The study investigates the Impact of Workload and Technologies on the Performance of Call Centre Employees." Single-way ANOVA is used for analysis. In this study, we use questionnaires to gather data on the variables Gender, Age Group (In Years), Education, Experience (In Yrs.), Daily Practice, Relational Uncertainty, Relational Distance, Opportunism, and Inter-partner incompatibility. The outcomes of the study confirm that the study observe that the significant and positive effect of workload and technologies on the performance of Call Centre Employees. It implies that when departments use the results of rational uncertainty, there are considerable differences between them. The result shows that there is positive relationship between number of hours use mobile and online libraries. However, the finding exhibit that a positive and significant associations exist between no. of hour mobile use and mobile distract. Moreover, the regression result confirms that Rational Distance, Number of hours, Age, inter partner relationship and opportunism have significant effect on job satisfaction. Furth more, the coefficient value of Age has significant effect on Inter-partner incompatibility. While the Relational Distance has insignificant effect opportunity to get a better job in this company.

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.