Due to the business complexity and competitive environment, hotels are paying great attention to improve their sustainability performance through greening their workforce. Thus, this study examines the role of Green HRM practices in attaining sustainable environmental performance in Malaysian hotels while considering the crucial role of employees' pro-environmental attitudes, green behaviors, and green work climate perceptions. Data were collected from the employees who were directly engaged in implementing green practices in selected hotels. A survey questionnaire was used for data collection, and about 350 responses were received and applied for analysis through PLS-SEM. Findings revealed that Green HRM practices (green training and involvement, green performance management and compensation) positively and significantly influence employees' pro-environmental attitudes, further promoting green behaviors. It was also found that employees' green behaviors are the key contributors to spurring sustainable hotel performance. Therefore, this study might support decision-makers in understanding the role of Green HR practices in greening the workforce in the hospitality industry context.

The research examines the role of spiritual leadership and laissez-faire leadership towards interpersonal & structural deviation by arbitrating the part of ostracism and controlling the protagonist of cynicism and lone-wolf tendencies. The target population was the Punjab Civil Secretariat of Pakistan employees, and the selected sample was 450. Furthermore, collected data was quantified through SEM Model and analyzed on SmartPLS software. The study's findings provide empirical evidence that spiritual and laissez-faire leadership significantly and positively influence ostracism and directly influence interpersonal and organizational deviance. Moreover, ostracism is also positively associated with deviance. It also uncovers that cynicism strengthens the relationship between ostracism and deviance. Based on these empirical findings, a landmark for the practitioners is provided while dealing with deviant behavior in organizations. Likewise, Future researchers will also have guidelines to base their research on because the study gives some insight into the research to be done concerning these constructs. The study at hand meets the gap of the ostracism relation mediation of the linkage between spiritual leadership & laissez fair leadership and interpersonal & organizational deviance.