Given the crucial role of entrepreneurial optimism (EO) in prompting university students’ green entrepreneurial intentions (GEI), scholars are still striving to explore the causal mechanism that can facilitate the underlying relationship. Based on the social cognitive theory, we hypothesize that individual’s psychological resources, entrepreneurial resilience (ER) and entrepreneurial self-efficacy (ESE), mediate the association between EO and GEI. In addition, this study seeks to investigate the impact of sustainability orientation (SO) in the relationship between EO and GEI. Data for this study have been collected from Chinese university students in their final years. The authors used variance-based Structural Equation Modeling (SEM) to test the proposed hypotheses. The findings indicate that EO significantly influences GEI. Further, ER and ESE significantly mediate the link between EO and GEI. Moreover, this study finds that SO significantly moderates the relationship between EO and GEI such that the association is stronger at high levels of SO and vice versa. To the best of the authors’ knowledge, no prior studies have tested these relationships. The findings suggest that the proposed model can be utilized by practitioners and policy makers to facilitate the execution of green entrepreneurship among university students.

Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food - outlet of Pakistan retail food service. Employee's turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics explains within-store variance. The hypothesis statement of the study projected that turnover intention has significantly affected due to individual level and firm level constructs setting in this situation. Outlet variance is described in adding to compensation, transformational leadership among employees in perspective of age and tenure similarity in the firm employees. Further research, limitation are managerial implication and theoretical framework can be discussed in detail.

Supply chain management (SCM) has become increasingly popular in recent years, during difficult businesse operations various stakeholders, including management, clients, competitors, NGOs, and employees face environmental issues seriously. Aims of study to integrate environmental considerations into all stages of the supply chain process. Effective management of a complex network of suppliers is crucial to reducing a company's environmental impact, as GSCM seeks to integrate environmental management (EM) and SCM. GSCM practices may be adopted for internal reasons, such as strategy processes, or external reasons, such as stakeholder pressure. This fundamental principle of GSCM is that environmental considerations should be integrated throughout the SCM process, from initial design through material selection, production, distribution, and disposal. This research aims to examine the association between GSCM (GSCM) practices and organizational performance. The study employed a mixed-methods approach, utilizing both primary and secondary data. The findings suggest that GSCM practices have a negative correlation with organizational performance. The study also found a statistically significant link between GSCM practices and business success, as well as organizational performance. However, the impact of GSCM practices on organizational performance may not be as substantial as previously believed, as it did not have a significant effect on other aspects of organizational performance.

Team work in competitive environment has attained greater Importance for organizations to enhance their performance. This paper is described the team conflict management with its antecedence like trust, task interdependence and managerial coping skill, whereas dependent variables i.e. team conflict management styles, employees satisfaction and organizational performance has been chosen as outcomes. To evaluate the deduction of other studies have been made part of this paper. This paper is conceptual in nature henceforth, relations between independently and dependent variables have been described. Studies proved that there is a strong relation between team conflict management with employee’s satisfaction and organizational Performance. It is recommended that to Executives, Managers Trust and Task interdependence between the team members have positive impact on TCMS (Team conflict management styles). Present paper provides the solution to handle the conflicts within the team and with the team. Future research is directed for its empirical testing of TCMS model” should be replaced with sound implication.