Insights from machine learning-based topic modelling for business sustainability: themes, trends and future research directions

PurposeIn the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables.Design/methodology/approachThe authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used.FindingsThis research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the “ISO 9001 certification” control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR.Originality/valueCurrent literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil.

PurposeThe purpose of this paper is to analyse the relationship between top management commitment, corporate social responsibility (CSR) and green human resource management (GHRM).Design/methodology/approachA self-administered questionnaire was adopted to perform a systematic collection of data from manufacturing and service organisations in Malaysia. The partial least squares method was used for the conceptual framework of the study.FindingsThe observed findings indicate a significant positive relationship between top management commitment and CSR, as well all dimensions of GHRM. However, counterintuitively, the relationship between CSR and GHRM was found not to be as significant as expected (except for CSR and green analysis/job description), which can be explained through the emerging perspective that CSR and HRM should be linked.Research limitations/implicationsThe findings provide insights as to the nature of GHRM and how it is affected by CSR and top management commitment in an emerging economy – in this particular study, Malaysia. Moreover, the observed results highlight the crucial importance of top management commitment in implementing GHRM practices and CSR efficiently in order to create positive environmental performance.Originality/valueThe authors believe that, to date, no study has explored the links between top management commitment, CSR and GHRM using empirical data from Malaysia, as well as that this research is an important emerging topic for researchers, academicians and practitioners.

Purpose: This study aims to empirically test and analyze the role of Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM) and Green Lifestyle on business sustainability mediated by digital skills.Design/Methodology: This study involved logistics managers at manufacturing companies in DKI Jakarta and West Java, Indonesia. It is because these two provinces have the largest manufacturing companies in Indonesia. From a late survey, the researchers obtained data from 250 questionnaires that were distributed. Then from all the data, there were 218 data that could be processed for further analysis. This study utilized the Structural Equation Model (SEM) analysis technique with AMOS 24 software in the data testing process.Findings: This study has confirmed a number of findings including: With the current COVID-19 Pandemic, Green Human Resources Management (GRHM) and Green Supply Chain Management (GSCM) are needed in Business Sustainability. GSCM has a positive effect on Business Sustainability (BS). Indonesia is also facing a revolution of 4.0 and 5.0, and Green Human Resources Management (GHRM) practice has an influence on BS and is deemed having significant and positive effect. In addition, manufacturing companies support the practice of green environment so that Green Supply Chain Management (GSCM) practice needs Digital Skill (DS) in enhancing its performance. Also, it has been proven in this research that GSCM has positive and significant effect. Digital Skill (DS), however, has no direct effect on Business Sustainability (BS).Research Limitation/Implications: This study focuses on the scope of green human resource management, green supply chain management, and green lifestyle and their impact on business sustainability mediated by digital skills. The next study is expected to examine the concept of green human resource management in service companies in order to obtain unique findings and confirm the relevance of the green human resource management concept in various business phenomena.Originality/value: This study explains the concept of Green Human Resource Management (GHRM), Green Supply Chain Management (GSCM) and Green Lifestyle (GL) towards Business Sustainability (BS) which is a different concept from the concept of Human Resource Management (HRM) implemented in manufacturing companies. In addition, this study discusses the green supply chain in its influence on business sustainability. Also, this study explains the role of the concept of Digital Skills (DS) in influencing Business Sustainability (BS).Practical and Social Implication: This study is expected to be a reference for practitioners, especially in the fields of Green Human Resource Management (GHRM), Green Lifestyle (GL), and Green Supply Chain Management (GSCM) in improving Business Sustainability (BS). Furthermore, the concept of green human resource management can be used by organizations as an effective alternative to increase responsibility in increasing business sustainability. Digital skills have a very significant role in implementing the research model.

Evaluation of clustering and topic modeling methods over health-related tweets and emails

Purpose: Identification of the main areas of research addressed in scientific publications that also relate to Corporate Social Responsibility (CSR) and Green Human Resource Management (GHRM). Design/methodology/approach: The study was designed and conducted between December 2024 and May 2025. It was based on a systematic review of the literature. Two bibliometric queries were constructed to explore the Scopus database (Q1) and the Web of Science database (Q2). The bibliometric analysis was performed on the author's keywords assigned to 92 selected scientific publications, from which the main areas of research were extracted using the VOSviewer software. Findings: Thirteen main areas of research addressed in scientific publications that also relate to CSR and GHRM were identified. Apart from CSR and GHRM, researchers most often referred to issues such as sustainability, environmental performance and green innovation. Research limitations/implications: The main limitations of the study include the author's own bibliometric queries (Q1 and Q2) and the restriction of the selection of scientific publications to two databases (Scopus and Web of Science). These limitations also allow the study to be repeated in the future to identify changes and compare the study with other bibliometric analyses focused on CSR and/or GHRM. Originality/value: The analyses conducted stand out from previous bibliometric studies focused on CSR and/or GHRM in terms of the content of bibliometric queries. During the analysis, numerous research implications and practical applications for business were outlined. In addition, potential future directions for research on CSR and GHRM were identified, including various issues related to green jobs. The article is intended for those interested in CSR and GHRM.

Corporate social responsibility (CSR) and green human resource management (GHRM) are gaining attention across industries but remain underexplored in hospitality and tourism. This sector heavily impacts the environment with substantial water use, high energy consumption, and waste generation. It faces increasing pressure from stakeholders for greater environmental responsibility, highlighting the need for a deeper understanding of green initiatives and their effects. To address this gap, this article investigates how companies pursuing green initiatives influence sustainable business performance. Utilising data from 293 respondents in the hospitality industry in Vietnam, the study employs a partial least squares-structural equation model. The results reveal that CSR, GHRM and green employee behaviour positively impact sustainable business performance sustainability. Moreover, environmental regulation, green culture and green transformational leadership enhance CSR and GHRM. This study offers valuable insights into green initiatives, environmental regulation and CSR for governments, practitioners and academics. Managers can integrate green strategies into their operational practices, complying with environmental compliance, pursuing CSR and ultimately promoting sustainable performance.

The purpose of this study is to examine the impact of green marketing and corporate social responsibility (CSR) on sustainable performance with the mediating role of green human resource management (GHRM). This research is applied in terms of its objective and descriptive-survey in terms of data collection method. The statistical population consists of managers, experts, and engineers of Aria Jonoob Iranian Company, totaling 270 individuals. Based on the Morgan table and using a simple random sampling method, a sample size of 155 participants was determined. The conceptual model of the research was developed based on theoretical studies, and accordingly, a standard questionnaire was utilized to collect the required data. To assess the validity of the questionnaire, content validity was applied using the opinions of professors and experts, and Cronbach’s alpha was employed to determine its reliability. Structural equation modeling (SEM) was used to test the hypotheses. The research findings were analyzed using SPSS 22 and SMART PLS software. The results indicated that corporate social responsibility has a significant impact on both sustainable performance and green human resource management. Moreover, the mediating role of green human resource management in the relationship between corporate social responsibility and sustainable performance was confirmed. Green human resource management was found to have a significant impact on sustainable performance. Additionally, green marketing significantly influences both sustainable performance and green human resource management. Finally, green human resource management plays a mediating role in the impact of green marketing on sustainable performance. Based on the results, the significance of the influence of green marketing and corporate social responsibility on sustainable performance through the mediating role of green human resource management is underscored.

PurposeThe purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also investigates how the impact of GHRM varies depending on the extent of transformational leadership.Design/methodology/approachAdopting a quantitative approach, the sample consists of 376 employees who hold leadership positions in the academic body and those who work in human resources units at universities who won the Web Metric Award.FindingsResults have shown that all GHRM practices were found to have a significant and positive effect on CSR. In addition, the findings revealed that transformational leadership positively moderates the relationship between GHRM and CSR.Originality/valueThe findings of this study contribute to the existing body of knowledge by providing empirical evidence of the positive relationship between GHRM practices, transformational leadership and CSR performance. In addition, the study highlights the moderating influence of transformational leadership on the relationship between GHRM and CSR, suggesting that transformational leadership can increase the efficacy of GHRM practices in promoting CSR outcomes.

ABSTRACTDespite the growing significance of corporate social responsibility (CSR) in corporate public relations (PR) strategies, there has been a paucity of comprehensive reviews of the extant CSR literature within the PR discipline. The aim of this study is to investigate the relationship between the concept of CSR and the discipline of PR through a hybrid concept‐discipline‐focused review. We employed latent dirichlet allocation (LDA) via topic modeling as a novel approach for intellectual structure analysis. The dataset for this review comprised 246 peer‐reviewed articles on CSR published between 1975 and 2022. Based on the LDA results, five topics were identified and discussed: the political CSR stream, social media‐oriented CSR, consumer‐oriented CSR, CSR reporting, and business‐oriented CSR. Additionally, implications for both academic and practical applications were drawn, along with recommendations for future research. This study is pioneering in its contribution to the literature and practice of CSR‐related PR research, offering insights into the intellectual structures and trends within this field.

Sustainable Human Resource Management (HRM) has emerged as a crucial enabler of organizational sustainability in response to evolving workplace dynamics and global ESG demands. This study explores the integration of Environmental, Social, and Governance (ESG) principles into Green Human Resource Management (GHRM) practices and investigates how employee happiness moderates the relationship between GHRM and organizational performance, including environmental and economic outcomes. Using data from the World Values Survey (WVS), this study analyzes responses from 66 countries over a five-year period, comprising 94,278 data points. A quantitative approach employing Smart PLS 4 examines the direct and moderated effects of GHRM on environmental and economic performance (EP and ENP). Variables include ESG dimensions (Environmental, Social, and Governance), happiness as a moderating factor, and key performance indicators. Statistical methods such as hierarchical regression and structural equation modeling (SEM) were used to validate the hypotheses. The results confirm that integrating ESG principles into GHRM is feasible and significantly enhances both environmental and economic performance. While happiness positively moderates GHRM’s impact on organizational outcomes, its effect is relatively limited. This suggests that although happiness can improve employee engagement and environmental participation, its overall strengthening effect on GHRM is less pronounced under varying levels of happiness. This study contributes to the Sustainable HRM literature by incorporating ESG principles into GHRM practices and exploring the novel role of happiness as a moderating variable. It provides empirical evidence supporting the integration of sustainability frameworks into HRM strategies to enhance organizational performance. Furthermore, it emphasizes the importance of aligning GHRM with employee well-being to ensure sustainable workplace innovation. JEL classification numbers: F66, M14, M21, O50. Keywords: Green Human Resource Management (GHRM), ESG (Environmental, Social, Governance), Employee Happiness, Environmental Performance, Economic Performance.

This study aims to analyze the influence of green human resource management on green service behavior mediated by corporate social responsibility at PT X. The study uses green service behavior variable indicators, namely extra-role green service and intra-role green service. The method used in sampling is nonprobability sampling of 127 respondents. Primary data collection using a questionnaire method. This study uses validity, reliability, normality, heteroscedasticity, linearity, simple linear regression analysis, t-test, coefficient of determination test, path analysis, and path coefficient. The results of the study showed that: (1) Green human resource management has a significant positive effect on extra-role green service. (2) Green human resource management has a significant positive effect on intra-role green service. (3) Green human resource management has a significant positive effect on corporate social responsibility. (4) Corporate social responsibility does not have a significant positive effect on extra-role green service. (5) Corporate social responsibility has a significant positive effect on intra-role green service. (6) Green human resource management and corporate social responsibility have a simultaneous influence on extra-role green service. (7) Green human resource management and corporate social responsibility have a simultaneous influence on intra-role green service.

The function of human resource (HR) department has been importantly considered as the important catalyst of organizations’ green culture by place or arrange its practices and policies with the goal of organizational sustainability and has intricate that so as to modify green management, employees must be arising from some external creative impulse, given the authority or power to try to something. Green human resource management (GHRM) incorporate practices that are environment friendly and also commencing practices for sustainable use of resources that result in more efficiencies, less wastage, improved work attitude, improved QWL, low cost, better employee performance and retention of talented manpower, which help the organization to scale back employee carbon footprints by the means of GHRM initiatives, that is, flexi work schedule, electronic filing of information, car-sharing while going to the office, jobsharing at workplace for better productivity, teleconferencing and social media platforms, virtual interviews on various digital platforms, recycling, telecommuting, online training, energy-efficient office space and so on. The purpose of this study is to analyze the role of GHRM practices in context of sustainability of business. From the perspective of GHRM, this study argues that GHRM can play an important and useful role in business in promoting environment- related issues by adopting and following the processes. The application of GHRM enables organizations to scale back their costs and invest their resources for the betterment of the environment. Organizations that recruit employees with the target to reinforce environmental outcomes have gained customer satisfaction and eventually increased their performance. Companies are now able to associate green practices and human resource dimensions with their organizational objectives of better environmental management (EM) can be successful in the organization journey towards environmental sustainability. The research paper aims to highlight the role of GHRM for better business sustainability. The research paper will help managers to improve sustainability of business and achieve the targeted goals using GHRM practices.

Purpose The purpose of this paper was to investigate the factors impacting the trajectory of the Sustainable Development Goals (SDGs), focussing on the effect of environmental, social and governance (ESG) practices, socially responsible investment (SRI), corporate social responsibility (CSR) and green finance (GF). This was done with a prime focus on its integrated framework, including its antecedents, consequences, topic modelling and future directions. Design/methodology/approach The systematic review was based on 505 documents published in the Scopus database from 1975 to 2023. The authors applied VOSviewer for network visualization and topic modelling for content analysis. The study unveiled intricate connections and patterns within SDG’s pillars (ESG, SRI, CSR and GF). The integrated framework was designed based on antecedents, mediators, moderators, control variables and consequences. The authors also employed Latent Dirichlet allocation (LDA) for topic modelling. Findings The authors in this study elucidated the complex network of relationships, influences and impacts that would help realize the SDGs through its pivotal pillars. In order to gain a deeper understanding of the advancements made in achieving the SDGs, it was imperative to investigate the factors that served as the foundation for this progress. Organizations that emphasized ESG and CSR practices achieved financial success and demonstrated their commitment to social and environmental responsibility. SRI and GF emerged as catalysts for change at the convergence of financial practices and sustainability principles. SRI and GF could pursue economic sustainability through social and environmental gains. Originality/value Through a comprehensive exploration, the authors in this study elucidated how these interconnected domains were anchored in responsible business and investment practices. The integrated framework thus linked several disconnected theoretical fragments based on a systematic review. Furthermore, LDA and topic modelling mapped the SDGs’ influence, progress and realization.

This study aimed to evaluate whether green human resource management practice encourages prospective candidates to join environmentally responsible enterprises through organizational reputation and corporate social responsibility. The sample was gathered from 402 students from various universities in Bangladesh using a pre-structured questionnaire. The link between the latent components has been explained by analyzing the obtained data using the Partial Least Squares Method (PLSM) of Structural equation Modeling (SEM). The findings indicated that green human resources management has a positive relationship with job pursuit intention and organizational reputation and that corporate social responsibility plays a significant mediating role in this relationship. Students studying in universities in Bangladesh reported having higher job pursuit intentions towards organizations that practice environmental responsibility. The results also show that green human resource management is a source for luring graduated students to pursue careers in green firms and will enable practitioners to combine green human resource management with their conventional human resource practices to employ qualified applicants. The results provide valuable insights into the nature of green human resource management and how the top management is committed to green initiatives in an emerging economy like Bangladesh. Also, the results will help the top management understand how to use green human resource management projects to create corporate social responsibility initiatives and an excellent corporate reputation and attract highly qualified, socially responsible employees to improve environmental performance in organizations. The national policymakers may also get input in designing a green human resource management policy for the economy. Bangladesh is a climate-vulnerable country with a minimal practice of green human resource management in the economy, so the empirical findings of this study will attract researchers, academicians, and practitioners of human resource management to carry out further research in the economy of this area. Finally, this study contributes to the body of knowledge in the still-emerging subject of green human resource management by empirically showing worthy outcomes.

Objective. This study aims to identify the core characteristics of Saemaul Undong, which was applied as a strategy for rural development in Korea, to analyse the role of government in the implementation process of this policy, and to put forward some implications for the developing countries to be able to apply its principles and the government’s roles for their own rural development. Design/Methodology/Approach. The methods applied to the analysis are text mining analysis and topic modelling analysis, which are widely used in the field of social sciences nowadays. The data employed in this study are the guidelines regarding implementing the Saemaul Undong policy, which was drawn up by former president Park Chung Hee. Results/Discussion. As a result of the analysis, it may be said that the core characteristics of Saemaul Undong policy include: emphasis on the role of Saemaul Undong leaders, financial support from the Government, cooperation of villagers, support from public officials, a spirit of self-help, and movement to promote rural development. Conclusions. In conclusion, it is expected that the principles and implementation methods of the Saemaul Undong policy implemented in Korea in the 1970s can be applied to developing countries suffering from poverty in the future if they are appropriately modified to suit the conditions of developing countries. Originality. So far, the important principles of Saemaul Undong's policy have not been studied through topic modeling, so fundamental principles have not been derived. This study has great significance because it systematically derived core principles through the topic modeling method.