The construction industry is a significant contributor towards global environmental degradation and resource depletion, with developing economies facing unique challenges in adopting sustainable construction practices. This systematic review aims to investigate the gap in sustainable construction implementation among global counterparts. The study utilizes the P5 (People, Planet, Prosperity, Process, Products) Standard as a framework for evaluating sustainable construction project management based on environmental, social, and economic targets. A Systematic Literature Review from a pool of 994 Sustainable Construction Project Management (SCPM) papers is conducted utilizing the PRISMA methodology. Through rigorous Identification, Screening, and Eligibility Verification, an analysis is synthesized from 44 relevant literature discussing SCPM Implementations worldwide. The results highlight significant challenges in three main categories: environmental, social, and economic impacts. Social impacts are found as the most extensively researched, while environmental and economic impacts are less studied. Further analysis reveals that social impacts are a major concern in sustainable construction, with numerous studies addressing labor practices and societal well-being. However, there is a notable gap in research on human rights within the construction industry. Environmental impacts, such as resource utilization, energy consumption, and pollution, are less frequently addressed, indicating a need for more focused studies in these areas. Economic impacts, including local economic impact and business agility, are further substantially underrepresented in the literature, suggesting that economic viability is a critical yet underexplored aspect of sustainable construction. The findings underscore the need for further research in these areas to address the implementation challenges of sustainable project management effectively. This research contributes towards the overall research of global sustainable construction through the utilization of the P5 Standards as a new lens of determining sustainability performance for construction projects worldwide.

Tropical peat swamp is an essential ecosystem experiencing increased degradation over the past few decades. Therefore, this study used the social-ecological system (SES) perspective to explain the complex relationship between humans and nature in the Sumatran Peatlands Biosphere Reserve. The peat swamp forest has experienced a significant decline, followed by a significant increase in oil palm and forest plantations in areas designated for peat protection. Human systems have evolved to become complex and hierarchical, constituting individuals, groups, organizations, and institutions. Studies on SES conducted in the tropical peatlands of Asia have yet to address the co-evolutionary processes occurring in this region, which could illustrate the dynamic relationship between humans and nature. This study highlights the co-evolutionary processes occurring in the tropical peatland biosphere reserve and provides insights into their sustainability trajectory. Moreover, the coevolution process shows that biosphere reserve is shifting toward an unsustainable path. This is indicated by ongoing degradation in three zones and a lack of a comprehensive framework for landscape-scale water management. Implementing landscape-scale water management is essential to sustain the capacity of peatlands social-ecological systems facing disturbances, and it is important to maintain biodiversity. In addition, exploring alternative development pathways can help alter these trajectories toward sustainability.

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.

This study investigated the utilization of Artificial Intelligence (AI) in the Recruitment and Selection Process and its effect on the Efficiency of Human Resource Management (HRM) and on the Effectiveness of Organizational Development (OD) in Jordanian commercial banks. The research aimed to provide solutions to reduce the cost, time, and effort spent in the process of HRM and to increase OD Effectiveness. The research model was developed based on comprehensive review of existing literature on the subject. The population of this study comprised HR Managers and Employees across all commercial banks in Jordan, and a census method was employed to gather 177 responses. Data analysis was conducted using Amos and SPSS software packages. The findings show a statistically significant positive impact of AI adoption in the Recruitment and Selection Process on HR Efficiency, which in turn positively impacted OD Effectiveness. Additionally, the study indicated that the ease-of-use of AI technologies played a positive moderating role in the relationship between the Recruitment and Selection Process through AI and HR Efficiency. This study concludes that implementing AI tools in Recruitment is vital through improving HR Efficiency and Organization Effectiveness.

This research explores the impact of employee green behavior on green transformational leadership (GTL) and green human resource management (GHRM), and their subsequent effects on sustainable performance within organizations. Utilizing a sample of 482 environmental quality promotion departments across Thailand, the study employs stratified random sampling to ensure representative data collection. Analysis was conducted using SPSS software, applying Ordinary Least Squares (OLS) regression to test the hypothesized relationships between the variables. The findings reveal a positive and significant influence of employee green behavior on both GTL and GHRM. Additionally, both GTL and GHRM are found to positively correlate with sustainable performance, indicating that enhanced leadership and management practices in the environmental domain can lead to better sustainability outcomes. This research utilizes the Ability-Motivation-Opportunity (AMO) theory as its theoretical framework, illustrating how organizations can leverage strategic HRM practices to promote environmental consciousness and action among employees, thereby enhancing their long-term sustainability success. Implications of this study underscore the importance of integrating green practices into leadership and HRM strategies, advocating for targeted training programs and energy conservation measures to boost environmental awareness and performance in the workplace. This contributes to the literature on sustainable performance by providing empirical evidence of the pathways through which green HRM and transformational leadership foster a sustainable organizational environment.