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Cloud technology is extremely critical for the continuing progress of Industry 4.0 and it helps in pooling centralized information for the business. Further, it offers a platform for collaboration for improving the performance of the industry. This paper aims to investigate the factors affecting the implementation of cloud technology for boosting Industry 4.0 adoption in micro, small and medium enterprises (MSMEs) of the manufacturing sector.

A total of 14 enablers were considered for the case study which were obtained from the literature survey and shortlisted by the experts of the domain (academia and industries). The interpretive structural modelling (ISM) approach has been used as a methodology for exploring the relationships between the enablers. Matrices impact croises multiplication applique and classment (MICMAC) analysis has been carried out for the validation of the developed structural model. MICMAC analysis helps to identify driving power and dependency potential of all considered enablers.

The results of the investigation indicate that three factors, namely, system integration, project management and competitive pressure, were significant. These factors drive all other considered factors in the implementation process.

The opinions of the experts from the industry and academia were analyzed for the development of the hierarchical model and these inputs could be biased. This investigation intends to help the decision makers in the effective adoption of the cloud and Industry 4.0 technologies and for the formulation of the efficient implementation policies.

The present study aims to focus on cloud technology as well as Industry 4.0 in the context of manufacturing MSMEs and none of the previous investigations analyzed the enablers that influence the adoption of cloud technology for boosting Industry 4.0, especially using the ISM approach.

The goal of this research is to create a conceptual model that identifies the relationship between organizational learning and green human resource management practices and its contribution to the circular economy. The focus of this research is to identify the organizational learning and green human resource factors that lead to a more circular economic transformation.

The importance of the interaction of factors benefiting both individuals and organizations has been comprehensively explained by combining two well-known theories: resource-based view theory and organizational learning theory. As learning entails change, a climate of organizational learning combined with green human resource practices will efficiently help firms transition to a circular economy. The authors establish a conceptual model in this study, which they then apply to the small- and medium-sized manufacturing industry and report on in the second paper.

This study concentrates on the factors of organizational learning and green human resource management practices that help to create a circular economy after conducting a thorough literature analysis and consulting with experts.

The conceptual model can be applied to organizations in any industry. In the second part, the authors would investigate the interaction of the indicated factors and build their structural hierarchy using the total interpretive structural modelling method for the small- and medium-sized industries and then present the findings.

The proposed framework might facilitate decision-makers, practitioners and academicians to comprehend the relationship between organizational learning and green human resource management factors and their influence on organizations’ transition into a circular economy. The study’s findings will help HR managers clarify the significant organizational learning and green human resource management factors that play a vital role in transitioning organizations into a circular economy.

This research adds to our understanding of the intricate interactions between organizational learning and green human resource management as they relate to the circular economy. To the best of the authors’ knowledge, the conceptual model illustrating the inter-relationship between organizational learning and green human resource management is the first of its type, and it is a novel notion because no previous research has looked into it.

This chapter aims to contribute to the literature on sustainability in the public sector by discussing how human resource and human resource management can help to integrate environmental management into organizations and improve environmental performance. Public sector scholars have neglected the study of Green Human Resource Management (GHRM) until now. Nevertheless, implementing such practices could lead to positive outcomes regarding awareness of environmental issues, organizational reputation and attractiveness, job satisfaction and organizational performance. The authors discuss the relevance and the necessity of developing a field of research on GHRM in public organizations. Starting from a conceptual review of the main literature on GHRM, this chapter provided some directions for future research.

This study conceptualises the construct – green competencies. The concept is in the niche stage and needs further elaboration. Hence, to address the research gap, this study follows the steps proposed by Tranfield et al. (2003). The major part of the study comprises descriptive analysis and thematic analysis. Descriptive analysis of the selected 66 articles was examined with the classification framework, which contains year-wise distribution, journal-wise distribution, the focus of the concept, the economic sector, and dimensions of sustainable development. The paper conducts a thematic analysis of the following research questions. What are the green competencies and their conceptual definition? What are their dimensions?

This paper applies a systematic literature review of green competencies literature, extends the state-of-the-art using the natural resource-based view, and discusses future research directions for academicians and practitioners.

In recent years, there was considerable interest in green competencies (GC), as reflected in the surge of articles published in this genre. This paper asserts that green competencies are a multidimensional construct comprised of green knowledge, green skills, green abilities, green attitudes, green behaviours, and green awareness.

Despite the significance of green competencies, there has been a dearth of study to define the constructs and identify the dimensions. Hence, this study addresses the literature gap by conceptualisation and discusses dimensions of the construct.

Employee’s innovative behavior as a team allows the organization to achieve its goals; however, team green creativity requires transformational and entrepreneurial leader support. Therefore, the study explores the impact of green transformational and entrepreneurial leadership on team innovative behavior and green new product development with the mediating role of team green creativity.

A survey was conducted to collect data from 455 employees working in the hospitality industry via a self-administered questionnaire, and hypotheses were analyzed using the partial least squares structural equation modeling PLS-SEM technique using Smart-PLS 4.0.

The results indicate that green transformational and entrepreneurial leadership styles positively and significantly affect team innovative behavior and new green product development performance. Furthermore, findings show that team green creativity partially mediates the relationship between green transformational and entrepreneurial leadership on team innovative behavior, and new green product development performance.

The results of this study provide insights to hospitality professionals pursuing the improvement of team innovative behavior and new green product development performance through team green creativity and leadership styles.

This study is useful for organizations that target new green product development performance and establish higher green innovative behavior cohesively among its team members through these robust leadership styles.

This study is the first attempt to provide a valuable contribution to the growing field of green leadership styles on team innovative behavior and new green product development performance through team green creativity.

In today’s competitive world, the adoption of cloud enterprise resource planning (ERP) has become one of the critical criteria for running a successful business. In this regard, knowing the factors that influence cloud ERP adoption plays a significant role. The purpose of this paper is to rank the factors influencing the cloud ERP adoption in multi-national companies (MNCs) in India. This research would enable the cloud ERP vendors to identify the expectations of MNC customers and develop suitable strategies.

The research is being conducted among the cloud ERP consultants of designation middle managers and above from 29 different ERP consulting firms located in India. Analytical hierarchical processing approach was used to rank the factors influencing the cloud ERP adoption in MNCs located in India. The primary factors considered for this study are usability, assurance, agility, security and privacy, and vendor-related factors.

The three most preferred criteria were usability, assurance and agility. The five most preferred sub-criteria were data accessibility, availability, user friendliness, scalability, and data backup and recovery.

The study is limited to the perspective of cloud ERP consultants in India.

The outcome of this research provides cloud ERP vendors with a better understanding of factors that influence the adoption of cloud ERP in MNCs so that they can develop a focused strategy. From the MNCs point of view, the study provides a guideline on what factors they should consider while going for a cloud ERP implementation.

The research model is developed based on the cloud ERP literature, and the research results and findings would add value to the body of knowledge.

The purpose of this study was to determine how environmentally specific transformational leadership (ETFL), green training (GT) and psychological green climate (PGC) affect environmental passion (EP) of employees which leads to pro-environmental behaviors (PEBs).

The context of the study was set in textile industry of Pakistan which holds a promising future in the international markets as an emerging export-based industry. Using purposive sampling technique, cross-sectional self-report data were collected from the employees of textile exporting firms (n = 239) of Pakistan. Hypotheses were tested using PLS-SEM.

The findings revealed that ETFL and PGC act as important predictors of EP, whereas GT plays no role in influencing EP. EP predicts green behavioral intention (GBI) of employees, in turn, GBI predicts employees' PEBs. Further, mediation analyses revealed that EP and GBI sequentially mediated the link between PGC and PEBs.

The present study is not free from its limitations. First, the study adopted cross-sectional design that prevents the causal inferences which the researcher can make from the population. Second, the present study adopted purposive sampling technique which is a non-probability sampling technique. Third, the constructs of this study were assessed with self-report measures which are associated with social desirability bias (Podsakoff and Organ, 1986) or common-method variance (Podsakoff et al., 2003). Hence, this research suggests on the future direction of research based on these limitations.

As per the results of this study, it is also suggested that managers may focus more on the overall organizational and psychological climate rather than on leadership styles alone. While conducting training, the leaders must pay close attention to training objectives to ensure that they do not lead to counterproductive behaviors.

This research adds to the literature in the area of PEBs at micro-level by focusing on how and why employees engage in PEBs.

This paper aims to examine the design and control of a symmetric multilevel inverter (MLI) using grey wolf optimization and differential evolution algorithms.

The optimal modulation index along with the switching angles are calculated for an 11 level inverter. Harmonics are used to estimate the quality of output voltage and measuring the improvement of the power quality.

The simulation is carried out in MATLAB/Simulink for 11 levels of symmetric MLI and compared with the conventional inverter design. A solar photovoltaic array-based experimental setup is considered to provide the input for symmetric MLI. Field Programmable Gate Array (FPGA) based controller is used to provide the switching pulses for the inverter switches.

Attempted to develop a system with different optimization techniques.

Over time, sustainability and human resource management (HRM) have become inseparable. The duo involves applying the multifaceted idea of sustainability and the United Nations' (UN) sustainable development goals (SDGs) to people and work organizations. Lately, green human resource management (GHRM) has emerged as a distinct area to explore organizational initiatives, aimed at sustainable practices. Despite the potential growth of literature in specified domains, there is a dearth of studies focused on synthesizing the literature from sustainability and organizational performance views. The present study aims to review and synthesize extant literature on sustainable and green HRM and their role in organizational performance and propose a future research agenda.

The present study is based on the review of 65 articles on sustainable and green HRM. Scientific Procedures and Rationales for Systematic Literature Review (SPAR-4-SLR) and theory, characteristics, context and methodology (TCCM) framework have been applied to synthesize the results. Scopus is used as a major database for retrieving the articles. The publications for this research are selected using CABS ranking (4*, 4 and 3) as the criterion.

Application of the TCCM framework and synthesis of the literature revealed that the introduction of SDGs and emphasis on sustainability has reinvigorated research interest in sustainable HRM and tremendous research being published post-SDGs adoption. GHRM plays an important role in affecting organizational performance The results also revealed the widespread use of resource-based perspective, social identity theory, A-M-O and social exchange theory. Additionally, the quantitative approach has been largely employed for GHRM research. Future research can be undertaken by employing a qualitative approach as current literature due to the dearth of qualitative approaches in contemporary literature.

This study advances the body of knowledge by offering a unified conceptual framework and surfaces the latest trends and future directions in this domain. A conceptual framework can be empirically tested in future studies. The study identifies antecedents, moderators, mediators and outcomes of GHRM. The application of these variables can practically help in achieving sustainability and organizational effectiveness. It can further align organizational efforts toward the achievement of sustainable development goals. The concept establishes the role of GHRM in organizational performance.

Despite the growing literature in the domain of GHRM, knowledge remains diverse and piecemeal. Anchored by several theoretical lenses, the concept of GHRM is a fragmented phenomenon. As a result, this Systematic Literature Review (SLR) is critical in identifying gaps and bringing to light various theories that can enhance the domain's theoretical lens. The role of antecedents, moderators and mediators of GHRM in affecting organizational performance has been established. Furthermore, by synthesizing the methods used to get authentic and robust results, the piece of research will serve as a guide for future researchers.