Environmental sustainability is a major challenge for the governments of various countries. The industrial sector and the growth of startups have created a challenge for sustainable development, with little concept of innovativeness for environment sustainability. The current research aims to foster environmental sustainability by adopting sustainability innovation and environmental opinion leadership in the hospital industry. The adoption of sustainability innovation along with environmental opinion leadership in the hospital industry is rarely studied in the literature. Particularly, this concept is completely ignored in the context of Pakistan. Quantitative research approach is employed in this study. A survey instrument in form of a questionnaire was used to collect data from respondents. Respondents of the study were the employees working in public hospitals of Pakistan. Simple random sampling was employed for data collection. The data analysis was carried out by using partial least square-structural equation modeling (PLS-SEM). The findings of this study concluded that the role of trialability, innovativeness, compatibility, simplicity, and relative advantage must be considered when adopting sustainable innovation in hospitals. The practical and theoretical implications of this study are significant for the improvement of environmental sustainability in Pakistan.

The purpose of the study was to analyze nurses' perceptions of the benefits of training and development, as well as their commitment to the organization. Training and development and three facets of organizational commitment are studied using a quantitative survey research design. Structured equation modelling using Smart PLS 3 was used to analyze 290 of 313 responses from public sector hospitals. Training and development, according to the findings, have a strong positive relationship with affective, normative, and continuance commitment. Some of these findings have ramifications for management and administrative staff of hospitals. They must first commit their nursing staff to the hospital in order to ensure the best quality services for their patients. Nurses respond with greater affective, normative, and continuance commitment when they believe a training programmed is designed to meet their professional developmental needs.

Employee Job satisfaction is an indication of how happy you are with your job. A person will feel confident and enthused about their work if they adhere to this value of job satisfaction. Teachers play a crucial role in the delivery of knowledge in higher educational institutes, As a result, it is no wonder that the subject of their job satisfaction frequently comes up in conversation. Job-satisfaction theories from Maslow to Lock have all been proposed to try to explain or understand the phenomenon of job satisfaction and motivation. Factors that contribute to employee job satisfaction change over time and cultural aspects are very important very analyzing these theories. In this study, a descriptive research design is used, and conclusions are drawn using a theory-based approach. According to the findings, job satisfaction of academic staff can be improved by implementing theories of satisfaction/motivation in higher educational institutes. Job satisfaction of academic staff leads towards the delivery of quality education resulting in student satisfaction and better university performance. This study has several implications for researchers and policymakers that it makes no difference whether theories are correct or incorrect; rather, it is determined by the environment in which they are used. Theories must be redesigned to incorporate the most recent results in human psychology.

E-governance has become a well-celebrated trend in developed countries for the last three decades. It is considered an effective instrument to ensure good governance practices in any state. According to the digital state survey, the USA ranked highly in e-governance delivery, Europe ranked second, and Asia ranked third in e-governance among all other regional entities. However, this survey ranked countries on social measures such as e-democracy, e-commerce, e-revenue, e-taxation, etc. Information and communication technology (ICT) has brought a revolutionary change in the performance of governments all over the world. Governments are using ICT for multiple purposes, i.e., they use Government to Employee technology (G2E) to make their communication and correspondence efficient with their employees; they use Government to Government technology (G2G) to make their record-keeping procedures smooth and efficient; and they use Government to Business (G2B) and Business to Government (B2G) technology to create ease in doing business and attract local and foreign investors for economic development. Governments use government-to-citizen technology (G2C) to make service delivery more efficient, responsive, and end-user-friendly. However, for a long time, governments remained reactive to e-governance strategies, but this trend has changed. Now, they are proactive in adopting the e-governance model to ensure better social indicators and a corruption-free society. This study used the descriptive approach to describe the various initiatives undertaken by the current government to enhance the service delivery of the public sector. Therefore, this study has several implications for policymakers wishing to analyze the output of technological initiatives undertaken for good governance.

The modern organizational structure expects that the human resource department should train the employees effectively to sustain the environment. This study aims to understand the role of green human resource management (GHRM) in the efficiency of organizations’ employees in small and medium enterprises (SMEs) of Pakistan. The questionnaire was developed on a five-point Likert scale to collect primary data from the target respondents, and the target respondents of this study were the employees of SMEs in Pakistan. The results of the study indicate that GHRM is an important tool to motivate and train employees, which ultimately increases the efficiency of employees. This study demonstrates that the SMEs in Pakistan need to consider the critical role of GHRM as it is emerging and provides reliable resources as per the organization’s requirements for better performance. This study provides recommendation for future studies to consider and contribute to the literature and to the practices of SMEs in Pakistan for the efficiency of their employees.