This study primarily aimed to investigate the impact of green transformational leadership on employees’ environmental performance and green work engagement in the hotel business. In addition to this, it sought to empirically examine the potential mediating effect of green work engagement in the association amid green transformational leadership and employees’ environmental performance in three- and four-star hotels in Egypt. For this purpose, a questionnaire was designed and sent to the chosen workforce to ascertain their thoughts on the study’s components (GTL, green work engagement, and hotel employees’ environmental performance) using their connections with HR managers and hotel staff at popular Egyptian tourist sites. The questionnaire was organized to take account of four main aspects: (1) the demographic attributes of the investigated participants, (2) green transformational leadership matters, (3) green work engagement, and (4) employees’ environmental performance matters. Structural equation modeling (SEM) was employed with a bootstrapping technique to examine the study’s hypotheses. The findings of the study revealed that green transformational leadership has a significant positive effect on green work engagement and environmental performance among hotel employees. Furthermore, the link between green transformational leadership and the hotel employees’ environmental performance was found to be significantly positively and partially affected by green work engagement.

The study aimed to examine how customer incivility (CI) spills over into workplace deviance (WD) and turnover intentions (TI) among Egyptian hotel kitchen staff through the mediating mechanism of emotional exhaustion (EE), while also assessing the moderating role of moral disengagement (MD). Specifically, the study sought to (1) investigate the impact of CI on EE; (2) examine whether EE mediates the relationships between CI and both WD and TI; and (3) test whether MD strengthens the effects of EE on WD and TI. The study’s theoretical foundations were anchored in the conservation of resources (COR) theory and social cognitive theory (SCT). We developed a moderated mediation model and tested it using the partial least squares structural equation modeling (PLS-SEM) technique based on data collected from 300 kitchen staff at four- and five-star hotels in Hurghada, Egypt. Findings demonstrated that CI had a positive effect on EE, and that further EE affects WD and TI. EE partially mediates the relationships between CI and these two model outcomes (WD and TI). Furthermore, MD moderates the relationships between EE and both WD and TI, such that these positive effects are amplified among employees with higher levels of MD. Multi-group analysis further indicates that the moderating effect of MD on the EE–deviance relationship is stronger for long-tenure employees. These findings extend COR theory to back-of-house hospitality populations and integrate SCT’s moral detachment framework to explain heterogeneous employee responses to emotional depletion. Theoretical contributions, practical implications for hotel management, and directions for future research are discussed.

Since launching the Saudi Vision 2030, it has witnessed a reflective sustainability action (SA) transformation. However, robust theoretical models investigating the multifaceted catalysts and consequences of SA in this less-developed country are still lacking in investigation. This lag prompted us to advance and validate a composite framework integrating multiple theories (e.g., institutional theory, the resource-based view (RBV), stakeholder theory, dynamic capabilities theory, and contingency theory) elucidating how policy direction (PD), market incentives (MIs), and knowledge collaboration (KC) stimulate SA adoption encompassing its environmental practices (EPs), social practices (SPs), and circular economy practices (CEPs). The investigation also probes how SA thereafter drives sustainable performance outcomes. A machine-learning approach using the PLS-SEM facility was applied based on 400 questionnaires targeted at managerial positions working in the tourism and hospitality segment based in Saudi Arabia. The findings reveal that all the proposed relationships were supported, providing strong empirical support for the proposed sustainability framework in the Saudi tourism and hospitality context. Institutional pressure and the governance/regulatory environment also showed a significant impact on environmental practices, sustainable performance, and circular economy practices, whereas cost efficiency, competitive advantage, customer demand for sustainability, and knowledge collaboration also demonstrated a positive impact on sustainability actions and outcomes. Furthermore, robust analysis shows that larger firms respond more strongly to MI in terms of cost efficiency, competitive advantage, and customer demand, while CEP produces a modest improvement in hotels compared with restaurants. Our model develops a theoretical synthesis beyond fragmented views. It also provides tangible guidance for industry leaders and regulators in driving strategic alignment with the SDGs and in developing a resilient, situational model that promotes regenerative tourism in high-growth, vulnerable destinations.

This study addresses a critical gap in sustainable human resource management research by examining the psychological mechanisms through which Green Human Resource Management (GHRM) influences Sustainable Employee Performance in hospitality organizations. Data were collected through a two-wave time-lagged design from 392 hotel employees in Egypt’s hospitality sector. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test direct effects, parallel mediation, and sequential mediation pathways. The results reveal that GHRM significantly shapes both Moral Self and Moral Integrity, which in turn drive Sustainable Employee Performance. The sequential mediation pathway through which GHRM influences Moral Self, subsequently cultivating Moral Integrity and ultimately enhancing performance, was strongly supported, with approximately 81% of GHRM’s total effect operating through these moral identity mechanisms. Sustainable performance was found to be explained by over 61% of variance in the model, illustrating substantial predictive validity, thus confirming that moral identity is the central psychological conduit for the direct effect of the organizational sustainability system on employee behavior.

The study looks at the way electronic word-of-mouth (eWOM) contributes to customer loyalty (CL) in the informal street food industry, with a focus on the mediating function of perceived authenticity (PA) and the moderating role of management response strategy (MRS). Drawing on an integrated theoretical framework that combines the elaboration likelihood model, signaling theory, the stimulus-organism-response framework, and the information adoption model, the research examines survey data collected from 437 street food consumers in Cairo and Giza using partial least squares structural equation modelling. The results show that eWOM has significant positive effects on both PA and CL, alongside PA acting as an important partial mediator. MRS has a significant moderating effect on both the eWOM authenticity and the authenticity-loyalty relationships, since the influence of digital word of mouth is increased when sellers respond promptly, in a personal way, and in a manner that resonates with cultural values. The findings highlight that for informal food businesses, sustainability is not just an economic necessity but also a culturally rooted process, in which strategic digital engagement and the preservation of culinary heritage together strengthen long-term customer relationships. The study offers practical advice for decision makers, suppliers, and platform developers who wish to encourage the development of sustainable business models in the rapidly digitising informal economies of emerging markets.