Students' feedback is crucial for academic institutions in order to evaluate faculty performance. Handling the qualitative opinions of students efficiently while automatic report generation is a challenging task. Indeed, most organizations deal with quantitative feedback effectively, whereas qualitative feedback is either processed manually or ignored altogether. This study proposes a supervised aspect based opinion mining system based on two-layered LSTM model. The first layer predicts the aspects described within the feedback and later specifies the orientation (positive, negative, and neutral) of those predicted aspects. The model was tested on a manually tagged data set constructed from the last five years students' comments from Sukkur IBA University as well as on a standard SemEval-2014 data set. Unlike many other LSTM models proposed for other domains, the proposed model is quite simple in terms of architecture which results in less complexity. The system attains a good accuracy using the domain embedding layer in both tasks: aspect extraction (91%) and sentiment polarity detection (93%). To the best of our knowledge, this study is a first attempt that uses deep learning approach for performing aspect based sentiment analysis on students' feedback for evaluating faculty teaching performance.

Green human resource management (GHRM) is an important organisational approach to promote the sustainable development of organisations. Although the literature regarding the effect of GHRM is growing, little is known about the mechanisms and boundary conditions that may facilitate the link between GHRM and green outcomes. Through a combined underpinning of ability–motivation–opportunity, job demands–resources and social exchange theories, this study examines the relationship between GHRM and green creativity through green work engagement, with spiritual leadership moderating the GHRM–green work engagement relationship. Also, we explore the links between GHRM, spiritual leadership, green work engagement and green creativity using a moderated mediation model. Using survey data of 271 front‐line hotel employees in UAE, we use a partial least squares structural equation modelling to conduct our statistical analysis. The results show that GHRM positively influences green work engagement and green creativity, while green work engagement positively influences green creativity and mediates the GHRM–green creativity nexus. In addition, spiritual leadership amplifies the nexus between GHRM and green work engagement and the mediating effect of green work engagement in the nexus between GHRM and green creativity in the context of the hospitality sector in the UAE. Our study offers industry‐specific practical implications and suggests agendas for further research.

Drawing on social learning and social information processing theories, this study proposes and tests a model of the association of green-inclusive leadership on pro-environmental behaviors (task-related pro-environmental behavior (PEB) and organizational citizenship for the environment) through climate for green initiative. Using data collected in two waves from 254 employees working in the hospitality industry (restaurants) and utilizing structural equation modeling, our results suggest that green-inclusive leadership is a promising leadership style in encouraging task-related PEB and organizational citizenship for the environment (OCBE). The results also suggest that climate for green initiative is an effective underlying mechanism between the green-inclusive leadership-pro-environmental behaviors linkages. Our model is novel in that the associations proposed and tested were not investigated before. Furthermore, the research is the first of its kind to introduce climate for green initiative in the research of pro-environmental management practices. Discussion, implications and limitations are presented.

Purpose: The purpose of this paper is to investigate the relationship between firms’ life cycle stages (mature vs growth) and green process innovation performance. In addition, this research delineates the mechanism by which the mature stage firms are more strongly associated with green process innovation performance compared to growth stage firms and recognizes technological capabilities as a mediating variable fundamental to achieve a higher level of green process innovation performance.Design/methodology/approach: This research collected data from 202 publicly listed Thai manufacturing firms. Initially, it used multiple regression analysis to test the relationship between mature stage firms and green process innovation performance compared to the relationship between growth stage firms and green process innovation performance. Later, this research followed Mulleret al.(2005) to test the mediating role of technological capabilities and conducted (Sobel, 1982, 1986; Preacher and Hayes, 2004) tests to further validate the mediation effect.Findings: The hypothesized relationships were found to be significant, providing a strong support that mature stage firms have higher green process innovation performance compared with growth stage firms. Moreover, the technological capabilities more strongly mediate the relationship between mature stage firms and green process innovation performance compared to growth stage firms and green process innovation performance.Originality/value: This research contributes to the existing understanding about the internal drivers of green process innovation performance by incorporating and analyzing the firms’ life cycle stages as an internal driver. This research also contributes by empirically testing the mediating role of technological capabilities on the relationship between firms’ life cycle stages and green process innovation performance.

Purpose: The purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process.Design/methodology/approach: Data were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations.Findings: Performance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement.Practical implications: This study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement.Originality/value: Building on Lazare's theory of stress and Mitchellet al.'s theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.