This empirical paper investigates the impact of green brand knowledge, green trust, and social responsibility on consumer purchase intentions within the developing nation of Pakistan. By highlighting the importance of these factors in influencing consumer behavior towards environmentally friendly products, the study aims to address the pressing need to mitigate environmental pollutants. Employing a quantitative research methodology, the study utilizes a questionnaire survey adapted from previous research to gather data. Regression analysis reveals significant and positive relationships between green brand knowledge, green trust, social responsibility, and consumer purchase intentions. Notably, green brand knowledge emerges as the most influential factor in shaping purchase intentions. This study contributes to the existing literature by providing insights into the dynamics of consumer behavior in a developing country context and offers practical implications for managers and decision-makers seeking to align organizational goals with consumer preferences for green brands. The findings underscore the importance of integrating environmental considerations into marketing strategies to meet consumer demand for sustainable products and foster environmental stewardship.

This study examined the factors influencing the organizational satisfaction of employees in public institutions. In the case of public institutions that must provide stable public services on behalf of the government, the organizational satisfaction of employees will be more important. In this regard, this study includes the perception of HRM and trust between employees as affecting factors, and the perception of HRM consisted of sub-components such as fairness of evaluation and excellence of education and training. Moreover, this study considered trust between employees as a mediator. In more specific, online surveys were conducted with 705 employees of public institutions in Korea, and the Structural Equation Model (SEM) was performed. The results indicated that the perception of HRM affected organizational satisfaction directly or indirectly. In addition, trust between employees mediated between all sub-components of perception of HRM and organizational satisfaction. Particularly, trust between employees has been verified to increase the influence of the perception HRM. Meanwhile, in the case of Korea, there are more public institutions than other countries, and many other countries are showing high interest in Korea’s public institution operation system. In this respect, dealing with Korean public institutions as examples provides important international implications.

The aim of this study was to assess the challenges of rural landholding rights of women in Boloso sore Woreda. The population that used as source of data were sample womenfrom four kebeles,Kebele land administration committee members,Woreda women,youth and children office head,Woreda women’s association president,Woreda agriculture office head and Woreda agriculture office rural land administration desk experts.four kebeles from 28 rural kebeles selected by using systematic random sampling. Data gathered using questionnaire were analyzed using SPSS where descriptive and inferential were used for the purpose. Secondary data were collected from different relevant literatures such as reports, research results documents and publications. As to the findings,women landholding trend in the study area was highly contrasts legally ensured equal holding and using rights of women with men.The community including women themselves perceive women independent landholding as taboo and prohibits it.Even if they hold by different means,the plot of land they got or held was small in size and not conducive for agriculture and house construction. The awareness of women on rural land registration and certification benefit was also poor. Thus,rural women should be initiated to organize and struggle for their equal landholding and administering rights.

Business intelligence is crucial for businesses, from start-ups to multinationals. Examining the role and efficacy of business intelligence (BI) technologies in gathering, processing, and evaluating data to assist responsible management practices and decision-making is crucial in the modern age, especially for educational institutions. This study investigates the impact of Business Intelligence (BI) tools on Knowledge Management (KM) stages and their subsequent influence on Responsible Business Practices Outcomes in the educational sector of the United Arab Emirates. Using a quantitative research design, the study collected data from 406 faculty and staff members across various UAE universities via a structured survey. It analyzed the data using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results revealed a significant positive relationship between the use of BI Tools and the implementation of KM Stages, indicating that the utilization of BI tools is instrumental in enhancing knowledge management processes. However, the direct effect of BI Tools’ usage on responsible business practices’ outcomes was insignificant, suggesting the need for a mediating factor. KM Stages Implementation emerged as a significant mediator, indicating that the benefits of BI tools on responsible business practices are realized through their influence on KM processes. Moderation analyses showed that Institutional Culture, Training, and Expertise significantly moderated the relationship between BI Tools Usage and KM stage implementation, while Support from Management did not have a significant moderating effect. These findings highlight the importance of fostering an enabling institutional culture and investing in training and expertise to leverage the full potential of BI tools in promoting responsible business practices in educational settings. The study contributes to the literature on technology adoption in education and provides practical implications for educational administrators and policymakers seeking to integrate BI tools into their institutional practices.

This study investigates the impact of human resource management (HRM) practices on employee retention and job satisfaction within Malaysia’s IT industry. The research centered on middle-management executives from the top 10 IT companies in the Greater Klang Valley and Penang. Using a self-administered questionnaire, the study gathered data on demographic characteristics, HRM practices, and employee retention, with the questionnaire design drawing from established literature and validated measuring scales. The study employed the PLS 4.0 method for analyzing structural relationships and tested various hypotheses regarding HRM practices and employee retention. Key findings revealed that work-life balance did not significantly impact employee retention. Conversely, job security positively influenced employee retention. Notably, rewards, recognition, and training and development were found to be insignificant in predicting employee retention. Additionally, the study explored the mediating role of job satisfaction but found it did not mediate the relationship between work-life balance and employee retention nor between job security and employee retention. The research highlighted that HRM practices have diverse effects on employee retention in Malaysia’s IT sector. Acknowledging limitations like sample size and research design, the study suggests the need for further research to deepen understanding in this area.

Despite noticeable research interest, the labor-intensive Readymade Garments (RMG) industry has rarely been studied from the perspective of workers’ productivity. Additionally, previous studies already generalized that rewards and organizational commitment lead to employee productivity. However, extant research focused on the RMG industry of Bangladesh, which consists of a different socio-cultural, economic, and political environment, as well as profusion dependency on unskilled labor with an abundance supply of it, hardly considered job satisfaction as a factor that may affect the dynamics of compensations or rewards, commitment, and employee productivity. To address this research gap, this study analyzes the spillover effect of compensation, organizational commitment, and job satisfaction on work productivity in Bangladesh’s readymade garments (RMG) industry. Besides, it delves into the analysis of job satisfaction as a mediator among these relationships. We examined the proposed model by analysing cross-sectional survey data from 475 respondents using the partial least squares-structural equation model in Smart PLS 4.0. The findings show that higher compensation and organizational commitment levels lead to higher levels of job satisfaction, leading to greater productivity. This research also discovered that job satisfaction is a mediator between compensation and productivity and commitment and productivity, respectively. Results further show that increased organizational commitment and competitive wages are the two keyways to boost job satisfaction and productivity in the RMG industry. Relying on the findings, this study outlines pathways for organizational policymakers to improve employee productivity in the labor-intensive industry in developing countries.