholars (organizational psychology, innovation, and sustainable HRM), as well as decision-makers in the universities in Northern Cyprus as a small island.

Organizations are encouraged to integrate sustainability into their HRM practices to enhance their attractiveness as employers to prospective employees and to motivate employees to excel, which allows them to recognize the contribution they make to society and the lasting impact they create. Establishing a trusting relationship between employees and leaders emerges as a crucial factor when organizations opt to implement sustainable HRM practices across diverse contexts. Thus, this study examines the role of trust in leaders on the relationship between sustainable HRM practices and employee job performance. Consequently, we employed a quantitative approach in which a simple random sampling technique was used to collect data from 156 academic staffs of three private universities across Kyrenia in Northern Cyprus. The research hypotheses were examined through the application of Smart PLS 3.0. Our results indicated a significant impact of sustainable HRM practices on employees’ job performance, emphasizing the importance of judiciously selecting these practices while fostering a trusting relationship between leaders and employees. These findings offer organizations the opportunity to not only enhance their comprehension and awareness of strategic resource allocation but also to tailor their policies in congruence with the company’s objectives and strategies, thereby ensuring the efficient utilization of resources to enhance employee satisfaction and well-being, ultimately leading to an improvement in job performance.