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In this paper we proposed a solar cell having model “Back Contact/CZTS/ZnCdS/ZnO/Front Contact”. CZTS is working as an absorber layer, ZnCdS as a buffer layer and ZnO as a window layer with back and front contacts. The Zn content was varied from 0% to 10% and bad gap was changed from 2.42 to 2.90 eV as described in the literature. The impact of this band gap variation has been observed on the performance of solar cell by using SCAPS-1D software. The efficiency was varied due to variation in bandgap of ZnCdS thin film layer. The simulation was carried out at 300K under A.M 1.5 G 1 Sun illumination. The energy bandgap diagram has been taken from SCAPS to explain the different parameters of solar cell. The effect of ZnCdS having different bandgap values was observed. Then the thickness of CZTS layer was varied to check its effect and hence at 3.0 um gave the imporved efficiency of 13.83% roundabout. After optimization of CZTS layer thickness, the effect of working temperature was examined on the performance of solar cell. The absorption coefficient variation from 1E+4 to 1E+9 cm-1 caused major effects on the characteristics parameters of solar cell along with on J-V characteristics and Quantum Efficiency curve. At 1E+9 cm-1 absorption coefficient the efficiency of solar cell boost up to 16.24%. This is the remarkable improvement in the efficiency of solar cell from 13.82% to 16.24%. After optimization of all parameters, simulation was run at 280K, having CZTS thickness of 3.5 um, with 10% content Zn in ZnCdS (2.90 eV), and absoption coefficient of 1E+9, the model efficiency reached up to 17.6% with Voc of 0.994 V, Jsc 26.1 mA/cm2 and Fill factor was 71.4%.

In this research work, the electrical simulation of 1D5P model solar cell is done using LTSpice-IV simulation software. In this work effect of environmental conditions i.e temperature, solar irradiance, and parasitic parameters i.e series as well as shunt resistances was carried out. It has been discovered that as temperature increases the performance of solar cell decrease because temperature causes to increase the recombination phenomenon and hence lower the performance. However, when the temperature rises from 00C to 500C, the I-V and P-V curves move to the origin showing the negative effect of increasing temperature on the solar cell. Solar irradiance has major role on the performance of solar cell. As solar irradiance increases from 250 Wm-2 to 1000 Wm-2, the performance of solar cell increases accordingly and I-V as well as P-V curve moves away from the origin. It is concluded that for different series resistances, I-V along with P-V characteristic of 1D5P model solar cell varies, as at 0.02Ω series resistance, a maximum short circuit current and maximum power is obtained. But when series resistance increased up 2 ohm only, the I-V and P-V curves moves to origin drastically. Shunt Resistance is the path of reverse current of the cell. As the shunt resistance increases, the path for reverse current decreased, hence all current goes to load, hence maximum power is obtained. Similarly when the value of shunt resistance decreased, the voltage-controlled section of I-V characteristics curve is moved closer to the origin hence reduced the solar cell performance. It's critical to understand how different factors affect the I-V and P-V characteristics curves of solar cells. The open circuit voltage, short circuit current and maximum power is all variable. The influence of these factors may be extremely beneficial when tracking highest power point of a solar cell applying various methods.

Industrial parks make great contributions to the local economy, society, and culture, but they have also encountered many problems, such as limited resources, the longevity of ecological restoration, and the contagion of safety accidents. As a socioeconomic and ecological composite system formed by the interaction of multiple stakeholders, the solutions to succeed in workplace sustainability in industrial parks are still not known. The purpose of this study is to explore how to integrate existing resources to achieve a win-win situation in industrial park safety and environmental protection issues. According to Actor-network Theory and a systematic search, this study identifies the relevant subjects from selected 24 studies and clarifies the interactions made by these subjects. In sum, this study concludes two main modes of developing workplace sustainability in the park from multiple actors’ perspectives: self-regulation of inner park subjects and the driving force of exterior park subjects.

Our study focuses on the role of foreign capital which includes foreign direct investment, foreign aid, and economic freedom in poverty alleviation in developing and underdeveloped countries by using panel data from 1995 to 2018 for 71 countries. In the pursuit of achieving our objective, we employed several econometric techniques such as dynamic ordinary least square, fully modified ordinary least square, dynamic fixed effect, and pooled mean group regression methods. Furthermore, we performed the Granger causality test, impulse response function, and variance decomposition analysis. In our long-run estimations, we found that foreign direct investment could significantly alleviate poverty but increases poverty in the short run. Instead, foreign aid plays no significant role in poverty alleviation. Moreover, economic growth and economic freedom are essential as our findings consistently exhibited that they play a crucial role in poverty alleviation. We also found bidirectional causality between poverty alleviation and population growth, while a unidirectional causal linkage was found from poverty alleviation to foreign aid. We conclude that policymakers should look at a new paradigm of developmental assistance, and governments should also create an aiding environment for foreign investment to support their growth plan. First published online 13 December 2022

“Green innovation” and “green products” are buzzwords in the current era. However, consumers habitually resist innovative appliances that differ from the conventional ones. This study investigates the influence of green innovation practices on consumer resistance to green innovation products and the moderating influence of environmental awareness and pro-environmental behaviors based on the diffusion of innovation and expectation theories. A cross-sectional online survey of 750 SME employees revealed numerous significant causal associations between green innovation practices and consumer resistance to green product innovation. Additionally, the moderating effect of environmental awareness and pro-environmental behavior was assessed. The results supported the predicted moderating relationships. This study contributes to the body of knowledge for green product manufacturers worldwide and provides key insights to the SMEs. This study also has several theoretical and practical implications as well as the future research prospects.

Abstract The study examined the responsiveness of the environment of Ghana to changes in key economic indicators such as the international trade, energy consumption, urbanization, economic growth, and financial development. Our study utilized the ecological footprint as the indicator for environmental degradation as it encompasses the entire ecosystem that supports humankind consumption and activities. Consequently, the use of ecological footprint gives a clear and a bigger picture of environmental degradation than any individual pollutant(s). This study takes into cognizance the influence of structural break in the time series variables. The findings from the dynamic ordinary least square (DOLS) established the existence of an inverted N‐shaped environmental degradation‐economic growth relationship for Ghana under the cubic EKC framework. The ARDL bound testing approach confirmed the presence of long‐run cointegration among the variables. Furthermore, the bootstrap causality revealed a unidirectional causality running from energy consumption to export and urbanization to export. Our study, therefore, advocates for the production and consumption of enhanced energy‐efficient products and commodities among the populace of Ghana.

Based on the theory of planned behavior, this paper presents a study on the core components of attitude, subjective norm, perceived behavior control, and introduces a moral emotional variable, namely environmental indebtedness, as the emotional factors in the attitude variable to explore the influencing factors and mechanism of consumer green purchase behavior. To examine the predictors of consumer green purchase behavior, data were collected from Chinese consumers and a total of 408 responses were considered valid. Through comparative analysis, it is found that environmental cognition, descriptive norm, and self-efficacy have a highly significant positive impact on green purchase intention, and self-efficacy was found the best predictor of intention. In addition to that, when environmental indebtedness, self-efficacy, controllability, and green purchase intention jointly have significant effects on green purchase behavior, environmental indebtedness has the best effect. This research offers significant contributions and provides decision-making recommendations.

This study aims to investigate the impact of stakeholders’ views on the practices of green innovation (GI), consequent effect on environmental and organizational performance (OP), and moderating influence of innovation orientation. A quantitative method was employed for the sample size of 515 responses. To accumulate the data from the respondents, convenient random sampling was used. Data were collected from manufacturing and services firms through a field survey by using a closed-ended questionnaire based in the Punjab province of Pakistan. The analysis was done using the structural equation model of the partial least square analysis method. Our findings proved a positive and significant link between stakeholders’ views on GI practices. A significant association has been found between GI practices and environmental and OP. The moderating effect was found to be negative but statistically significant. This research offers numerous contributions and provides decision-making insinuations.

The increase of social media (SM) has led to continuous deviations in how day-to-day entrepreneurial activities can be carried out. Additionally, studies devoted to SM entrepreneurship and SM are relatively limited and fragmented in their focus. However there is growing interest from scholars, practitioners and academia for upcoming studies and exploration within small and medium-sized enterprises (SMEs) context. This research explores the impact of entrepreneurial orientation (EO) on SM adoption and SME performance in developing countries. We employed the resource-based view (RBV) as the foundation for developing the conceptual framework The present study employed a closed-ended questionnaire to collect data from SMEs located in Pakistan. Partial-least-squares-structural equation-modeling (PLS-SEM) was utilized for the analysis of 423 responses. The results proved a direct positive link between EO-SMEs performance, EO-SM adoption, SM adoption-SMEs performance, innovation capabilities (IC), and SME performance. Partial mediation was found between EO and SME performance, and the significant moderation effect of IC was found between SM adoption and SME performance. This paper has implications for practitioners and researchers regarding SM adoption in the SMEs. It builds an empirical, multi-dimensional hypothesized model, including mediating and moderating roles affecting the relationships.

Generally, it is difficult to work efficiently in a toxic environment. Surprisingly, leaders are found to be liable for such toxic atmosphere because they possess certain traits that employees perceive as victimization. This research assesses the relationship between the dark triad (narcissism, Machiavellianism, and psychopathy) and perceived victimization with a focus on the mediating effect of abusive supervision and the moderating effect of mindfulness. For this purpose, we surveyed 274 employees in the healthcare sector of Pakistan by using random sampling technique in three waves. To analyze the data, the structural equation model with partial least squares and PROCESS were used. The findings suggest that abusive supervision plays a mediating role in the association between the dark triad and perceived victimization. The results did not support the mediating role of abusive supervision in the association between narcissism and perceived victimization, however, the mediated moderation model was supported. Further, the findings suggest that mindfulness weakens the effect of abusive supervision on perceived victimization. Finally, the theoretical and practical implications of the results are also discussed.

This study investigated the role of entrepreneurial passion in recognition of opportunity, developing entrepreneurial self-efficacy, and entrepreneurial intention, in the shaping of entrepreneurial actions in the presence of proactive personality. This study applied partial least squares structural equation modeling to test the hypotheses on a sample of 346 university students from Jiangsu province, China. The output of the study showed that entrepreneurial passion positively and significantly influenced entrepreneurial alertness, entrepreneurial self-efficacy to entrepreneurial intention, and entrepreneurial behavior. The findings also showed that a proactive personality positively and significantly moderated the relationship between entrepreneurial intention and entrepreneurial behavior.

Knowledge sharing between individuals is a key process for knowledge-intensive organizations to create value and gain a competitive edge. An individual is in the center of a complex set of factors, which are conducive to the knowledge-sharing process. The purpose of this empirical study is to explain the interaction mechanisms between personality and knowledge-sharing behavior and to examine the mediating effects of willingness to share knowledge and subjective norm. The theory of planned behavior, the social exchange theory, and the big five personality traits theory are combined to explain tacit knowledge-sharing behavior. A survey strategy and purposive sampling was applied, and the analysis was conducted on a sample of 288 employees from Croatia working on knowledge-intensive tasks for which high levels of tacit knowledge sharing are characteristic. A standard online questionnaire consisted of items evaluated on a 7-point Likert-scale, ranging from strongly agree (7) to strongly disagree (1). In the structural model, relationships between altruism, willingness, subjective norm, and tacit knowledge sharing were tested. Confirmatory factor analysis with maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest that altruism has a direct impact on tacit knowledge sharing, reaffirming a relationship with knowledge sharing but distinguishing between sharing of different types of knowledge, assessing tacit knowledge sharing as a construct separate from general knowledge sharing. Our findings suggest that willingness to share is a predictive factor of knowledge sharing behavior between employees, having both direct impact on tacit knowledge sharing and being a mediator between the trait of altruism and tacit knowledge sharing. The mediation test also indicates that altruism has an indirect influence on tacit knowledge sharing when subjective norm was a mediator. The findings suggest that personality traits relying on social capital, such as altruism, have more influence on tacit knowledge sharing compared to personality traits that have accentuated intrinsic components. The study contributes to the better understanding of factors stimulating knowledge-sharing behaviors and provides recommendations based on empirical evidence, which may later be applied in the development of knowledge-sharing leadership styles, employee hiring, and auxiliary initiatives.

The main aim of the study was to empirically investigate the mediating role of organizational commitment (OC) and person–organization fit (POF) between the causal relationship of supportive work environment (SWE) and employee retention (ER). One thousand questionnaires were sent to the targeted population included employees of all chains of multinational fast-food brands (restaurants) in Lahore, Pakistan. The restaurants were selected from clusters by using a cluster sampling technique. Questionnaires were comprised of multiple items adopted from former studies to obtain responses using quantitative methodology. For statistical analysis and to test the proposed hypothesis, the partial least squares (PLS) structural equation modeling (SEM) technique was employed through Smart PLS 2.0 M3 software. The study’s findings elucidated that SWE has a positive and significant association with ER. In addition, OC and POF acted as mediators between the relationship of a SWE and ER. This study presented implications for human resource (HR) practitioners that they should endure developing mechanisms for imparting a SWE to foster healthy exchange relationships with people, which in turn will result in ER. This article significantly contributed to the extant literature on the relationship of the SWE and ER while highlighting the critical factors to be noticed for retaining key employees. This study also explicated the limitations and scope for further research.

In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers’ well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees’ effectiveness and ensure better performance by preventing work-family conflict from occurring.

This study investigates the impact of transformational leadership on employee retention in small- and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership– OCB and OCB–employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.

This study investigates the relationship between supervisory behavior, conflict management strategies, and sustainable employee performance and inquires the mediating effect of conflict management strategies. Data were collected from the SMEs of the manufacturing industry of Pakistan. The significance of the model was assessed using the PLS-SEM (structural equation modeling). The findings of the study revealed a positive and significant relationship between supervisory behavior and sustainable employee behavior. Similarly, conflict management strategies had a positive effect on the relationship between supervisory behavior and sustainable employee behavior. This study adds in the current literature of supervisory behavior as a critical predictor of sustainable employee performance in two ways. Firstly, this study validates Conflict management strategies as an influential mediator between the relationship of supervisory behavior and sustainable employee performance. Secondly, this study provides substantial practical implications for managers at SMEs to enhance sustainable employee performance through supervisory behavior, stimulated by conflict management strategies. This study is based on cross-sectional data; more longitudinal studies can further strengthen the generalizability of relationships between the constructs. The study adds in the current literature of PLS-SEM as an assessment model for direct and mediation relationships.

Synthesizing theories of ethical leadership, psychological climate, pro-environmental behavior, and gender, first, we proposed and tested a model linking supervisors’ ethical leadership and organizational environmental citizenship behavior via a green psychological climate. Then, we tested the moderating effect of gender on the indirect (via a green psychological environment) relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Time-lagged (three waves, 2 months apart) survey data were collected from 447 employees in various manufacturing and service sector firms operating in China. Data were analyzed using structural equation modeling, bootstrapping, and multigroup techniques to test the hypothesized relationships. The results showed a positive relationship between employee ratings of supervisors’ ethical leadership and organizational environmental citizenship behavior. Moreover, a green psychological climate mediates the relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Importantly, the multigroup analysis revealed that gender moderates the indirect relationship (via green psychological climate) between supervisors’ ethical leadership and organizational environmental citizenship behavior. The study carries useful practical implications for policymakers and managers concerned about environmental sustainability.

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.