Government as a Facilitator versus Inhibitor of Social Entrepreneurship in Times of Public Health Emergencies.

COVID-19 established the need for even more social entrepreneurship globally. It is important for keeping society together in times of crises because it creates an environment that improves the quality of life during hard times and public health emergencies such as COVID-19. Even though it plays a unique role in returning things back to normal after a crisis, it faces opposition from many parts of society, especially the government. Still, there are not many studies that look at what the government should do to help or stop social enterprise during public health emergencies. That is why the goal of this study was to find out how the government has helped or hindered social entrepreneurs. Content analysis was conducted on the carefully mined data from the internet. The research found that regulations for social enterprises should be loosened, especially during and after pandemics and disasters. This could also make it easier to accomplish things in the government. It was also found that, in addition to financial help, capacity building through training can help social enterprises do more and make a bigger difference. This research provides broader guidelines for policymakers and new entrants in the field.

Understanding the Impact of Green Human Resource Management Practices and Dynamic Sustainable Capabilities on Corporate Sustainable Performance: Evidence From the Manufacturing Sector.

Pakistan ranks as the eighth most vulnerable country on the 2021 global climate change vulnerability index. Partially, this perilous position is attributed to unsustainable practices in the large-scale manufacturing sector since its contribution to carbon emission is among the highest in the economy. These serious environmental challenges impede the attainment of sustainable development goals that concern responsible consumption and production. In manufacturing organizations, there are an ongoing debate regarding sustainable human resource management (HRM) determinants, which can promote sustainable performance. In this regard, green human resource management (GHRM) practices and dynamic sustainable capabilities are significant components as they have a unique role in transforming corporations into sustainable organizations. However, there is a dearth of evidence regarding the impact of individual GHRM practices, such as green recruitment and selection, green pay and reward, and sustainable capabilities like monitoring and re-configuration, in improving the corporate environmental and social performance. Hence, an empirical investigation regarding the association among these macro-level components with the corporate environmental and social performance through partial least squares structural equation modeling (PLS-SEM) is conducted. The findings inferred from 396 employees affiliated with six large-scale industries substantiate the main hypotheses of this study. It is empirically confirmed that GHRM and dynamic sustainable capabilities significantly and positively impact corporate sustainable performance. This research contributes to the literature by employing dynamic capabilities approach and a dynamic resource-based view (RBV) to explicate how corporations can benefit from the interplay of sustainable capabilities and GHRM functions. Hence, in the absence of a significant predictive model, this research is the first of its kind to isolate macro-level antecedents of sustainable HRM to find their impact on corporate sustainable performance in a developing country context. The study recommends that the management should prioritize the acquisition of monitoring capabilities and hiring environmentally conscious employees to achieve social equity and ecological conservation goals.