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.

Research that discusses the impact of implementing Green Human Resource Management and environmentally friendly behavior, especially in sustainable tourism, is limited. It becomes crucial to understand how implementing good green human resource management practices in tourism sector organizations. To achieve the objectives of this research, a qualitative approach was used where the data and information collected were obtained through direct observation and interviews with tourism informants. The findings show the importance of environmentally friendly behavior as the implementation of green human resource management is able to improve tourism management. The uniqueness of this research is developing a model of human resource readiness in implementing environmentally friendly behavior towards sustainable tourism. This resource readiness will be reflected in the GHRM model in supporting sustainable tourism. The results of this research offer a model of sustainable Green Tourism which includes antecedents, implementation and results achieved. These antecedents come from internal and external (environmental ethics and management commitment) managers which will result in good GHRM implementation. This model will be the basis for implementing sustainable tourism in human resource management practices based on literature reviews and also tourism management practices.

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.