The manufacturing sector is one of the major sources contributing towards economies as well as environmental pollution. Contributing to the theory of ability motivation opportunity theory, the aim of the current study was to investigate the mediating role of organizational citizenship behavior towards the environment on the relationship between green human resources management (green recruitment and selection, green training, green rewards, and green performance evaluation), corporate social responsibility, and sustainable performance (economic, social, and environmental performance). The quantitative survey research design was used in the current study and structured questionnaires were distributed for the collection of data. The cross-sectional data were collected from 150 firms. Sample of the study was consisted of HRM managers, directors. Total 200 questionnaires were distributed but 150 completed responses were received and analyzed. A structured questionnaire was used. For data analysis, smart partial least square structural equation modeling (PLS-SEM) was used. The measurement model and the structural model were developed and tested in the study. The measurement model aim was to investigate and establish reliabilities and validities of the instrument while to test hypotheses structural model was formulated/developed. Results revealed that the instrument was found reliable and valid; the instrument has met all standard criteria for average variance extracted, composite/construct reliability factor loadings, and alpha values. While structural models illustrated that all hypotheses are accepted. It is concluded from the results that organizational citizenship behavior towards the environment significantly mediated the relationship between corporate social responsibility and green human resource management practices. This implies that organizational citizenship behavior towards environment significantly effects sustainable performance. The originality of the current study lies in highlighting corporate social responsibility, green human resources management practices to enhance sustainable performance through organizational citizenship behavior towards environment.

Purpose: In the modern business world, the main focus of the organizations is to improve the quality of the products and minimize the wastage of raw material. Keeping in view the green theory and improve the efficiency of the organization, the focus of the current study is to investigate the relationship between total quality management (TQM) and green innovation (GI), and examine how TQM practices can facilitate firms to achieve GI objectives. Corporate social responsibility (CSR) is also an important factor for organizations, and this study also focuses on the mediating role of CSR between the relationship of TQM and GI.Design/methodology/approach: This is an empirical study. Data were gathered from the top management of 355 SMEs working in Pakistan through a questionnaire survey; the PLS-SEM approach was used to analyse the data.Findings: Results of the study show that TQM has significant impacts on two aspects of GI namely green product innovation and green process innovation. Moreover, results also reveal that CSR partially mediates the relationship between TQM and GI.Research limitations/implications: This study is limited to manufacturing SMEs and future research should test this model on non-manufacturing sector too. The findings of the study provide significant roadmap to the management of small and medium-sized manufacturing firms that how they can reduce wastage and improve the product and process innovation in their organizations through TQM and CSR.Originality/value: This study contributes to bridging research gaps in the literature and advances how TQM, directly and indirectly, help firms improve green innovation via mediating roles of CSR.

Due to increasing concerns and pressure from stakeholders, firms are eager to initiate green initiatives to produce ecofriendly products and services, which are less harmful for the environment. Consumers are willing to pay high prices for ecofriendly products and services. Thus, firms need a motivated workforce to achieve their green objectives. This is only possible if firms adopt their green policies in their green shared vision and start socially responsible activities to gain society’s and stakeholders’ attention, which is possible if firms start CSR activities at regular intervals. The purpose of this study was to examine the mediating role of “Green Human Resource Management” (GHRM) on the relation between corporate social responsibility (CSR), green shared vision (GSV), and voluntary green work behavior (VGWB). Employees of manufacturing companies were the participants of the present study and a non-probability convenience sampling technique was employed to determine the sample size. Data were gathered from manufacturing companies using a cross-sectional survey method. The total number of firms included was 100, and information on the firms included in the study included cement (10), sugar (26), leather (22), steel (8), food (21), beverages (2), furniture (3), construction (2), pharmaceutical (2), plastic (2), and dairy (2). The total number of questionnaires distributed among employees of the above-mentioned manufacturing firms was 700, and 500 completed questionnaires were used in the analysis, thus yielding a response rate of 71.42%. Using the smart PLS partial least square software (Version 4), the structural equation modeling (PLS-SEM) technique was applied for the statistical analysis. It was evident from the results that the measurement model had established convergent and discriminant validities. A structural model for testing hypotheses was established in the second step. Findings of the study revealed that CSR, GSV, and GHRM practices and VGWB were significantly related with each other. CSR, GSV, and GHRM have significant effects on VGWB. Additionally, it can be inferred from the results that GHRM significantly mediated the relationship between corporate social responsibility and green shared vision and VGWB. From Pakistan’s perspective, the research study has applied and validated the natural resource-based view (NRBV) theory, and practitioners and researchers may benefit from its findings. This study has opened doors and paved a path for future studies to use this model and come up with interesting findings by adding more mediating variables. For any organization, it is imperative to have a motivated team which is capable enough to help firms to achieve their green targets. Hiring talented and hardworking employees and initiating socially responsible activities help firms to obtain a competitive advantage and enhance the VGWB of their employees.

Over the past few years, sustainable supply chain initiatives (SSCIs) have grabbed attention in the domestic, as well as global, marketplace of the food sector. Nowadays, the success of the entire food supply chain depends on the prosperity of farms, local communities, trader processors, and agro-based industries. Despite its importance, food processing industries (FPIs) are encountering various hurdles in achieving sustainable business goals due to the sheer number of potential barriers. Due to this reason, stakeholders are continuously pressuring the management of FPIs to embrace sustainable food processing activities. In light of this, the present study aims to apply a hybrid fuzzy analytical hierarchy process (F-AHP) framework, based on fuzzy technique for order preference by similarity to the ideal solution (F-TOPSIS), for analyzing the barriers and prioritizing the possible pathways in adopting the SSCIs for the development of FPIs. Based on the extensive review of literature and panel consultation with experienced experts, a total of seven main barriers, forty-two sub barriers, and five possible pathways as strategic tools were finalized and ranked. An empirical case investigation of a Pakistani-based food processing company has been taken to check the practical application of the proposed framework along with sensitivity analysis. The findings of this study reveal that the lack of sustainable outsourcing factors were found as the top-ranked barrier in implementing SSCIs, and the possible pathway to overcome this barrier is the appropriate management of the procurement cycle. The major contribution of this study is to establish a barriers prioritization framework and suggest possible pathways to overcome these barriers for the successful implementation of SSCIs. Finally, the theoretical, managerial, and policy implications are provided as a way forward for the concerned stakeholders and policymakers.