This study examines the synergistic function of Human Resource Management (HRM) and Accounting in promoting corporate sustainability, particularly regarding green finance initiatives and employee involvement. A quantitative methodology was employed to gather data from 120 participants across diverse industries through a questionnaire. The research examines the interconnections among HRM practices, accounting practices, employee engagement, and green finance initiatives utilizing regression analysis, correlation analysis, and hypothesis testing. The findings demonstrate that HRM practices substantially affect the efficacy of green finance initiatives, with employee engagement mediating this relationship. Moreover, accounting practices are essential in facilitating the financial distribution of resources to green finance, and the interplay between HRM and accounting practices has been shown to improve the efficacy of sustainability initiatives. The results indicate that a cohesive strategy between human resource management and accounting is crucial for promoting corporate sustainability. This study enhances the literature on corporate sustainability by emphasizing the significance of cross-functional collaboration. It provides practical implications for organizations integrating human and financial capital to achieve sustainable outcomes.

The COVID-19 pandemic compelled global confinement, resulting in the swift implementation of remote work policies. Although remote work encourages stable job functions and social distancing, it also poses challenges, including monotonous telecommunications and online interactions, which may lead to fatigue and exhaustion. This study investigates how employees effectively balance their professional and personal responsibilities while telecommuting. The empirical and quantitative analysis examines the impact of remote work versus office work on employees' daily work-life balance by evaluating two independent variables: work engagement and work strain, along with their contributions and effects on employees' work-life balance. The study also reveals that employees' genders, the types of their organizations (private, government, NGO), and their parental responsibilities significantly influence work-life balance and positional conflicts based on these factors. Findings demonstrate that remote work enhances work-life balance, enabling employees to manage their professional and domestic responsibilities with composure. Moreover, work engagement positively affects work-life balance. Simultaneously, job strain adversely affects work-life balance, resulting in a disproportionate work and family life for employees experiencing work-related stress while telecommuting.

This study examines the cost-benefit analysis of sustainable Human Resource Management (HRM) practices and their influence on organizational HRM effectiveness. The study seeks to evaluate the costs and benefits of adopting sustainable HRM practices, including employee development, equitable compensation, and green HRM while assessing their financial feasibility through accounting methodologies such as Human Resource Accounting (HRA) and Cost-Benefit Analysis (CBA). Data was gathered via a structured survey from 100 participants across diverse sectors in Bangladesh. The results indicate that sustainable HRM practices, especially employee development and equitable compensation, enhance HRM effectiveness, leading organizations to observe increases in employee productivity, morale, and retention. The cost-benefit ratio analysis indicates that the advantages of implementing these practices surpass the related costs, affirming their financial viability. The research indicates that accounting methodologies, including HRA and CBA, significantly influence the assessment of the financial implications of HRM practices despite their inconsistent implementation among organizations. This research enhances the existing knowledge on sustainable HRM by presenting a detailed framework for assessing the costs and benefits of these practices, thereby equipping organizations with essential insights to optimize their HR investments.

This research explores the critical relationship between workforce well-being, Human Resource Management (HRM) practices, and financial performance within the context of Environmental, Social, and Governance (ESG) accounting. Through a comprehensive quantitative analysis involving 200 employees, the study reveals a strong positive link between employee well-being and financial outcomes, with HRM practices playing a key mediating role. The findings suggest that organizations that prioritize the health, satisfaction, and engagement of their employees not only foster a more productive workforce but also see tangible improvements in financial performance. This study highlights the essential role of HRM-driven well-being initiatives in aligning corporate strategies with ESG objectives, offering businesses a pathway to achieve both financial success and social sustainability. The insights gained provide valuable contributions to the fields of HRM, well-being, and ESG accounting, offering actionable guidance for organizations striving to enhance performance while upholding social responsibility.

The growing influence of social media has significantly transformed how organizations communicate their Corporate Social Responsibility (CSR) initiatives. As consumers increasingly rely on digital platforms to assess brand values and authenticity, effective CSR communication on social media has become a vital strategy for enhancing brand image and fostering customer engagement. Despite widespread recognition of CSR’s importance, limited empirical evidence exists on how CSR communication through social networks shapes consumer perceptions and engagement behavior, particularly in developing economies such as Bangladesh. Therefore, the objective of this study is to investigate the effects of CSR communication quality (CSRCQ) and CSR message credibility (CSRMCR) on brand image (BI) and customer engagement (CE). In this study, BI and CE operate as dependent variables, while CSRCQ and CSRMCR serve as independent variables. A structured questionnaire was designed based on previous literature and distributed online using a non-probability convenience sampling method. Out of 340 survey links circulated, 168 responses were received, and 158 valid responses were retained for analysis (n = 158). SPSS version 26 was used to conduct correlation and regression analyses at a 5% significance level. The results reveal that both CSR communication quality and message credibility have significant positive effects on brand image and customer engagement. The study concludes by offering theoretical insights and practical implications for organizations aiming to strengthen CSR-driven digital branding strategies. Future research directions are also presented.

In the context of diverse financial, environmental, and social issues worldwide, green market orientation (GMO), along with environmental orientation (EO), governmental support (GS), market competition (MC) and perceived organizational support for the environment (POS-E), could be a justified solution by the SME sector, as this sector holds the majority of business fields in most countries. Therefore, this study focuses on the betterment of the financial, environmental, and social performance of SME. This study also tried to advance the SDG goals 8 and 12 through the outcomes. Although this study considers the SMEs perspective of Bangladesh in the light of the Triple Bottom Line (TBL) and Natural Resource-Based View (NRBV) theories, the scenario is almost the same in other developing countries. This study collected data from 221 SMEs through a questionnaire and used a cross-sectional design, and the data were analyzed by SEM-PLS. Findings of the study showed that EO, GS, and POS-E have a significant influence on business performance, which consists of financial, environmental, and social performance. Additionally, GMOs also showed a significant positive mediating influence between EO and BP, GS and BP, and POS-E and BP. However, this study also found the moderating impact of market competition (MC) to be negligible and weakens all hypotheses. In addition to broadening the perspective of TBL and NRBV and enhancing the existing literature, insights from this study will help the SEMs, policymakers, marketing practitioners, government, and supporting organizations to create an appropriate policy and business environment for overall higher business performance.