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The gradual expansion of the tourism sector is raising concerns about whether tourism-based economies are conducive to supporting green growth. Hence, the current study aims to analyze the direct impact of tourism motives on green growth along with the indirect impact of tourism-based economic expansion while controlling for country risk and renewable energy.

An unbalanced panel data for a sample of 21 countries comprising OECD and non-OECD economies are employed for the analysis.

Regression results reveal that leisure tourism (LT) significantly and positively influences CO₂ intensity compared to business tourism (BT). Propensity score matching results show that the most traveled tourist destinations contribute more to CO₂ intensity than those less traveled. Mediation analysis by employing Baron and Kenny’s three-step regression, Sobel’s test and Monte Carlo test shows that tourism-based economic expansion significantly mediates between the nexus of LT and CO₂ intensity.

Results of the study provide useful practical implications for sustainable economy and green growth. It recommends to mitigate the challenges of LT, reducing the negative impact and to harness the potential of BT, enhancing the positive influence, through various policies and practices.

This study is the first to examine the impact of LT and BT on green growth, to explore the role of destination popularity and the mediating role of tourism-based economic expansion in this relationship.

Drawing on the ability-motivation-opportunity model, this study investigates how gender-inclusive human resource management practices and overall fairness perception promote the career progression of female employees via psychological empowerment.

Partial least structural equation modelling (PLS-SEM) was applied to two-waves data collected from 308 respondents from Pakistan to confirm hypotheses.

Findings suggest that gender-inclusive HRM practices substantially affect female employees' psychological empowerment and career progression. Psychological empowerment is a mediating mechanism that explains the effect of gender-inclusive HRM practices on female employees' career progression. Finally, overall fairness perception further amplifies the effect of gender-inclusive HRM practices on psychological empowerment and career progression.

The study provides evidence to policymakers that organizations may promote psychological empowerment and career progression of female employees by implementing gender-inclusive HRM practices and promoting overall fairness perception.

This study contributes to achieving the SDGs by examining the impact of gender-inclusive HRM practices and overall fairness perception on female employees' psychological empowerment and career progression. Specifically, it aligns with “Goal 5 - achieve gender equality and empower all women and girls” and “Goal 8 - promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all”.

Managerial practices are essential in the success of information technology (IT) projects of digital transformation (DT). However, the literature has not yet specified all these managerial practices. This study aims to address this gap by investigating the influence of change management on the success of IT projects of DT. Additionally, the author examines the consequences on SMEs in the economic context of the Democratic Republic of the Congo (DRC).

This study draws on a research model that elucidates aspects of the resource-based view (RBV) framework, notably the transformation of human resources based on change management. This model demonstrates the relationship between change management, DT and IT project success, which facilitates the performance and resilience of SMEs. To empirically validate and test the developed research model, we gathered 299 responses from SME managers in the DRC through cross-sectional data collection using a structured questionnaire. The author performed statistical analyses using variance-based structural equation modeling (PLS-SEM) with the help of SmartPLS 3.0.

This paper reveals how SME managers can succeed in DT projects with the change management of human resources. Furthermore, it establishes that the success of IT projects of DT is an essential for enhancing the performance and resilience of SMEs in the DRC.

This study contributes to the information systems (IS) literature on developing countries by highlighting the DRC context. Little research deals with the success factors of DT projects and their organizational impact on SMEs in developing countries. This study thus enriches the IS literature by filling this void.