Purpose: This study investigates the influence of green transformational leadership (GTL) on employee green behavior (EGB) in the hospitality sector of East Java, Indonesia, mediated by green self-efficacy (GSE) and green organizational culture (GOC). Addressing inconsistencies in prior research, the study aims to clarify how leadership and organizational factors collectively foster pro-environmental behaviors in sustainable tourism organizations. Research Methodology: This study used a quantitative explanatory survey involving 340 employees from 368 starred hotels in East Java. Samples were selected using the Slovin formula, and data were analyzed using PLS-SEM with SmartPLS 4.0 to examine GTL, GSE, GOC, and EGB relationships. Results: The study reveals three key findings: (1) GTL significantly enhances both GSE and GOC, with stronger effects on GOC (path coefficient = 0.852); (2) GSE and GOC partially mediate the relationship between GTL and EGB, with GOC exhibiting a stronger mediating role (path coefficient = 0.389); and (3) GTL directly influences EGB, though its indirect effects through mediators are more pronounced. Conclusions: The findings underscore the pivotal role of GTL in shaping employees' confidence and organizational culture to drive green behaviors. Organizations should prioritize leadership development and cultural initiatives to align sustainability goals with daily practices. Limitations: The study is geographically confined to East Java’s hospitality sector and relies on self-reported data, which may introduce bias. Future research could expand to other regions and industries while incorporating longitudinal designs. Contribution: This study advances theoretical understanding by integrating GSE and GOC as mediators in the GTL-EGB relationship. Practically, it offers actionable insights for fostering sustainable workplaces through leadership and cultural interventions.

Retraction notice: How can scientists and engineers contribute to organisational sustainability reform?

This study examined managers' assessment of human resource management (HRM) practices and organizational sustainability among new energy vehicle (NEV) enterprises in Jiangxi Province, China. Employing a descriptive-correlational design, data were collected from 241 managers across eight NEV enterprises using a validated online questionnaire. Descriptive and inferential statistics, including t-test, ANOVA, and Pearson's r, were used at a 0.05 significance level. Results revealed that HRM practices, encompassing recruitment, placement, training and development, compensation, and health and safety, were rated as very good overall. Additionally, organizational sustainability was found to be highly sustainable across economic, social, and environmental dimensions. A strong positive correlation (r = 0.978, p < 0.01) was found between HRM practices and organizational sustainability, indicating that effective HRM practices significantly enhance sustainable business performance. The study highlights the crucial role of HRM in promoting sustainability within China's NEV sector. It provides strategic insights for aligning human resource policies with the nation's dual-carbon and green transformation objectives.

BackgroundIntegrating Corporate Social Responsibility with Sustainable Development Goals is an opportunity to enhance sustainability in the health sector. However, its implementation faces challenges related to governance, the involvement of key participants, and resource allocation.MethodsThis qualitative study analyses how health institutions in Catalonia are incorporating Corporate Social Responsibility focused on Sustainable Development Goals. Ten professionals from five institutions of the Comprehensive Public Health System in Catalonia participated in semi-structured interviews. Atlas.ti was used for thematic analysis.ResultsOur findings underscore the critical role of institutional leadership, the establishment of participatory governance structures, and the implementation of strategic plans aligned with the Sustainable Development Goals as key drivers for the successful adoption of sustainability policies. Moreover, the study highlights the significance of effective internal communication and staff coaching in fostering and consolidating a sustainable organisational culture. Nevertheless, barriers such as lack of resources, resistance to organisational change, and the absence of clear evaluation and accountability mechanisms were explicitly identified in some institutions.ConclusionTo reinforce Corporate Social Responsibility in the health sector, this study recommends consolidating inter-institutional collaboration, improving strategic planning through sustainability indicators, and encouraging active participation of all parties involved. Effective integration of Sustainable Development Goals in health management requires surmounting structural barriers and instituting committed leadership to drive change and achieve a more sustainable organisation. By embracing sustainable practices, healthcare organisations can become leading agents of social, economic, and environmental transformation.Supplementary InformationThe online version contains supplementary material available at 10.1186/s12913-025-13447-5.

This study examines the readiness of the accounting and auditing profession to adopt disruptive innovations, with a particular focus on sustainable digital transformation. It investigates the factors influencing auditors’ and accountants’ intention to adopt blockchain technology (BT) as a sustainable digital infrastructure that enhances transparency, accountability, traceability, and operational efficiency. The research integrates the Unified Theory of Acceptance and Use of Technology (UTAUT) with the third iteration of the Technology Acceptance Model (TAM3), providing a comprehensive framework for understanding the sustainable adoption of emerging technologies. A quantitative research design was employed through an online questionnaire, collecting empirical data from 394 prospective and existing blockchain users within the accounting and auditing professions in Saudi Arabia. Data validation and hypothesis testing were conducted using Structural Equation Modeling (SEM) with Smart-PLS software (version 4.1.0.8). The results reveal a strong and significant positive influence of performance expectancy (PE), effort expectancy (EE), and social influence (SI) on intention to use (IU). Additionally, PE is positively and significantly associated with job relevance (JR) and output quality (OQ). Conversely, computer self-efficacy (CSE) shows no significant impact on EE, while compatibility (CO) positively influences EE but not IU. Moreover, EE has a substantial effect on PE. These findings contribute to the growing discourse on how disruptive ICTs are reshaping the accounting and auditing profession while supporting sustainable digital transformation. The study provides practical insights for policymakers, regulators, corporate leaders, and blockchain providers seeking to leverage BT not only for technological efficiency but also to advance long-term organizational sustainability and responsible governance.

Leadership is crucial for promoting sustainable organizational behavior amid growing global environmental concerns. This study reviews how various leadership styles impact employees’ sustainable actions, focusing on pro-environmental and organizational sustainability. A bibliometric analysis of Scopus-indexed articles from 2019 to 2025, which was run on June 25th, 2025, using VOSviewer and Biblioshiny, highlighted „leadership” as the central theme, but also “psychology”, “sustainable development”, or “employee performance”, with China, the UK, and South Korea as key research hubs. Journals like Sustainability (Switzerland) and the Journal of Environmental Protection and Ecology are prominent publication venues. The study emphasizes that leadership’s effectiveness in sustainability is enhanced by organizational factors such as internal communication, procedural justice, and green HR practices. However, there are still gaps in research on hybrid leadership models and the long-term impact of leadership on sustainable behavior. The findings contribute to theoretical understanding and provide practical insights for developing sustainability-focused leadership in organizations.

Key factors of industry 5.0-based organizational sustainability

Analysis of process safety management system sustainability in industrial organizations with regards to organization and personnel elements

COVID-19 pandemic has raised awareness of a rapidly changing world marked by uncertainty and rapid changes. This poses a significant challenge for startups, making them vulnerable to organizational sustainability issues due to various factors such as limited funding, a lack of innovation or challenges in human resource management. This phenomenon urges all stakeholders to continuously adapt and strengthen transformative leadership to foster innovation that supports sustainability. Amidst this phenomenon, startup company XYZ has demonstrated ongoing growth and resilience despite the challenges faced by many startups. Therefore, the aim of this research is to measure the influence of digital transformational leadership and person-organization fit on innovative work behavior, mediated by learning agility and knowledge-sharing behavior within company XYZ. The company employs 220 individuals, with 150 of them as respondents to the research questionnaire. Data were processed and analyzed using the PLS-SEM method. The research findings indicate that digital transformational leadership and person-organization fit positively influence innovative work behavior. Additionally, learning agility and knowledge-sharing behavior, as mediating variables between digital transformational leadership and innovative work behavior, have a positive impact. However, knowledge-sharing behavior as a mediation between person-organization fit and innovative work behavior does not have a positive influence.

How and when AI-driven capabilities foster organizational sustainability: A moderated mediation analysis of digital literacy and green HRM

Sustainable leadership innovation capability (SLIC): Enhancing organizational sustainability performance in the construction industry

This study aims to examine the implementation of Environmental, Social, and Governance (ESG) reporting in management accounting using the Systematic Literature Review (SLR) method. The Watase Uake platform is employed as a supporting tool for collecting, selecting, and analyzing relevant literature. Data were obtained from national and international scientific publications from 2015 to 2025 that discuss the integration of ESG into management accounting practices. The findings reveal that ESG reporting plays a significant role in enhancing transparency, accountability, and strategic decision-making toward sustainability. Management accounting serves a crucial function in providing relevant information for performance measurement and organizational sustainability reporting. However, several challenges remain, including the absence of unified reporting standards, differences in regulatory frameworks, and limited organizational readiness to integrate ESG aspects into internal accounting systems. This study contributes both theoretically and practically to the development of sustainability-oriented management accounting systems and enriches the body of literature concerning the relationship between ESG reporting and management accounting practices.

The analysis is focused on three aims: first, analyzing publishing trends and geographical representation, detecting emerging themes, and questioning the intellectual structure and future of the field. Using a bibliometric method, the study retrieved and analyzed 142 papers in the Scopus database with the support of VOS viewer and BiblioMagika. The results indicate that there has been a growing academic interest in GHRM and ESE, especially since 2020. The Asian countries, especially Pakistan, Malaysia, and China, have made noticeable contributions. Two main thematic groups were identified: one of the strategic constructs, sustainability, corporate social responsibility, and innovation, and the other of the psychological constructs, green behavior, self-efficacy, and human resource practices. The discussion explains why ESE is a crucial psychological process in GHRM that links HR policies and sustainable employee conduct. The implications of the study's findings are theoretically synthesized, enhancing GHRM and the ESE models by creating sustainability-based labor structures. The study can guide managers in developing GHRM interventions that will foster pro-environmental cultures. Overall, the study contributes to conceptual clarity by combining behavioral science with organizational sustainability, which implies a conscious shift toward employee-centric environmental change.

Cultivating Organizational Sustainability: How Transformational Leadership Drives Employee Performance in Malaysian Hospitality Industry

This thematic review investigates the pathways through which Perceived Corporate Social Responsibility (PCSR) influences critical employee outcomes, specifically commitment and resilience, by focusing on the mediating role of Psychological Capital (PsyCap). We conducted a systematic analysis of 20 empirical studies published between 2020 and 2024, focusing on emerging economies and labor-intensive sectors. The synthesis reveals four dominant themes: (1) CSR's crucial function during crises as an adaptive mechanism for employee resilience; (2) enhanced employee commitment derived from industry-specific and context-aware CSR practices; (3) the mediating power of psychological and emotional mechanisms (such as trust and empowerment) that connect CSR to positive attitudes; and (4) PsyCap's pivotal role in translating CSR perceptions into sustained commitment and proactive behavior. Our findings confirm that employee-focused CSR (e.g., welfare, safety) effectively boosts the core PsyCap dimensions (hope, optimism, resilience, and self-efficacy). This cultivated PsyCap, in turn, strengthens affective commitment and supports organizational performance. The discussion positions CSR-driven PsyCap development as both an essential recovery resource during uncertainty and a proactive driver of engagement. Theoretically, this study integrates strategic psychological mechanisms into the CSR-employee outcomes framework. It also provides actionable insights for managers in emerging economies who seek to design PsyCap-centered CSR strategies capable of fostering workforce resilience and organizational sustainability.

Digital transformation is expected to improve the sustainability, efficiency, and transparency of public organizations. Yet, it also entails unintended consequences by generating digital red tape, defined as dysfunctional rules that impose compliance burdens through their integration with digital technologies. This study examines how organizational structure shapes the emergence of digital red tape and how these patterns affect the sustainability of digital transformation. Using two-wave survey data from public employees, digital red tape was measured as digital compliance burden and digital functionality deficiency, while formalization and centralization captured key structural dimensions. Group comparisons were conducted to assess differences in digital red tape and its two dimensions across demographic and organizational categories, followed by robust OLS regressions estimated for upper, middle, and lower bureaucratic echelons. The results show that younger employees and those in lower-echelon organizations perceive higher levels of digital red tape. Across the full sample, both formalization and centralization are positively and significantly associated with digital red tape, with centralization displaying the strongest and most consistent relationships. Echelon-specific regressions further indicate that these structural associations vary in magnitude across hierarchical levels. Centralization remains positively related to digital red tape in all echelons, while the association between formalization and digital red tape appears most pronounced in the middle echelon. Ultimately, sustainable digital transformation requires recognizing both the existence of digital red tape and the ways in which organizational structures shape its emergence and distribution, potentially constraining organizational innovation and diminishing public value.

Objective – This study aims to propose a conceptual framework of the levels of marketing capability, contextual moderators, and their impacts on organizational performance. Design/methodology/approach – The authors present a theoretical study defining a conceptual model and proposing a theoretical structure that predicts the effects of different levels of marketing capability on performance. Findings – The results indicate that marketing capabilities can be configured across three levels: specialized, interfunctional, and higher-level capabilities. Furthermore, contextual moderators such as economic and industry factors may influence the relationship between these capabilities and organizational performance. Practical implications – Marketing capabilities positively affect organizational performance. Managers should consider which levels of capabilities are most relevant to their business and identify which ones need to be created, maintained, or enhanced. Originality/value – The originality of this study lies in the configuration and identification of distinct marketing capabilities based on a theoretical model and measurement scales for these capabilities. Both the theoretical model and the proposed scales can assist academic researchers in better directing their studies and help organizational managers broaden their understanding of marketing’s importance in improving organizational sustainability.

The study examines the impact of social innovation on sustainability in rural organizations in southern Sonora, within a context where these entities face economic, social, and environmental challenges that constrain regional development. The research addresses the limited understanding of how social innovation contributes to the sustainability of rural organizations in developing regions, which is an area still insufficiently explored in the existing literature. A quantitative correlational design was employed, using a 34-item questionnaire administered to 200 members of rural organizations in southern Sonora, Mexico. Sociodemographic data were processed using IBM SPSS version 23, and a structural equation model was constructed with SmartPLS V 4.0 to analyze the relationships among the variables. The results indicate a neutral trend in the responses, indicating a limited implementation of social innovation practices, likely associated with the small size, low level of development, and restricted technological capacity of these organizations, most of which are micro or small enterprises with limited infrastructure. Regarding the impact of social innovation dimensions on sustainability, the strongest effect was found in the social impact dimension, followed by type of innovation, economic viability, replicability, and intersectoral collaboration, with the latter showing the weakest effect. It is concluded that five hypotheses were accepted and one—related to intersectoral collaboration—was rejected, providing evidence on how social innovation contributes to the sustainable strengthening of rural organizations. These findings advance the theoretical understanding of social innovation in rural contexts and offer practical implications for the design of policies and management strategies aimed at enhancing sustainability within local development processes.

This study investigates the mediating role of Talent Management in the relationship between E-Human Resource Management (E-HRM) practices and Organizational Sustainability within the context of Abu Dhabi University. Grounded in theories including transaction cost theory, corporate social responsibility theory, and self-determination theory. The research examines how E-HR practices namely e-recruitment, e-training, e-compensation management, and e-evaluation of employee performance affect talent management-related outcomes and sustainable organizational performance. Using Partial Least Squares Structural Equation Modeling (PLS-SEM) on data collected from 133 faculty and staff, the study confirms that all E-HRM dimensions significantly influence Talent Management (β range = 0.24–0.36, p < 0.01). Talent Management also exerts a strong direct effect on Organizational Sustainability (β = 0.57, p < 0.001) and significantly mediates the relationship between E-HRM and sustainability (indirect effect β = 0.21, p < 0.01). The structural model explains 51% of the variance in Talent Management and 46% in Organizational Sustainability (R² = 0.51 and 0.46, respectively). These findings underscore the strategic importance of E-HRM systems in fostering talent development and advancing institutional sustainability. Practical implications suggest that higher education institutions should invest in digital HR infrastructure to enhance long-term organizational resilience and performance.

The implementation of ISO 9001:2015 as a quality management system standard has become a strategic issue in improving the competitiveness, efficiency, and consistency of organizational quality in the era of globalization and digitalization. However, the effectiveness of its implementation still varies depending on the organizational context, resource readiness, and quality culture. This study aims to systematically review the literature related to the implementation of ISO 9001:2015 to answer the main questions: how it affects organizational performance, how it is integrated with other management systems, and what the challenges and directions for future research are. The method used is a systematic literature review through a search of the Google Scholar and Publish or Perish databases using the keywords "ISO 9001:2015," "quality management systems," and "organizational performance." A total of 27 articles published between 2021 and 2025 were analyzed thematically. The review results show four main trends: the implementation of ISO in various sectors, the impact on performance and productivity, integration with other systems such as TQM and ISO 21001, and implementation challenges related to organizational culture and management commitment. In general, ISO 9001:2015 has been shown to improve organizational efficiency and reputation, but its success depends on the synergy between management, digital technology, and a quality culture. Further research is recommended to examine the integration of digital-based ISO and organizational sustainability.