Purpose: The purpose of this study is to explore the potential impact of Industry 5.0 on businesses and management by integrating advanced technologies to develop smart cities (Society 5.0) and digital value chains, leading to Innovation 5.0 and triple bottom line sustainability. We propose an Organization Value Chain 5.0 model to describe the ecosystem interactions that leverage organizational innovative behavior through knowledge management.Design/methodology/approach: Using a systematic literature review methodology, we conducted a comprehensive analysis of 968 Industry 5.0 articles, 297 Innovation 5.0 articles and 510 Society 5.0 articles from the WOS and Scopus databases. This analysis supports the development of our conceptual model.Findings: This allowed us to propose the conceptual model for the new notion of Organization Value Chain 5.0 and its ecosystem components.Originality/value: This study provides a detailed analysis of Industry 5.0, its technological elements and its relevance to creating Society 5.0, smart cities and digitalized value chains. It highlights the importance of stakeholder engagement and integration for effective digital industrial transformation.

Purpose: Data analysis in human resource contributed significantly to connect data with organizational and individual performance, by providing the organization with better understanding for effectively managing employees so that business goals can be reached quickly and efficiently. Thus, the key aspect of human resource analytics is to conclusively show the impact the human resource department has on the employee and on the organization as a whole. Hence, the aim of this study is to explore the relationship between “human resource analytics” as an independent variable, “employee performance & behavior”, and “organizational performance” as dependent variables, for a comparative study between profit and non-profit organizations. Methodology: This research paper is a conceptual paper aiming to explore the impact of human resource analytics on the components of employee performance and behavior and organizational performance of the profit and non-profit organizations. Findings: The results showed that there is a positive relationship between human re-source analytics and employee performance and behavior in the profit organizations, compared to a no relation between human resource analytics and employee performance and behavior in the non-profit organizations. There is a positive relationship between human resource analytics and organizational performance in the profit organizations, compared to a weak relationship between human resource analytics and organizational performance in the non-profit organizations. Practical implications: This study has confirmed that human re-source analytics are applicable in the profit Lebanese organizations, and less applicable in the non-profit Lebanese organizations.

Purpose: As globalization keeps evolving, firms have adopted new shapes and cultures. Introducing fun at the Workplace was one way to enhance employees’ effectiveness leading to better organizational outcomes. This study aimed to identify fun's effects on employees’ overall job satisfaction level at the Workplace. Methodology: The research addresses several questions, which targeted causes of job dissatisfaction, benefits provided in the Workplace, how managers should develop a satisfying working environment eliminating all the odds, and the downsides of providing an unpleasant working environment. A survey questionnaire was designed to address several questions. Around 76 respondents from different generations, various organizations and designations attempted the survey online. Findings: The survey suggested that providing a friendly environment and offering rewards and recognition was majorly considered an element of fun by employees compared to other fun activities at work. According to the findings, there is a straight correlation between fun and job satisfaction. Practical implications: This research suggests executing and adjusting workplace fun activities to meet company objectives and employee preferences in a healthy and inclusive environment increases job retention as well as satisfaction. Originality value: This research offers a thorough examination of the effect of satisfactory environment provided to the employees and explores their viewpoints on job enjoyment, emphasizing the pros and cons.

Purpose: This research study aims to examine the relationship between perceived overqualification and turnover intention among employees with a focus on understanding the mediating role of employee wellbeing. Perceived overqualification, where employees feel that their qualifications exceed the requirements of their job, has been identified as a potential contributor to turnover intention. However, the role of employee wellbeing in this relationship remains relatively unexplored particularly in a context characterized by large supply of graduates outnumbering the demand for them. Design/Methodology/Approach: Through a quantitative research design, data is collected from clerical employees in nationalized banks in the southernmost State of India. The proposed model was tested among these where the jobs are characterized by opulent extrinsic attributes. The data analysis has been done using factor analysis, reliability and validity analysis and analysing model fit indices through structural equation modelling. Findings: The results showed that the positive association between perceived overqualification and turnover intention is mediated by employee wellbeing. The job characteristics of the nationalized job were found to ameliorate the negative perceptions associated with perceived overqualification. Originality/Value: This study brings out the significance of employee wellbeing over perceived overqualification in affecting turnover intention. Hence it is an indicator to the employers to focus on factors that can enhance employee wellbeing while framing human resource policies and thereby reducing turnover intention among them. The findings of this research can enrich human resource management strategies and interventions aimed at improving employee retention and organizational performance.