The hotel industry is growing rapidly in developing countries due to an increase in the tourism industry; however, on the other hand, the hotel industry is one of the sectors largely increasing the burden on the environment. Therefore, due to the massive number of environmental issues that hotel industry has encountered, there is an increasing force to pay a correct reaction to environmental issues and executing sustainable business practices such as the adoption of green human resource management (HRM) practices provide a win–win situation for the organization and its stakeholders. It, therefore, signals the need to examine how green HRM practices will enhance the environmental performance in the hotel industry. Grounded by resource-based view theory, this study utilized a research model examining the relationship between green HRM practices (green recruitment and selection, green training and development, green performance appraisal, and green compensation) and environmental performance in Malaysia’s hotel industry. Questionnaires were distributed to human resource (HR) managers/ executives in 3-, 4- and 5-star hotels in Malaysia. A total of 206 hotels participated in the study. The data collected were analysed using partial least squares structural equation modelling. Based on the analysis, the study revealed that green recruitment and selection, green training and development, and green compensation have a meaningful relationship with environmental performance, while green performance appraisal did not have a significant relationship with environmental performance. Our results extend previous research by not only highlighting the importance of green HRM practices in driving environmental performance but also indicating how each dimension of green HRM practices either enhances or inhibits environmental performance. This is the first empirical research that investigates the relationship between green HRM and environmental performance in the hotel industry literature.

Purpose: The purpose of this study intends to examine the influence of green human resource management (GHRM) on green service behaviors through the mediating effect of green knowledge sharing based on bank employees' perceptions.Design/methodology/approach: The study analyzes 365 frontline employees' perceptions from the banking industry in Bangladesh using partial least square.Findings: The findings show a significant positive direct influence of GHRM on green in-role, extra-role service behavior and green knowledge sharing. Green knowledge sharing is also found to have a significant mediating effect between GHRM and green service behaviors.Research limitations/implications: This study considers perceptions of employees of the private commercial banking organizations, and thereby, its findings cannot be generalized for all other service organizations in the context of Bangladesh.Practical implications: The study demonstrates that GHRM can influence employees' green service behaviors via green knowledge sharing.Originality/value: Green banking is an emerging trend that deserves more attention. There is growing recognition that green banking is not an “automatic” process but requires that banking management promote green service behavior among their employees. This study extends the research on GHRM by focusing on how it impacts green service behavior through the mediating role of green knowledge sharing. The paper provides practical insights for organizations looking to improve green service behaviors among employees.

Purpose: The digital transformation towards Industry 4.0 (I4.0) has become imperative for manufacturers, as it makes them more flexible, agile and responsive to customers. This study aims to identify the factors influencing the manufacturing firms’ decision to adopt I4.0 and develop a triadic conceptual model that explains this phenomenon.Design/methodology/approach: This study used a qualitative exploratory study design based on multiple case studies (n = 15) from the manufacturing industry in Malaysia by conducting face-to-face interviews. The data were analysed using NVivo. The conceptual model was developed based on grounded theory and deductive thematic analysis.Findings: Results demonstrate that driving, facilitating and impeding factors play influential roles in a firms’ decision-making to adopt I4.0. The major driving factors identified are expected benefits, market opportunities, labour problem, customer requirements, competition and quality image. Furthermore, resources, skills and support are identified as facilitating factors and getting the right people, lack of funding, lack of knowledge, technical challenges, training the operators and changing the mindset of operators to accept new digital technologies are identified as impeding factors.Research limitations/implications: Due to its qualitative design and limited sample size, the findings of this study need to be supplemented by quantitative studies for enhanced generalizability of the proposed model.Practical implications: Knowledge of the I4.0 decision factors identified would help manufacturers in their decision to invest in I4.0, as they can be applied to balancing advantages and disadvantages, understanding benefits, identifying required skills and support and which challenges to expect. For policymakers, our findings identify important aspects of the ecosystem in need of improvement and how manufacturers can be motivated to adopt I4.0.Originality/value: This study lays the theoretical groundwork for an alternative approach for conceptualizing I4.0 adoption beyond UTAUT (Unified Theory of Acceptance and Use of Technology). Integrating positive and negative factors enriches the understanding of decision-making factors for I4.0 adoption.

The DeLone and McLean (D&M) information systems (IS) success model seeks to provide a comprehensive understanding of IS success by identifying and explaining the relationships among their most critical dimensions of success. Many studies have offered important insights into this model. Nevertheless, regarding the e-learning body of knowledge, D&M research remains to be systematically reviewed comprehensively. E-learning refers to the use of information technology to disseminate knowledge for education and training. With today’s e-learning boom necessitated for the most part by COVID-19, its adoption has become increasingly mandatory. Thus, a systematic review should help focus and accelerate future research. This study systematically reviews, compiles, analyzes, and synthesizes the D&M model studies in the e-learning context. This review adopts automatic and manual search methods to collect related studies from 2010 to 2020. After applying inclusion and exclusion criteria, 92 primary studies are identified. The findings show that most of reviewed studies were conducted in the education field. The success category was the most highly investigated area from among the selected studies. Most studies developed a hybrid/extended model. Additionally, this study also identified gaps in the literature and recommends seven potential future areas requiring further investigation, such as conducting studies to examine the net benefits at the organizational level of analysis. To that end, the findings of this systematic review study provide an impactful contribution through offering a holistic review of the current state of D&M model studies in an e-learning context, providing an essential reference for scholars in this field.