Background: In the context of organizational innovation frameworks, knowledge plays a crucial role in sparking new ideas and bolstering innovation capabilities. Insights gathered from various sources can act as a catalyst for generating fresh concepts and pushing boundaries. Moreover, the effectiveness of innovation within an organization can be influenced by factors like employee retention and strategies in human resource management, which can either enhance or hinder the correlation between knowledge accumulation and innovation outcomes. The employee innovation performance involves a series of tasks carried out by individuals who not only possess knowledge and skills but also demonstrate consistency, active involvement in decision-making, intrinsic motivation, and a flair for innovation. Objective: This study endeavors to provide valuable insights into how non-standard service relationships, psychological contracts, and knowledge sharing practices can collectively impact and drive innovation in the green manufacturing sector. Arrangement: In the investigation of employee innovation performance within the development of the green manufacturing industry, the focus will be on exploring non-standard service relationships, psychological contracts, and knowledge sharing. These three specific facets play a pivotal role in shaping the innovation landscape in organizations operating within the realm of sustainable manufacturing. The arrangement of this study will begin by examining the impact of non-standard service relationships on employee innovation performance. By dissecting unconventional service models and their correlation with innovation behaviors, we aim to uncover novel insights that can fuel sustainable innovation practices in the green manufacturing sector. Method: The study adopts a quantitative methodology to collect data, concentrating on a group of employees across eight distinct outsourcing firms. This selection results in a comprehensive sample of 299 participants. For the analysis and manipulation of the data, the research utilizes Sructural Equation Modeling (SEM) based on Partial Least Squares (PLS) software. This choice facilitates a meticulous and structured analysis of the data gathered, ensuring precision in the research findings. Results: The research findings reveal a significant and positive influence of psychological contracts on the propensity for knowledge sharing among employees. This suggests that organizations that emphasize establishing strong psychological contracts are likely to nurture a work environment conducive to the free exchange of knowledge and ideas, thus promoting a culture of collaboration and continuous improvement. Additionally, the data points to a noteworthy positive correlation between the act of knowledge sharing and the ability of an organization to offer unique, non-standard services. This underscores the role of knowledge sharing as a catalyst for innovation, indicating that organizations encouraging such exchanges are in a better position to innovate and provide services that adapt to the changing demands of customers and stakeholders. Conclusion: The research underscores the critical but nuanced role of knowledge sharing in driving employee innovation, especially when contrasted with its pronounced impact on developing non-standard services. It highlights the necessity for organizations to create environments conducive to the free exchange of ideas, fostering innovation. The findings also reveal the significant influence of innovative service offerings and strong psychological contracts on boosting employee creativity and service quality, respectively. For the green manufacturing sector, these insights stress the importance of robust psychological contracts and an innovation-centric culture. Emphasizing trust, open communi

The current state of the Moroccan mountains in general, and the Beni Iznassen Mountains in particular, is the result of a dynamic process that has accelerated in recent years due to rapid demographic growth and the associated pressure on mountain natural resources. This has led to significant degradation, varying in severity across different areas within the Beni Iznassen Mountain range. In the context of these imbalances between natural mountain resources and the daily needs of the local population, there has been an emergence of various challenges, such as poverty and marginalization, affecting the lives of the region’s residents and a noticeable decline in socioeconomic indicators. This situation has consequently driven migration towards regions that better meet the population’s needs. Therefore, it has become essential to pay attention to this natural area by restoring its residents’ livelihoods, breaking their isolation, and rationalizing the use of its land-based natural resources. This has made the region a focus of territorial development efforts by both the state and local stakeholders.

The primary objective of this research is to investigate how non-financial incentives impact employee motivation within the Small and Medium Enterprises (SMEs) operating in Saudi Arabia. Employing a positivist research approach, we employed a carefully crafted survey to collect data from 365 employees employed by SMEs situated in Jeddah. The study explores various aspects, including the most common non-monetary motivators, the interplay between non-monetary and monetary incentives, and the effects of non-financial incentives on employee engagement, job satisfaction, and commitment. The results of the study indicate that employees working in small and medium-sized enterprises (SMEs) in Saudi Arabia place a significant emphasis on a good work environment, recognition, possibilities for personal and professional development, and career growth as prevalent non-monetary motivators. Additionally, the research illustrates a notable difference in the perceived efficacy of non-financial and financial incentives, whereby non-financial incentives are seen to have an equal, if not greater, impact on both motivation and work satisfaction. Moreover, the study reveals robust positive correlations between non-financial incentives and employee outcomes, underscoring the significance of these incentives in augmenting work satisfaction, job engagement, and commitment. The consequences of employee motivation are influenced by control factors, which have diverse influences, highlighting the complex nature of this phenomenon.

In June 2023, the European Union (EU) enacted the Regulation on Deforestation-Free Products (EUDR), which requires agricultural products to enter and leave its territory free from deforestation. The regulations apply to seven commodities: cattle, cocoa, coffee, oil palm, rubber, soya, wood, and their derivate products grown or raised on land subject to deforestation or forest degradation will be banned from entering the EU market. EUDR will have a significant impact on Vietnam’s Exports of Agricultural Products. Coffee, rubber, wood, and wood products are the main industries in Vietnam affected by this regulation, as the country exports a substantial portion of these products to EU markets. This article examines the impacts of the European Union Deforestation Regulation on Vietnam’s coffee supply chains, discusses possible unintended effects on coffee farmers and farming households, and explores strategies to mitigate these negative impacts while highlighting specific challenges that may arise. The results of this study contribute to a better understanding and management of Vietnam’s agricultural exports, particularly in the coffee sector. Additionally, the article gives some recommendations for improving Vietnam’s laws and policies on deforestation-free products.

This comprehensive review examines recent innovations in green technology and their impact on environmental sustainability. The study analyzes advancements in renewable energy, sustainable transportation, waste management, and green building practices. To accomplish the specific objectives of the current study, the exploration was conducted using the PRISMA guidelines in major academic databases, such as Web of Science, Scopus, IEEE Xplore, and ScienceDirect. Through a systematic literature review with a research influence mapping technique, we identified key trends, challenges, and future directions in green technology. Our aggregate findings suggest that while significant progress has been made in reducing environmental impact, barriers such as high initial costs and technological limitations persist. Hence, for the well-being of societal communities, green technology innovations and practices should be adopted more widely. By investing in sustainable practices, communities can reduce environmental degradation, improve public health, and create resilient infrastructures that support both ecological and economic stability. Green technologies, such as renewable energy sources, eco-friendly construction, efficient waste management systems, and sustainable agriculture, not only mitigate pollution but also lower greenhouse gas emissions, thereby combating climate change. Finally, the paper concludes with recommendations for policymakers and industry leaders to foster the widespread adoption of green technologies.

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.