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Drawing on job demands-resources (JD-R) theory, this study aims to develop a model of how work engagement mediates the relationship between supervisor support and affective commitment, with religiosity moderating the relationship between supervisor support and work engagement. This study further tests a moderated-mediation model exploring the relationships between supervisor support, religiosity, work engagement and affective commitment within a unique institutional context where religious values and beliefs significantly influence and shape people management practices.

Using a survey-based approach, data were collected from 367 employees from the telecommunication sector in the context of Jordan.

Supervisor support was positively related to work engagement, which positively impacts affective commitment. Work engagement mediated the relationship between supervisor support and affective commitment. In addition, religiosity amplified the relationship between supervisor support and work engagement, and the mediating effect of work engagement on the relationship between supervisor support and affective commitment.

This study contributes to JD-R theory and pertinent literature by examining the moderating role of religiosity, an important yet neglected personal resource. To the best of the authors’ knowledge, this study is the first to examine the interaction effect between religiosity and supervisor support in predicting work engagement. It is also the first to examine a moderated mediation model exploring the relationships between supervisor support, religiosity, work engagement and affective commitment.

Drawing on conservation of resources and social exchange theories, the authors build and test a theoretical model examining the association of environmentally-specific empowering leadership (ESEL) with green creativity as well as the mediating and moderating roles of green knowledge sharing behavior and green psychological climate, respectively, in this association.

Data were collected in three different waves from 265 employees working in three-, four- and five-star hotels located in major cities in Pakistan. EFA, CFA and PROCESS macro were utilized to validate the study's research model and to examine the hypotheses.

The results indicated that ESEL is positively associated with green creativity, and green knowledge sharing behavior is an effective underlying mechanism between the ESEL–green creativity association. Furthermore, this study’s findings suggested that green psychological climate moderates the direct and indirect associations such that the associations were stronger when green psychological climate was more positive rather than less positive.

The study provides important lessons to managers and policymakers about the benefits of ESEL to achieving green employee creativity within the hospitality sector and helps to contextualize the importance and relevance of addressing global challenges in light of the United Nations (UN) Sustainable Development Goals (SDGs).

The study is the first to explore the green adaptation of empowering leadership, its effects, mechanisms and boundary conditions.

Anchored in the conservation of resources (COR) theory, this research aims to examine the effect of spiritual leadership on green creativity via the mediating role of green work engagement (GWEN).

The data were collected from 254 frontline hotel employees in the United Arab Emirates (UAE), and the hypothesized relationships were assessed using partial least squares structural equation modeling (PLS SEM).

The findings suggest that spiritual leadership boosts GWEN and green creativity, and GWEN positively affects green creativity and mediates the nexus between spiritual leadership and green creativity.

Top management in the hospitality industry should focus on building spirituality and spiritual practices among their managers to accomplish organizational green goals. The hospitality industry is a highly competitive service sector that contains several unique challenges for workers, such as growing customer demands and asking for employee creativity while concurrently producing and delivering high-quality, differentiated services. In such tense and demanding professional settings, employees require intrinsic motivation to achieve something “out of the box.” Organizations should understand that intrinsic motivation implanted by spiritual leaders can encourage individuals to engage in green tasks and ultimately go beyond the script to achieve green creativity.

This study advances the extant literature by highlighting the role of spiritual leadership, as an emerging leadership style, in fostering GWEN and green creativity. It also adds to the existing research by examining the underlying mechanism through which spiritual leadership nurtures green creativity.

This study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a Middle Eastern context.

Data were collected through 25 in-depth qualitative interviews along with open-ended questions in a paper-based survey. In view of the authors' research objectives, the authors purposively recruited participants who were identified as Muslim scholars (academics) and clerics (practitioners).

While the study challenges the prevailing stereotype that Islam holds women leaders back by referring to Islamic teachings that support gender equality, it also highlights the adverse impact of gender discriminatory misinterpretations of Islam for women leaders. The study identifies three interconnected, multilevel factors that lead to misinterpretations of Islamic teachings, i.e. (1) cultural factors (macro level – i.e. patriarchal and tribal culture), (2) organizational factors (meso level – i.e. organizational policies) and (3) individual factors (micro level – i.e. interpretations and practices of religion).

This study contributes to the existing theory development of religion and women in leadership by presenting a novel model highlighting the interplay between religion, patriarchy and women in leadership.

The study recommends the application of a gender egalitarian system that enables full utilization of women's skills and capabilities by (1) reducing the discriminatory function of tribal culture and (2) identifying steps to reform inegalitarian gender practices in the Arab region.

The research is unique as it is the first time that a study has incorporated Muslim academic scholars' and clerics' views into gender and organization research. The study is thus contextually relevant and offers fresh multilevel insights on the interplay among religion, culture and gender.

Leaders in the hospitality industry encounter daily conflicting demands and paradoxes which call for adjusting their leadership philosophy from “either/or” to “both/and” leadership style. Therefore, drawing upon paradox, self-determination, social learning and job demands-resources perspectives, the purpose of this article is to examine the relationships between paradoxical leadership and employee in-role and extra-role performance outcomes. It also aims to explore the mediating effect of work engagement on the aforesaid linkages.

Multilevel analyses in Mplus 8.0 software were conducted on three-wave data from 238 employees working in 19 Pakistani hotels.

The authors found that paradoxical leadership influences employee in-role (job performance) and extra-role (innovative work behavior and voice behavior) performance directly and indirectly through employee work engagement.

This study addresses recent calls by highlighting the role of paradoxical leadership, an important yet underexplored leadership style in the hospitality literature. In addition, this is the first study examining the multilevel effect of paradoxical leadership on employees’ in-role and extra-role performance via work engagement.

The environmental sustainability of manufacturing firms may begin with employees' green initiatives. Consequently, there is a need to examine how green human resource management (GHRM) promotes green creativity among manufacturing employees. This study aims to ascertain whether manufacturing employees' environmental-felt responsibility (EFR) and work engagement with eco-initiatives (WEEI) serve as a serial mediation mechanism for the relationship between GHRM and green creativity. Further, the quality of green communication (QGC) moderated the link of GHRM with EFR and WEEI.

The data were garnered from 408 managers in Pakistani manufacturing firms and analysed using partial least squares structural equation modelling.

The findings revealed a significant and positive association of GHRM with green creativity, EFR and WEEI. Similarly, EFR and WEEI demonstrated significant and positive relationships with green creativity. Furthermore, EFR and WEEI mediated the relationship between GHRM and green creativity. Moreover, this relationship was also serially mediated by EFR and WEEI. Additionally, QGC moderated the relationship of GHRM with EFR and WEEI.

Anchored on the self-determination theory integrated with a resource-based view, this study provides novel empirical evidence by investigating the mechanisms and boundary conditions between GHRM and green creativity nexus.

Nature’s evolution has shaped intelligent behaviors in creatures like insects and birds, inspiring the field of Swarm Intelligence. Researchers have developed bio-inspired algorithms to address complex optimization problems efficiently. These algorithms strike a balance between computational efficiency and solution optimality, attracting significant attention across domains.

Bio-inspired optimization techniques for feature engineering and its applications are systematically reviewed with chief objective of assessing statistical influence and significance of “Bio-inspired optimization”-based computational models by referring to vast research literature published between year 2015 and 2022.

The Scopus and Web of Science databases were explored for review with focus on parameters such as country-wise publications, keyword occurrences and citations per year. Springer and IEEE emerge as the most creative publishers, with indicative prominent and superior journals, namely, PLoS ONE, Neural Computing and Applications, Lecture Notes in Computer Science and IEEE Transactions. The “National Natural Science Foundation” of China and the “Ministry of Electronics and Information Technology” of India lead in funding projects in this area. China, India and Germany stand out as leaders in publications related to bio-inspired algorithms for feature engineering research.

The review findings integrate various bio-inspired algorithm selection techniques over a diverse spectrum of optimization techniques. Anti colony optimization contributes to decentralized and cooperative search strategies, bee colony optimization (BCO) improves collaborative decision-making, particle swarm optimization leads to exploration-exploitation balance and bio-inspired algorithms offer a range of nature-inspired heuristics.

In 2016, Kingdom of Saudi Arabia (KSA) initiated Saudi Vision 2030, an ambitious plan to lessen the country's dependency on fossil fuels and increase economic diversification. The Vision 2030 framework strives to establish a thriving economy, a vibrant society and an ambitious nation. This study aims to investigate the role of green service innovation (SI) and green work engagement (WE) in mediating the nexus between green human resource management (HRM) and green creativity (GC) under conditional role of spiritual leadership (SL).

A survey was done of 300 female intrapreneurs working in the organization within Saudi Arabia. This study has collected data via stratified random sampling technique. The framework was tested using PLS-SEM software.

The findings reveal that WE fully intervenes the nexus between green HRM and GC. Moreover, SL positively moderates the nexus between green HRM and SI.

Thus, based on findings, it is recommended that female intrapreneurs prioritize environmentally responsible operations to gain and sustain competitive edge over rivals in Saudi competitive market.

The Covid-19 prediction process is more indispensable to handle the spread and death occurred rate because of Covid-19. However early and precise prediction of Covid-19 is more difficult because of different sizes and resolutions of input image. Thus these challenges and problems experienced by traditional Covid-19 detection methods are considered as major motivation to develop JHBO-based DNFN.

The major contribution of this research is to design an effectual Covid-19 detection model using devised JHBO-based DNFN. Here, the audio signal is considered as input for detecting Covid-19. The Gaussian filter is applied to input signal for removing the noises and then feature extraction is performed. The substantial features, like spectral roll-off, spectral bandwidth, Mel-frequency cepstral coefficients (MFCC), spectral flatness, zero crossing rate, spectral centroid, mean square energy and spectral contract are extracted for further processing. Finally, DNFN is applied for detecting Covid-19 and the deep leaning model is trained by designed JHBO algorithm. Accordingly, the developed JHBO method is newly designed by incorporating Honey Badger optimization Algorithm (HBA) and Jaya algorithm.

The performance of proposed hybrid optimization-based deep learning algorithm is estimated by means of two performance metrics, namely testing accuracy, sensitivity and specificity of 0.9176, 0.9218 and 0.9219.

The JHBO-based DNFN approach is developed for Covid-19 detection. The developed approach can be extended by including other hybrid optimization algorithms as well as other features can be extracted for further improving the detection performance.

The proposed Covid-19 detection method is useful in various applications, like medical and so on.

Developed JHBO-enabled DNFN for Covid-19 detection: An effective Covid-19 detection technique is introduced based on hybrid optimization–driven deep learning model. The DNFN is used for detecting Covid-19, which classifies the feature vector as Covid-19 or non-Covid-19. Moreover, the DNFN is trained by devised JHBO approach, which is introduced by combining HBA and Jaya algorithm.

Despite the research conducted on transformational leadership has contributed to our understanding of its impact on non-green employee outcomes, there is still a lack of comprehension regarding the influence of environment-specific transformational leadership, also known as green transformational leadership (GTL), on employee green outcomes and the underlying mechanisms that drive this relationship. Thus, to address this gap, this study aims to examine the effects of GTL on pro-environmental behaviour (PEB) among employees working in three- to five-star hotels in India. The study also aims to investigate the potential mediating role of green human resource management (GHRM) and the moderating effect of environmental concern (EC) on the relationship between GHRM and PEB.

The study collected data from 181 employees working in various 3–5-star hotels operating in India. Structural equation modelling using Smart PLS-4 and SPSS PROCESS MACRO (Model 14) were used to test the hypotheses.

The results validated the significant positive impact of GTL on PEB. The findings suggest a significant mediating effect of GHRM in the GTL–PEB relationship, and EC negatively moderated the indirect effect of GTL on PEB through GHRM.

The findings suggest that GTL can have a positive impact on employee green outcomes in the hotel industry. The study provides useful insights for policymakers in the hospitality sector, specifically hotels.

To the best of the authors’ knowledge, this study is the first to examine the relationships between GTL, GHRM, EC and PEB using empirical data from hotels in India. The study contributes to the growing body of research on green leadership and employee green outcomes.