The goal of this research is to focus on the impact of HR agility on Jordanian pharmaceutical manufacturing companies’ innovative performance. The study population of the study consists of managers at different levels of pharmaceutical companies listed on the Amman Stock Exchange. Convenience sample consists of 450 questionnaires was sent. PLS-SEM was employed in this work to assess the measurement model and to verify the study theories. The findings revealed that human resource agility has a positive impact on innovative performance. The implications of the research as this analysis have shown, a variety of factors influence the agility of human resources, allowing organizations to create and implement strategies that lead to better adaptability in a rapidly changing environment. Significant ramifications could arise from this review for organizations that prioritize fostering employee confidence, refining strategies to gain a competitive edge, enhancing employee skills, and adapting to both internal and external shifts in the work environment.

There is a growing emphasis on employee engagement in organizations and academia. It is reflected through an increasing number of academic publications that explores the link between human resource management practices and employee engagement. The present study investigates this relationship using bibliometric analysis. It is crucial to understand how human resource management practices influence employee engagement for creating a more productive and engaged workforce. The publications that focused on “human resource management” and “employee engagement” between 1996 and 2023 were analysed using the Biblioshiny package in R from the Web of Science (WoS) database. The analysis examined the existing research trends and also included comparative analysis across different geographic regions. It identified the emerging trends in human resource management research and the interconnectedness of various sub-disciplines within human resource management. This study offers a comprehensive analysis of the relationship between human resource management practices and employee engagement that revealed new avenues for future research and collaboration within the human resource management field. In other words, it will certainly provide valuable insights for future research agendas.

The objectives of the study are to assess the impact of green human resources management (GHRM) policies and knowledge on the environmental performance of a public transportation company employees. Data from 1130 respondents were analyzed using SmartPLS modeling. The findings that GRHM affected employees of a public transportation company mediated by roles of green human resources management policies and knowledge. GRHM affected public transportation employees’ environmental performance significantly. Employees in the public transportation industry can use the study’s results to their advantage by developing plans to increase their sense of belonging to the company and their impact on the environment. Therefore, many companies understand the value of public transportation employees as the forefront ‘agent of change’ towards a significant positive environmental change in the community.

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.

The employees in academic sector had to face an abrupt change due to Covid-19 pandemic and transformation of education into online and remote learning. This has led to virtual work intensity as an aftermath that negatively influences employees’ job satisfaction. In addition, due to remote working conditions, the lines between work and life had been dimmed and thus, the current situation is important to be addressed for wellbeing of academic staff. This research specifically aims to examine impact of virtual work intensity on job satisfaction among university staff. Furthermore, mediating effect of organizational support and work-life balance on the aforementioned relationship are analyzed to better understand the underlying effects. Through PLS-SEM and using a questionnaire survey, a total of 183 data were collected from teachers and administrative staff of two universities. The results show that virtual work intensity can hinder job satisfaction, while organizational support and work-life balance can improve job satisfaction of academic employees. This is due to the fact that support, and balance act against work intensity that diminishes wellbeing of individuals. This implies the vital role of organizations (e.g., human resource department) in providing support for their staff, and creating an environment, where academic staff can have a better work-life balance, leading to higher rates of job satisfaction as an important factor for psychological wellbeing.

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.