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This paper tries to retrospect the mounting application of machine learning (ML) and artificial intelligence (AI) in the human resource management area. The document applies bibliometric analysis and uses relational techniques to explore dimensions of documents in the field. The results highlight publication trends, most impactful authors, countries and institutes in the research area. The science mapping along with co-citation and bibliometric coupling analysis revealed major developments in the field. The thematic mapping and trend analysis highlighted the past and emerging trends towards significant and impactful research in the areas of robotics, big data, AI and data analytics. This paper sets the base for future researchers by coordinating and combining various past researches to help in understanding the evolution of ML and AI in human resource management and expansion of knowledgebase.

This study aims to investigate how university students experience a skill transformation process aligned with the sustainable development goals (SDGs). This transformation occurs through their participation in a service-learning programme alongside an international volunteering project. The theoretical framework for understanding this skill transformation process is based on the “rite of passage”.

Qualitative methodology is adopted by conducting 23 online surveys with volunteers (virtual and onsite) and five with coordinators across the rite of passage phases. Volunteering was carried out in five Mayan indigenous communities in Mexico as part of an international cooperation project with the goals of supporting community-based tourism development and strengthening volunteers’ skills in accordance with the SDGs.

Results show that international volunteering programmes for university students significantly enhance their interpersonal and professional skills, demonstrating strong potential for implementing the SDGs. These programmes provide learning and education opportunities for both volunteers and local communities. Volunteers gain a broader perspective on gender equality and cultural barriers. Additionally, volunteering supports sustainable tourism, economic worth and collaboration among institutions. Both volunteers’ personal characteristics (educational level and sociocultural context), as well as their sociocultural context, influenced the perception of the skill transformation process and learning about the SDGs. Finally, a new educational university programme in volunteering aligned with SDGs is proposed.

This research examines the practical ramifications of incorporating volunteer programmes into university courses. Universities must include these initiatives in their educational systems as a means of enhancing student learning.

A new educational university programme in volunteering aligned with SDGs is proposed. This study suggests a shift in university mindset, as well as increased funding for training and adherence to the SDGs.

This study pioneers the rite of passage framework in an international volunteer tourism project facilitated by universities, emphasizing volunteering as a valuable tool for SDG implementation, considering the interrelationships between objectives.

The purpose of this paper is to bring new insights into the underexplored mediating role of psychological empowerment (PE) in the link between high-performance work systems (HPWS) and employees’ affective commitment. Furthermore, given the distinct behaviour that the different dimensions of PE have shown in previous studies, we have followed the call for more empirical research in this field by considering such specific dimensions. Thus, the present paper examines, from a multilevel perspective, the extent to which Spreitzer’s (1995) employee PE dimensions (meaning, competence, self-determination and impact) mediate the relationship between HPWS and employee affective commitment.

A multilevel approach, with matched data from HR managers and a sample of 504 core employees in 142 Spanish firms, is used to test the hypotheses through structural equation modelling methodology.

We corroborate that three of the dimensions of employee PE (meaning, self-determination and impact) mediate the relationship between HPWS and employee AC.

The study contributes to the existing literature by elucidating the importance of generating motivating feelings in employees as a way of promoting affective reactions in organisations. More specifically, it highlights the usefulness of examining and boosting different segments of the psychological empowerment construct when seeking committed employees.

Employee green behavior contributes to the achievement of hospitality organizations’ sustainability goals. However, there is a need to examine how green human resource management (GHRM) fosters employees’ green behavior. Anchored on the conservation of resources (COR) theory, we anticipate that GHRM may have double-edged effects on employees’ organizational citizenship behavior for the environment (OCBE) via two opposing mechanisms (e.g. environmental passion and emotional exhaustion). Moreover, we expect that the relationship of GHRM on environmental passion and emotional exhaustion depends on environmentally specific empowering leadership (ESEL).

The data were garnered from 356 hospitality employees in Pakistan and analyzed using partial least squares structural equation modeling (PLS-SEM).

The findings revealed a significant and positive link between GHRM and employee OCBE and environmental passion and a significant and negative relationship between GHRM and emotional exhaustion. Similarly, the link between environmental passion and employee OCBE was significant and positive and between emotional exhaustion and employee OCBE was significant and negative. Our results indicate that the impact of GHRM on OCBE among hospitality employees was mediated by environmental passion and emotional exhaustion. Further, ESEL strengthened the association of GHRM with environmental passion while mitigating the effect of GHRM on emotional exhaustion.

Anchored on the COR theory, our study provides novel empirical evidence by investigating the mechanisms and boundary conditions between GHRM and employee OCBE nexus in the hospitality realm.

Drawing an inference from institutional theory and dynamic capabilities view, this study empirically examined the impact of three institutional dimensions (regulative, normative and cognitive) and green entrepreneurial orientation (GEO) on a business firm’s performance. In addition, the moderating effect of dynamic capabilities on the relationship between GEO and firm performance was also explored.

The data were collected from 527 information technology (IT) firms in Pakistan using paper–pencil questionnaires, and the hypotheses were tested using structural equation modeling.

The findings showed that the regulative and normative institutional dimensions enhance GEO and firm performance in the selected developing country. However, the cognitive institutional dimension fails to report any substantial influence on GEO and firm performance. The findings raised concerns about lower individual accountability as well as the promotion of green practices and firm performance. In addition, dynamic capabilities positively moderate the GEO influence on firm performance.

With the interplay of institutional dimensions, GEO (as mediator) and dynamic capabilities (as moderator), this study developed and tested a unique framework to understand their influence on firm performance. Specifically, we extended the literature by giving evidence that among the three institutional dimensions, only regulative and normative are considered more important because of their direct and indirect (through GEO) positive effect on firm performance. In contrast, the cognitive institutional dimension failed to report any significant direct or indirect impact on firm performance in our study.

This research assesses the present condition of Circular Economy (CE) practices in green hotels situated in two leading Middle Eastern nations, Saudi Arabia and Egypt. Furthermore, it investigates the crucial impact of Industry 4.0 innovations in facilitating the relationship between the adoption of CE initiatives and hotel performance (HP).

Data from 59 green hotels in Saudi Arabia and 76 in Egypt were collected online, resulting in 400 complete forms, providing a diverse sample size suitable for PLS-SEM analysis using JASP software as a leading machine learning application.

The results demonstrate a notable correlation between CE strategies, including redesign, production, reuse and recovery in hotels and HP. Additionally, the impact of Industry 4.0 performance on the relationship between CE and HP is facilitated by four distinct CE loops.

This study offers practical insights into implementing CE practices in the hotel industry, aiding policymakers and establishments in enhancing sustainability and performance. Key stakeholders can use these findings to develop strategies that integrate CE initiatives, improve operational outcomes and align marketing efforts with sustainable practices.

This study is groundbreaking in its exploration of the relationship between CE and the transition to Industry 4.0 in the MENA region, analyzing the specific CE practices that contribute to high HP. The tested model expands on the Natural Resource-Based View and stakeholder theory by incorporating the critical role of Industry 4.0 innovations in the CE–HP nexus.

This paper aims to illustrate how service ecosystem governance may provide a suitable ground to pursue holistic resilience to “wicked” socio-economic and ecological problems, for enhancing “place-based” sustainable performance outcomes through an organizational, interorganizational and context setting.

This work suggests the use of “place-based” collaborative ecosystem platforms driven by a dynamic performance governance approach as a setting where facilitated performance dialogue is carried out among networked stakeholders. This fosters a holistic view of performance sustainability where intangibles, inertial, cultural and behavioral factors play a key role in policy analysis.

The paper illustrates how different research streams framing stakeholder relationships under a business, hybrid organization and public sector perspective converge toward the “service ecosystem” construct, as a common field for sustainable “place-based” value creation. This performance governance perspective frames accountability for achieving sustainable outcomes through interconnected viewpoints, i.e. (1) time (short vs long-term), (2) subject (single organization, “theme-focused” service ecosystem and “place-based” service ecosystem) and (3) field (socio-economic, cultural and ecological).

This work has an interdisciplinary track. It recommends feedback and “stock-and-flow” modeling to enhance framing counterintuitive patterns of behavior of dynamic complex socio-economic, cultural and ecological subsystems within “place-based” collaborative ecosystem platforms. Combining an inside-out with an outside-in view triggers sustainable outcome-based dynamic performance governance through an organizational, interorganizational and context setting.

This study aims to look into how customer satisfaction (CS) plays a mediating role in the relationship between corporate social responsibility (CSR) and customer loyalty (CL) among Ethiopian commercial bank clients.

This study used a survey research design to collect information from 790 Ethiopian commercial bank customers. Purposive sampling techniques were used in the study to choose respondents, and the AMOS structural equation model in conjunction with SPSS was used to evaluate the hypotheses.

The findings show that CSR has a significant effect on both CS and CL. Likewise, CS plays a positive role in fostering CL. Moreover, CS acts as a mediator in the connection between CSR and CL. This suggests that CSR and CS are key factors in determining CL among commercial bank customers in Ethiopia.

This study examined the overall impact of CSR on loyalty. Future research can explore the impact of specific CSR initiatives, such as environmental sustainability, charitable giving, community involvement and ethics. Another implication could involve studying moderating factors like customer demographics and industry context. This study is a cross-sectional study; therefore, future studies should focus on longitudinal studies that could reveal the long-term effects of CSR on CL. Additionally, examining the effects of CSR on stakeholders beyond customers, like employees and suppliers, could provide a broader understanding of its impact on business performance and social outcomes.

By investing in CSR activities that resonate with customer values, banks can improve CS and ultimately CL. This highlights importance of aligning CSR strategies with customer preferences and expectations to create strong emotional connection with customers. Moreover, leveraging CSR efforts as unique selling point can differentiate banks from competitors and attract socially conscious consumers. By concentrating on delivering high-quality services and personalised experiences while communicating transparently about their CSR initiatives, banks build trust and loyalty among customers. Continuous monitoring and evaluation of CSR programmes are essential to ensure their effectiveness and alignment with customer needs, leading to CS and CL.

By demonstrating that CSR activities positively impact CS and CL, commercial banks can contribute to the overall well-being of society. Engaging in socially responsible practices not only enhances the reputation of banks but also fosters a sense of trust and goodwill among customers. This leads to a more positive perception of banks as ethical and socially conscious institutions, ultimately benefiting the community at large. Furthermore, by emphasising the mediating role of CS in the relationship between CSR and CL, banks can better understand how to cultivate long-term relationships with their customers based on mutual trust and value.

Prior research has mainly focused on instantaneous customer responses like buying intentions and brand perception. By contrast, this study delves into the enduring impact of CSR on customer actions, specifically CL. Furthermore, it breaks new ground by exploring CSR as a higher-order construct to elucidate how CS serves as a mediator between CSR initiatives and CL.

This study aims to investigate the determinants influencing green mindfulness among university students in Malaysia within the context of the Malaysia 2030 Agenda, focusing on Sustainable Development Goal 17 attainment.

The research uses a quantitative approach with a sample of 203 young adults. It explores the factors of goal difficulty, knowledge and awareness, spirituality, values and perceived university environmental responsibility (PUER), using a novel theoretical framework termed universal identity theory (IT).

Values, knowledge and awareness and PUER significantly contribute to green mindfulness, whereas spirituality and goal difficulty did not exhibit a substantial relationship to green mindfulness.

Limited representation of diverse age groups and the potential influence of seniority on spirituality. Future research should expand the framework to include green behavior and performance, increase the sample size and consider a broader age demographic.

Universities play a crucial role in promoting green mindfulness through the establishment of rules, regulations, environmental initiatives, incentive systems and the introduction of a green mindfulness course. Clear communication channels and top-down approaches are recommended.

This research contributes to understanding the mechanisms that induce green mindfulness among university students in Malaysia, aligning with national and global sustainability goals.

The universal IT provides a comprehensive understanding of how personal, social and community-based identities collectively influence green mindfulness. This theoretical perspective contributes to the environmental psychology and sustainability studies field, offering a culturally sensitive approach.