Responding to environmental challenges is a new manifestation of innovation for organizations, which enables firms to gain competitive advantages by conducting innovative activities for not only themselves, but also for the whole society. In this context, much attention has been paid to “green creativity.” However, few studies have explored the impact of green creativity from the perspective of interactions between individuals and organizational contexts. Therefore, we aimed to explain the variance in employees’ green creativity by examining three factors outside the organizational context: transformational leadership, green human resource management (GHRM), and individual factors including employees’ green passion. Drawing from the ability–motivation–opportunity theory, we found that transformational leaders can inspire employees’ green passion through influencing GHRM, and ultimately positively affect employees’ green creativity. Data collected from two sources (employees and human resources managers) in medical firms in northeast China at two time points demonstrated the important effects of transformational leadership, GHRM, and employees’ green passion on green creativity, thus offering new theoretical insights and practical suggestions.

In this study, we examine the impact of inclusive leadership—being open, available, and accessible—on team creativity. Based on componential theory of creativity, we propose a moderated mediation model in which (a) inclusive leadership promotes team creativity, (b) team empowerment mediates the positive relationship between inclusive leadership and team creativity, and (c) HRM system strength enhances the effect of team empowerment. Our hypotheses are supported by analysis of multiple-source data from 91 team leaders and 308 individual members in China. We discuss implications for leadership and talent management.

Does consumers’ consumption of green products represent a method of satisfying their need for uniqueness? Does it enhance their self-image? In order to answer these questions, the present study attempts to understand how personal-level factors (such as the need for uniqueness) and product-level factors (such as self-expressive benefits) drive customers to go green. Survey-based data were collected from 247 customers in Bangladesh and 132 customers in Peru during 2017–2018. A hierarchical linear regression analysis was employed to test the proposed hypotheses. The results of this study highlight the important role played by the need for uniqueness as a major driver of green behavior among customers in both countries. Furthermore, self-expressive benefits were found to represent another reason on the part of customers in both Peru and Bangladesh for buying green products. This study hence contributes to the current literature by strengthening existing knowledge of the drivers of pro-environmental purchasing behavior in developing countries.

In the digital and intelligent era, the application of artificial intelligence (AI) in the workplace presents both numerous opportunities and challenges for employees. The complex interactions between AI technologies and employees necessitate a comprehensive understanding of how workplace AI implementation affects employee outcomes. This study analyzes publication trends in the related literature, identifying key publishing journals and research hotspots in this emerging field. Building on this foundation, we synthesize representative concepts and measures related to workplace AI, and explore its effects on employees through four theoretical perspectives: resource, stress, cognitive, and motivational perspectives. Additionally, we outline the moderating mechanisms that influence these effects. Finally, we construct an integrated research framework and propose directions for future research, aiming to provide theoretical guidance for ongoing workplace AI research and practical insights for organizational decision-making.