Do environmental taxes, environmental innovation, and energy resources matter for environmental sustainability: Evidence of five sustainable economies.

This study explores the relationship between environmental taxation, environmental technologies, energy resources, and consumption-based carbon emissions in five leading green economies from 2000 to 2019. The study applied the Cross-Sectional Auto-Regressive Distributed Lag (CS-ARDL) model to derive benchmark results, with Augmented Mean Group (AMG) and Common Correlated Effect Mean Group (CCEMG) techniques being utilized for conducting robustness analyses. The empirical findings suggest that environmental taxation, environmental innovations, and the consumption of renewable energy are associated with a reduction in consumption-based carbon emissions, thereby contributing to enhanced environmental sustainability. Conversely, the utilization of non-renewable energy is linked to an increase in consumption-based carbon emissions. These results align with the objectives outlined in the Sustainable Development Goals' 2030 agenda, particularly SDG 7 (Affordable and Clean Energy), SDG 9 (Industry, Innovation, and Infrastructure), and SDG 13 (Climate Action), offering valuable policy implications.

Do green logistics and green finance matter for achieving the carbon neutrality goal?

Global warming, a persistent issue, needs comprehensive solutions. Shifting to sustainable resources and promoting green initiatives like green logistics, green investments, and environmental policies (such as environmental technology and environmental tax) are potential ways to address this challenge. The current study explores relationships between these factors and transportation emissions in China, with a focus on achieving the 2060 carbon neutrality goal. To investigate the research gap, the study employs the novel econometric, method of moments quantile regression (MMQR) for benchmark estimation and the bootstrap quantile regression (BSQR) technique for sensitivity estimations from 2000/Q1 to 2019/Q4, and the study confirms the hypothesis of "carbon neutrality." The results reveal that green logistics and green finance have a negative impact on transportation emissions across all quantiles. Environmental technology, environmental tax, and renewable energy also help reduce transportation emissions. On the contrary, economic growth increases transportation emissions, with a greater effect in the early quantile stages but a diminishing impact in later stages. Based on the study's findings, policymakers should prioritize sustainable development strategies to achieve the goal of "carbon neutrality." Implementing green logistics and promoting green investments are essential steps in this direction. Additionally, greater support should be given to the renewable energy sector, green technologies, and sustainable growth to achieve the carbon neutrality goal in China by 2060.

Impact of green HRM practices on sustainable performance: mediating role of green innovation, green culture, and green employees' behavior.

The concept of sustainability in the context of human resource management (HRM), or more precisely, green HRM, has significantly transformed in recent years. Human resources are an important and valuable asset of a firm. In this research, green HRM is concentrated on the areas where HRM is held accountable for the company's sustainability initiatives. The research examines the effects of green HRM on organizational performance in China while considering the mediating roles of green innovation (GI), green employee behavior (GEB), and organizational culture. The data was gathered from 316 HR specialists working in various Chinese manufacturing businesses to meet the study's goals. A self-administered questionnaire utilizing the preexisting scale is used to obtain the data (detail is provided in Table 1). The smart PLS 4 structural equation modeling approach is applied for the data analysis. The study results indicate that green HRM practices influence green innovation (GI), green culture (GC), and green employee behavior (GEB). Furthermore, results also suggest that GI, GC, and GEB influence the organization's sustainable performance (SP). The research has several theoretical, methodological, and practical ramifications for many stakeholders, including the Chinese security exchange commissions, firms' senior management, academics, and HR specialists.

Sustainability in Pakistan's textile industry: analyzing barriers and strategies for green supply chain management implementation.

The industries view green supply chain management (GSCM) as a viable means of achieving sustainable operations by reducing environmental impact and enhancing operational performance. Although conventional supply chains still dominate many industries, integrating eco-friendly practices through green supply chain management (GSCM) is crucial. Nonetheless, there are several barriers that hinder the successful adoption of GSCM practices. Therefore, this study proposes fuzzy-based multi-criteria decision-making approaches comprised of the Analytical Hierarchy Process (FAHP) and the Technique for Order of Preference by Similarity to Ideal Solution (FTOPSIS). The study evaluates and overcomes barriers to the adoption of GSCM practices in the textile manufacturing sector of Pakistan. After the comprehensive literature review, this study identifies 6 barriers, 24 sub-barriers, and 10 strategies. The FAHP method employs to analyze the barriers and sub-barriers. Then, the FTOPSIS method ranks the strategies to overcome various identified barriers. Based on the FAHP results, the most significant barriers to the adoption of GSCM practices are technological (MB4), financial (MB1), and information and knowledge (MB5). Further, the FTOPSIS indicates that increasing the research and development capacity (GS4) is the most vital strategy for implementing GSCM. The study's findings have important implications for policymakers, organizations, and other stakeholders interested in promoting sustainable development and implementing GSCM practices in Pakistan.

The nexus of financial development, technological innovation, institutional quality, and environmental quality: evidence from OECD economies.

The present study investigates the effect of institution quality, technological innovation, and financial development on environment quality using 37 OECD nations from 1998 to 2018. The cross-sectional dependence (CD) and Lagrange multiplier (LM) techniques are used to measure the cross-sectional dependence. The second-generation panel unit root tests and panel cointegration tests are applied to examine the unit-root properties and long-run association existence between variables. Finally, we employed the two-step (SYS-GMM) methodology to estimate the coefficient values. The findings showed that financial development has a positive effect on selected carbon (CO2) emission dimensions. When the moderating term is introduced, it was identified that institutional quality and technology innovation conditioning effects are crucial between financial development and CO2 emission. Our evidence-based study provides significant results for technology innovation and institutional quality moderating role in reducing CO2 emissions in OECD economies. Our findings are also robust to alternative measures, which could be useful for policymakers to formulate long-term and short-term strategies and policies for a better sustainable environment.

The Enjoyment of Knowledge Sharing: Impact of Altruism on Tacit Knowledge-Sharing Behavior.

Knowledge sharing between individuals is a key process for knowledge-intensive organizations to create value and gain a competitive edge. An individual is in the center of a complex set of factors, which are conducive to the knowledge-sharing process. The purpose of this empirical study is to explain the interaction mechanisms between personality and knowledge-sharing behavior and to examine the mediating effects of willingness to share knowledge and subjective norm. The theory of planned behavior, the social exchange theory, and the big five personality traits theory are combined to explain tacit knowledge-sharing behavior. A survey strategy and purposive sampling was applied, and the analysis was conducted on a sample of 288 employees from Croatia working on knowledge-intensive tasks for which high levels of tacit knowledge sharing are characteristic. A standard online questionnaire consisted of items evaluated on a 7-point Likert-scale, ranging from strongly agree (7) to strongly disagree (1). In the structural model, relationships between altruism, willingness, subjective norm, and tacit knowledge sharing were tested. Confirmatory factor analysis with maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest that altruism has a direct impact on tacit knowledge sharing, reaffirming a relationship with knowledge sharing but distinguishing between sharing of different types of knowledge, assessing tacit knowledge sharing as a construct separate from general knowledge sharing. Our findings suggest that willingness to share is a predictive factor of knowledge sharing behavior between employees, having both direct impact on tacit knowledge sharing and being a mediator between the trait of altruism and tacit knowledge sharing. The mediation test also indicates that altruism has an indirect influence on tacit knowledge sharing when subjective norm was a mediator. The findings suggest that personality traits relying on social capital, such as altruism, have more influence on tacit knowledge sharing compared to personality traits that have accentuated intrinsic components. The study contributes to the better understanding of factors stimulating knowledge-sharing behaviors and provides recommendations based on empirical evidence, which may later be applied in the development of knowledge-sharing leadership styles, employee hiring, and auxiliary initiatives.

Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model.

In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers' well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees' effectiveness and ensure better performance by preventing work-family conflict from occurring.

Rejuvenating The Concept Of Work Alienation Through Job Demands-Resources Model And Examining Its Relationship With Emotional Exhaustion And Explorative And Exploitative Learning.

PURPOSE: The purpose of the present study was twofold. First, this study examined the relationships of work alienation with explorative learning and exploitative learning. Second, the study tested the role of emotional exhaustion as a mediator of the relationships of work alienation with explorative learning and exploitative learning. Job Demands-Resources model was used as the underlying theoretical foundation to establish these relationships. METHODS: Two-source time-lagged data were collected from 225 middle-level managers and their 222 immediate supervisors in 87 Pakistani firms spanning different industries. Structural equation modeling and bootstrapping were used to test the hypothesized relationships,. RESULTS: The study revealed that work alienation is negatively related to both explorative learning and exploitative learning. Moreover, the study also established emotional exhaustion as a mechanism underlying the relationships work alienation with explorative learning and exploitative learning by showing that work alienation enhances emotional exhaustion, which, in turn, negatively influences both explorative learning and exploitative learning. CONCLUSION: By conceptualizing and providing empirical evidence of the negative relationships of work alienation with explorative learning and exploitative learning, both directly and via emotional exhaustion, the study signified some of the important but largely ignored dynamics of the employment relationship within the current regime of organizational structures. The findings suggest that the managers' sensed estrangement from work and work context need to be addressed, as it can exhaust them emotionally and hinder their search and acquisition of new knowledge and competencies.

Interrelations Between Ethical Leadership, Green Psychological Climate, and Organizational Environmental Citizenship Behavior: A Moderated Mediation Model.

Synthesizing theories of ethical leadership, psychological climate, pro-environmental behavior, and gender, first, we proposed and tested a model linking supervisors' ethical leadership and organizational environmental citizenship behavior via a green psychological climate. Then, we tested the moderating effect of gender on the indirect (via a green psychological environment) relationship between supervisors' ethical leadership and organizational environmental citizenship behavior. Time-lagged (three waves, 2 months apart) survey data were collected from 447 employees in various manufacturing and service sector firms operating in China. Data were analyzed using structural equation modeling, bootstrapping, and multigroup techniques to test the hypothesized relationships. The results showed a positive relationship between employee ratings of supervisors' ethical leadership and organizational environmental citizenship behavior. Moreover, a green psychological climate mediates the relationship between supervisors' ethical leadership and organizational environmental citizenship behavior. Importantly, the multigroup analysis revealed that gender moderates the indirect relationship (via green psychological climate) between supervisors' ethical leadership and organizational environmental citizenship behavior. The study carries useful practical implications for policymakers and managers concerned about environmental sustainability.

Affective commitment foci as parallel mediators of the relationship between workplace romance and employee job performance: a cross-cultural comparison of the People's Republic of China and Pakistan.

PURPOSE: The purpose of the present study is twofold. First, we examined the relationship between workplace romance and employee job performance and tested the role of affective commitment foci - namely, affective coworker commitment, affective supervisor commitment, and affective organizational commitment - as parallel mediators in the relationship between workplace romance and employee job performance. Second, we tested the moderating role of culture on the interrelationships between workplace romance, affective commitment foci, and employee job performance. METHODS: A two-wave (3-month interval) survey data were collected from 312 paramedics - 162 and 150 from Pakistani and Chinese public-sector hospitals, respectively. The first and second waves of data collection took place in January and May 2017, respectively. Structural equation modeling (SEM), bootstrapping technique, and multigroup analysis were used to test the interrelationships between workplace romance, affective commitment foci, and employee job performance and to examine the cross-cultural differences in these interrelations. RESULTS: Results obtained using SEM show that workplace romance positively influences employee performance. Importantly, the study revealed that the three foci of affective commitment - namely, coworker affective commitment, supervisor affective commitment, and organizational affective commitment - as parallel mediators fully mediate the relationship between workplace romance and employee performance. Moreover, national culture moderates the indirect relationship between workplace romance and employee job performance, where workplace romance is stronger for the Chinese data sample. CONCLUSION: It is concluded that workplace romance is positively related to employee job performance and that affective commitment foci fully mediate the positive relationship between workplace romance and employee job performance. Moreover, culture moderates the indirect relationship between workplace romance and employee job performance. The study contributes to theory and practice by studying an essential but largely ignored aspect of the workplace and portraying it as a constructive influence on employee job performance and their affective commitment to coworkers, supervisor, and organization.

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type - lateral or hierarchical - on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

A baseline study of coastal water quality in the Lembeh Strait of North Sulawesi, Indonesia, in 2013.

The concentrations of nutrients (NO2-N, NO3-N, NH4-N, PO4-P, and SiO3-Si) and their ratios in the Lembeh Strait were estimated in April 2013, off the northeastern coast of Sulawesi in Indonesia. The concentrations of dissolved inorganic nitrogen (DIN) (NO2-N+NO3-N+NH4-N) and PO4-P were low, with a maximum of 0.181 and 0.007 mg/L, respectively. P was found to be the limiting factor controlling phytoplankton growth overall. According to a potential eutrophication assessment model, both the surface water and the water at a depth of 15m were classified as water 1 (poor nutrition). This study provides baseline information including chemical datasets for future pollution monitoring and management programs in this area.