In the current era of a dynamic environment, organizations need to continuously innovate and transform to remain competitive. Digital transformation is an essential driver across organizations, including small and medium-sized enterprises (SMEs), reshaping organizational agility. This research examines the interconnection among knowledge sharing, digital transformation, open innovation, organizational agility, and transformational leadership. A quantitative research design was employed, using an online survey with data collected from 543 participants selected through a stratified random sampling from SMEs in China. Data were analyzed by utilizing partial least squares structural equation modeling. The results include a significant impact of knowledge sharing on digital transformation, digital transformation on open innovation, and open innovation on organizational agility. Additionally, digital transformation and open innovation were found to significantly mediate the relationship between knowledge sharing and open innovation and organizational agility. Moreover, transformational leadership significantly moderated the impact of digital transformation on open innovation. The model explained 67.7% of the variation in organizational agility. The research provides a holistic model for SMEs aiming to leverage information sharing, technological integration, and leadership practice to improve flexible and innovative systems, contributing to theoretical understanding and practical solutions to sustainable resilience.

This study examines the challenges organizations face in achieving carbon neutrality by analyzing employee awareness, organizational practices, and the role of information technology (IT). It aims to (1) assess employee engagement in sustainability initiatives, (2) evaluate the effectiveness of organizational policies in promoting carbon neutrality, and (3) explore the potential of IT solutions in reducing emissions. A mixed-method approach was used, combining questionnaires and interviews to capture quantitative and qualitative insights. Employees from various industries were surveyed to assess their awareness, while interviews provided deeper insights into organizational strategies and IT adoption. Statistical and thematic analyses identified key gaps and opportunities. The study reveals that limited employee awareness hinders sustainability efforts, emphasizing the need for targeted engagement programs. Organizational effectiveness in achieving carbon neutrality varies, with standardized policies and dedicated sustainability teams playing a crucial role. IT adoption levels differ, but data analytics and emerging digital technologies demonstrate strong potential for optimizing carbon reduction strategies. This research integrates organizational, technological, and behavioral perspectives, highlighting the importance of employee engagement and IT solutions in sustainability efforts. It provides actionable insights for organizations seeking to implement effective carbon neutrality strategies.

The purpose of this study is to examine the impact of Green Human Resource Management (GHRM) on work performance. A quantitative approach was employed to collect numerical data, which underwent statistical analysis. This approach involved the distribution of online questionnaires for convenient feedback collection from respondents. The study tested a set of hypotheses derived from a theoretical model of employee performance using the Statistical Package for the Social Sciences (SPSS). The focus was on understanding the phenomenon of GHRM among employees through quantitative techniques. Empirical results revealed a significant positive correlation between employee job performance and the five dimensions of green human resource management practices. These dimensions include green recruitment and selection, green performance management, green compensation and incentive systems, green training, and green participation. Notably, employee performance exhibited the strongest correlation with green participation, indicating that successful strategies aligning employee involvements with environmental sustainability goals enhance overall work performance. The findings demonstrate that the adoption of green HRM practices can positively impact workers' productivity. The study emphasizes the importance of prioritizing green HRM practices in businesses. The results suggest that integrating these practices can enhance employee engagement, job satisfaction, and motivation, ultimately contributing to improved overall performance. The article outlines the core components of GHRM and elucidates how each component can positively influence productivity in the workplace. Organizations are encouraged to consider and implement these practices to realize the associated benefits.

The study implied bibliometric methods to investigate the research conducted on women's empowerment in Malaysia from 1995 to 2023. Its main objective is to explore key trends and evidence in the field of women's empowerment in Malaysia. This incorporates publication trends, identifying the most influential authors, evaluating the influential institutions, determining highly cited documents, and uncovering the most common keywords implied in the study in the field of women empowerment. Eventually, this study anticipated to provide a comprehensive idea of research encompassing women's empowerment in Malaysia within a specified period. This knowledge will be useful to foster policies and initiatives pertaining to gender equality advancement and women empowerment in Malaysia.

This study investigates the determinants of ecological sustainability across G7 nations by analyzing the factors influencing the load capacity factor (LCF)—a comprehensive measure comparing biocapacity and ecological footprint. The uses the STIRPAT model as a basis of analysis, and the main results are found using a novel Cross-Sectionally Augmented Autoregressive Distributed Lag (CS-ARDL) model; the study explores both short-run and long-run dynamics between LCF and key macroeconomic indicators—economic growth (ECG), population (POP), structural change (STC), service sector development (SERV), green innovation (GI), and research and development expenditure (R&D). The empirical analysis reveals that population growth and structural change have positive but mixed effects; the service sector contributes positively in the short term but negatively in the long run. Green innovation significantly reduces environmental pressure over time, confirming its role as a key driver of sustainability. R&D, although insignificant in the baseline model, shows significant long-run effects in robustness checks. The error correction term is negative and highly significant, indicating rapid adjustment toward long-run equilibrium. Robustness checks using AMG, MG, and CCEMG estimators confirm the validity and consistency of most results. Findings highlight the complex interplay between economic and environmental variables, underscoring the need for green innovation, sustainable service sector models, and targeted R&D investment. However, the study underscores that merely increasing R&D funding is insufficient to address environmental challenges. Instead, fostering the service sector and promoting green innovation are essential for achieving long-run economic growth with sustainability in the G7 and other developed nations alike. AbstractSection Graphical abstract