Purpose – This paper seeks an answer to the question about which of a firm's resources contributes most to product innovation performance (PIP). The paper aims to adopt the resource-based view (RBV) and consider both tangible and intangible assets. Design/methodology/approach – A mail administrated survey was distributed to a randomly selected list of 700 small and medium enterprises (SMEs) in Malaysia. The response rate was 20.1 percent and the usable response rate was 15.4 percent which is favorable for this type of research. As comparable to other SME studies and particularly in Malaysia, this relatively low-response rate is not surprising for mail administrated questionnaire. Findings – The findings indicate that, in the Malaysian context, intangible resources are the main drivers of PIP. This is keeping with the expectations of the RBV. Research limitations/implications – Establishing a cooperative relationship with the Small and Medium Size Industries Development Corporation of Malaysia plays a significant role in helping us to garner a larger than expected response rate among the SMEs. Alliances such as this may help researchers improve survey response rates among smaller manufacturers. Originality/value – This paper is unique in that it is the first paper to address the relationship between firm resources and PIP among Malaysian companies. While the paper is primarily descriptive in nature, it does provide some evidence that can be used in the development and testing of hypotheses concerning the relationship between PIP and firm's resources.

Enterprises of small and medium size have a major role in innovation and play a key role in the economic development of developing countries. Therefore, their sustainability and their sustainable practices need to be catered. In this paper, it is argued that transformational leadership has a significant role on sustainable human resource practices. Transformational leadership and sustainable human resource practices have a significant role in promoting innovation which helps enterprises in gaining performance. Therefore, the study identified the sequential mediating roles of sustainable human resource practices and sustainable innovation between transformational leadership and the performance of small and medium enterprises, by utilizing the theoretical support of resource-based view and ability motivation opportunity. For the said purpose, the data was collected from the owners and managers of 100 small and medium-sized manufacturing enterprises operating in Sialkot, Pakistan. The data was collected through adopted questionnaires and structural equation modeling was used to identify the relationships and mediating roles. The findings of the study revealed that transformational leadership has a significant impact on sustainable human resource practices, sustainable human resource practices have a significant impact on sustainable innovation, and sustainable innovation has a significant impact on the performance of small and medium enterprises. The analysis also proved the mediating impact of sustainable human resource practices between transformational leadership and sustainable innovation, and the mediating role of sustainable innovation between sustainable human resource practices and performance of small and medium enterprises. The study suggests the future researchers to involve external stakeholders for getting their opinion about the variables and suggested replicating the same model in other countries to validate the framework.

Purpose: The rising amount of research being done in the realm of environmental protection has resulted in the establishment of a new research paradigm in the field of human resource administration (HRA) called green human resource management" (GHRM). The current study was conducted to highlight the work been done in the field of GHRM and provide a pictorial view to the readers to understand the effectiveness of GHRM in various organizations. Theoretical framework: This paper provides an explanation of the development of literature and makes it possible to comprehend the topics that have been investigated in previous works of literature regarding GHRM. Design/methodology/approach: The Scopus core-collection and VOS-viewer were utilized in the writing of this paper. For the purpose of the study, each and every GHRM related document that will already exist within the database between 2008 till 2022 will be analyzed. The display of the data via graphical visualization incorporates both bibliographic coupling and co-citation features into the presentation. Findings: It was discovered that 418 documents on the GHRM scholarship were evaluated in this bibliometric investigation. The purpose of this study was to examine the volume, rising tendency, worldwide distribution, major journals, pioneer authors, dominant countries, and dominant industries in the field of global human resource management. With the use of logical operators, six different word combinations were combined to create the final product, “TITLE-ABS-KEY ("green human resource management" OR "green hr" OR "green human resource" OR " green human resource practices" OR "GHRM" OR "GHRMP")”, thus, the range grows wider. In the review, it was found that the GHRM is still a new idea. This review is meant to help modern researchers by giving them an overview of the current state of things. Research, Practical & Social implications: A more thorough and objective knowledge structure evolution framework for the period 2008 to 2022 is provided by this research, which is useful to the evolution of the Human Resource Management field. Originality/value: We have added a global perspective to our understanding of the concept's evolution across time by weaving together bibliographic information and network diagrams in this paper.

This study examines the impact of AI-enhanced transformational leadership on IT professional burnout among Chinese IT professionals while investigating the mediating role of AI learning self-efficacy and the moderating effects of AI-enabled work practices and organizational AI-communication adequacy. Drawing on the technology-organization-environment (TOE) Framework, our research integrates traditional transformational leadership with emerging AI applications, offering a comprehensive model for understanding how digital leadership influences employee well-being in high-pressure IT environments. Data collected from 511 IT professionals across major Chinese technology hubs were analyzed using SMART-PLS. Findings reveal that AI-enhanced transformational leadership significantly reduces burnout by enhancing employees' AI learning self-efficacy. Moreover, robust AI-enabled work practices further strengthen this positive effect, although the moderating role of organizational AI-communication adequacy remains inconclusive. These results extend established leadership theories into the digital era, providing actionable insights for organizations seeking to cultivate a resilient, innovative, and healthy workforce. Implications for theory and practice are discussed, with recommendations for future research to explore these dynamics in diverse cultural and industrial contexts.

The agro-industrial sector is one of the largest socio-technical systems upon which the prospects of transition to sustainable development critically depend. To meet the food needs of a growing population, it requires profound transformation, new knowledge, advanced technologies, and highly qualified specialists. The agro-industry is moving from traditional schemes to fourth and fifth generation smart models that have innovative potential to ensure food security, heal natural systems, and stimulate economic growth. This potential will be able to be realized only if provided with an appropriate human resource base. The article uses the example of young agri-preneurs in Malaysia to assess the key components of human capital that determine the performance of modern agro-industry, as well as the potential contribution of the government interventions in strengthening their effects. Three factors are considered - innovativeness, willingness to take reasonable risks, and proactivity. It is found that the presence of targeted governmental support, significantly enhances the influence of the first two on business performance. As for proactivity, its presence does not produce an operational tangible impact on performance, regardless of the context, including the presence of external support. The outcomes from proactivity manifest rather in the distant perspective. The latter circumstance is due to the high uncertainty and turbulence that accompany the activities of the studied sector, caused by uncontrollable, hardly predictable natural and social processes and their consequences. An in-depth understanding of the interrelationship of the factors under consideration can contribute to the development of more effective policies and support systems to foster sustainable growth in the agribusiness sector.