Abstract: This paper explores the transformative impact of artificial intelligence (AI) on organizational teamwork, decision-making, and resilience. This paper furthur reviews recent literature on the integration of Artificial Intelligence (AI) in various organizational functions, focusing on its impact on innovation management, leadership paradigms, and organizational resilience. We provide groundwork required to enhance frameworks that can integrate cognitive scaffolding with antifragile team dynamics, employing behavioral economics and neurocognitive principles. We introduce methodologies for enhancing team resilience through adaptive AI systems, cross-training interventions, and pre-mortem simulation techniques. The framework addresses key challenges in confirmation bias mitigation, cultural dimension alignment, and vigilance decrement prevention. This paper explores how cognitive scaffolding mechanisms within organizations enhance team antifragility, enabling dynamic adaptation and growth under stress. We further synthesize findings from studies exploring the adoption of generative AI tools like ChatGPT by innovation managers, the potential of AI in enhancing resilience for small businesses in the context of Industry 5.0, and the evolving role of leadership in the age of AI. Furthermore, we examine the significance of human factors such as emotional intelligence, empathy, and self-compassion in navigating the integration of AI and fostering innovation and resilience within teams and organizations. This review highlights the complex interplay between technological advancements and essential human capabilities in shaping the future of work and organizational success. Through systematic analysis of 32 peer-reviewed studies (2016-2025), we surveyed and found how AI cognitive scaffolding systems improve team antifragility by 214% when combined with human emotional intelligence. Our review by studying research reveals that hybrid AI-human decision models achieve 38% faster response times while maintaining 89\% prediction accuracy in behavioral assessments. The paper introduces a novel cultural alignment metric for global teams and evaluates four STAR framework variants for AI-enhanced workforce development.

Abstract: The aim of the study is to examine the motivations for joining the volunteer fire service and the role of fire brigade support and leadership in the decision of volunteer firefighters. Furthermore, the study aims to develop a framework that identifies the factors that lead them to consider leaving the association. A survey was conducted among volunteer firefighters from a selected association in Slovenia and the questionnaire was developed based on the existing literature. The study used descriptive statistics, t-tests, Spearman's rank correlation and binary logistic regression to test the hypotheses. The study shows that people who are attracted to high-risk and stressful environments are more likely to volunteer for the fire service. The enjoyment of adrenaline-driven activities decreases with age, indicating a shift in motivation. Support from the fire brigade and positive interpersonal relationships are important motivators for volunteering. The logistic regression model highlights the reasons for leaving the volunteer fire service and provides insights into the changing motivations and concerns of firefighters in different age groups. This study expands our understanding of volunteer motivation in the fire service and provides practical implications for improving recruitment and retention strategies. The framework developed in this study is a valuable tool for identifying at-risk volunteers and addressing the factors that may lead to their departure from the fire brigade.

Abstract: This paper presents an integrative framework examining the relationship between ambidextrous innovation, organizational resilience, and high-quality development in contemporary enterprises. Drawing on both empirical research and field observations across diverse industry contexts, I conceptualize how organizations' capacity to simultaneously pursue exploratory and exploitative activities (ambidexterity) enhances their ability to anticipate and respond to disruptions (resilience), which ultimately enables sustainable value creation beyond traditional growth metrics (high-quality development). I introduce a conceptual model mapping these relationships, identifying key mediating and moderating variables including leadership approach, organizational structure, and industry context. The model illustrates how ambidextrous capabilities create a foundation for building resilience, which in turn develops both adaptive capacity and trans-formative capability—organizational attributes critical for high-quality development that transcends short-term performance optimization. The accompanying diagnostic tool operationalizes this framework through a validated 20-item instrument measuring four dimensions critical to sustainable enterprise development. This integrated perspective offers both theoretical insights into organizational adaptation mechanisms and practical guidance for leaders navigating increasingly turbulent business environments.

Abstract: Brazilian watershed management councils offer an interesting environmental eco-nomics case study. They illustrate how the noösphere is a major force in environmental regulations that terraform surface topography. Across the state of Ceará, Northeast Brazil, democratic management system of watersheds, i.e., watershed management councils (WMC) promote scientific and democratic regulations of environmental rela-tions: a clear case of the noösphere transforming the semiarid landscape into a fertile ground for agriculture. This paper discusses the environmental economics of the re-gion by studying the noösphere using both institutional diagnosis and social network analysis. I argue that environmental and ecological discussions should privilege the category of “terraformation” over “adaptation”, especially now, in the Anthropocene. In other words, the increased dominance of mankind over nature would be better un-derstood by treating democratic environmental governance and sustainable develop-ment as a kind of “ritual regulation” which shapes “environmental relationships”. The lessons from Ceará’s 38-year-old natural experiment could prove valuable for tackling the more pressing issues of environmental change and human collective action.

Abstract: This paper presents a review and propose framework for training older financial services employees (age 45+) in Generative AI applications. As banks rapidly adopt AI tools, our research identifies specific barriers facing older workers including technological anxiety, interface complexity, and knowledge retention challenges. We conclude that older workers require approximately 30-40% more training time than younger colleagues but achieve comparable proficiency with appropriate support. Key success factors include: (1) peer mentoring systems pairing tech-savvy junior employees with senior staff, (2) simplified interfaces removing unnecessary technical options, and (3) job-specific practice scenarios rather than abstract exercises. This paper further explores the critical need for training older adults in Generative AI (GenAI). While GenAI offers transformative potential across various sectors, ensuring equitable access and its adoption requires addressing the specific challenges faced by older populations. These challenges include digital literacy gaps, concerns about data privacy and security, and the need for user-friendly interfaces especially for older population who might be largely non-technical. The paper examines recent literature and key considerations for developing effective GenAI training programs for older adults, emphasizing the importance of foundational digital skills, accessible language, personalized learning, and ongoing support. Additionally, this study highlights the digital divide faced by older adults, emphasizing the need for structured AI training programs. Furthermore, it analyzes future projections of GenAI's impact, highlighting the necessity of upskilling and reskilling the workforce, including older individuals, to bridge the emerging GenAI skills gap. The paper categorizes and quantifies the types of sources used to support its claims, providing a comprehensive overview of the current state of research and expert opinion on this topic with tables, graphics and charts. By addressing the unique needs of older learners and preparing for the future of GenAI, we can foster digital inclusion and empower all members of society to benefit from this transformative technology. This paper also examines the impact of Generative AI (GenAI) and Agentic AI on the financial services sector, with a specific focus on workforce training and upskilling. Key findings from litreature indicate that by 2027, 80\% of the engineering workforce will require AI-related upskilling (Gartner) and AI-driven automation can reduce manual data tasks by up to 80% (West Monroe). For example, in banking, AI adoption has led to tangible productivity gains, such as Capitec Bank employees saving over one hour per week using AI tools (as suggested by recent reports). The paper categorizes and quantifies recent AI adoption trends, workforce transformation data, and financial efficiency metrics to provide a comprehensive condensed overview of the evolving AI landscape in financial services based on recent reports.

Abstract: This study examines the impact of ESG (Environmental, Social, and Governance) management activities on organizational trust and commitment among employees in large manufacturing enterprises. Additionally, it investigates the moderating effect of job position on the relationship between ESG management activities and organizational performance. The key findings from the empirical analysis are as follows: First, all three ESG factors—environmental (E), social (S), and governance (G)—had a positive effect on organizational trust. Second, the environmental and governance factors had a positive effect on organizational commitment. However, the social factor exhibited a negative effect on organizational commitment. Third, the environmental factor showed a negative effect on organizational performance. In contrast, the social and governance factors had a positive effect on organizational performance. Fourth, organizational trust was found to enhance organizational commitment significantly, confirming that employees who trust their organization are more likely to be committed to it. Fifth, a strong sense of trust in the organization was shown to contribute positively to organizational performance and competitiveness. Sixth, organizational commitment positively impacted organizational performance, reinforcing the idea that highly committed employees contribute to better outcomes. Seventh, the study confirmed that job position moderated the relationship between ESG management activities and organizational performance, indicating that employees at different hierarchical levels perceive ESG management's impact differently. This study expands the research scope of ESG management beyond marketing, HR, and service industries to focus on employees in large manufacturing enterprises. This provides new insights into how ESG initiatives influence internal organizational dynamics. From a practical standpoint, the findings highlight the necessity of strategic initiatives to ensure employees fully understand and engage with ESG-related policies. To successfully implement ESG management, organizations must develop effective communication and integration strategies that foster employees' recognition of ESG initiatives.

Abstract:

There is growing urgency to address society’s complex issues, many of which are incorporated within the Sustainable Development Goals (SDGs). Higher education has a special role and a responsibility to support and promote these goals and to prepare students for the complex challenges they will face as future leaders. The SDG framework helps students understand SDGs, but special competencies are necessary to address them effectively. Sustainability competencies (SCs) impart the personal/emotional development missing from current programming, but higher education institutions (HEIs) have been reluctant to introduce them into the curricula. Meanwhile, graduating students are ill-prepared for the complex problems, like sustainability, they will face as new managers and leaders. Our research question focused on identifying essential evidence that would support the implementation of SCs in HEIs. Our purpose was to raise awareness of the need for action in improving sustainability education and to assist in moving the issue forward. To enhance reading, we have purposefully included multiple sections that capture and highlight the essential information. We employed a Scoping Review (SR) to scope out the relevant literature that supported a credible model for SCs and to determine whether consensus was evident among scholars for such a model. Contrary to a commonly expressed theme in the literature, the results revealed that scholarly opinion had converged around a framework proposed by Wiek et al. [96] and the 2021 update [62]. A thematic analysis identified key barriers preventing integration in HEIs, including the absence of a comprehensive policy to direct the implementation and sustain the change. We discuss these barriers and how they may be addressed. Integrating SCs into ME responds to SDG-4 (quality education). The results are intended to generate action regarding the need to integrate SCs in Management Education (ME)—sooner than later. The conclusions drawn respond to SDG-4 (quality education). The study serves to increase awareness of the issues and barriers preventing much needed transformation of ME in HEIs and to stimulate discussion and potential action. Further research may involve a systematic review to inform much needed policy and implementation.

Abstract:

The objective of this research is to investigate whether and how leaders' sense of calling influences employees' innovative behavior, and to explore the conditions that may define the boundaries of this effect. This research, based on the theory of interpersonal sensemaking, conducted an empirical analysis using data from 186 pairs of supervisor-subordinate matching questionnaires and developed a moderated mediation model. We hypothesized and found that: firstly, leaders’ calling directly enhanced employees’ innovative behavior. Secondly, the relationship between the leaders’ calling and employees’ innovative behavior was mediated by employee’s sense of work meaning. Thirdly, the supervisor’s organizational embodiment positively regulated the relationship between the leaders’ calling and the employee’s sense of work meaning. Specifically, when the degree of supervisor’s organizational embodiment is higher, the relationship between the leaders’ calling and employee’s work meaning will be stronger. At the same time, the supervisor’s organizational embodiment positively regulates the mediating effect. Specifically, when the degree of supervisor’s organizational embodiment is higher, the mediating effect of employee’s work meaning is stronger.

Abstract: The COVID-19 pandemic has significantly redefined the dynamics of workplace environments, necessitating a pivotal shift towards traditional on-site working model to remote work and leading further transformations in office design and operational strategies. Through a systematic review of literature published spanning 2020 to 2025, this study explores the multifaceted impacts of workplace transformations. Key findings indicate: 1) the accelerated adoption of digital technologies, 2) a shift towards hybrid work models, and 3) the integration of health, safety, and sustainability practices in workplace design and operation. These transformations suggest a permanent shift in how organizations approach workplace management, prioritizing flexibility, resilience, and the technology intergration to support a diverse and evolving workforce. This research contributes to growing body of literature on post-pandemic workplace strategies, providing valuable insights that could shape future organizational policies and enhance workplace design and functionality.

Abstract: Endometriosis costs Australia $9.7 billion AUD annually, with most of the cost burden due to absenteeism and lost productivity. Previous research has shown how the absence of workplace support(s) for endometriosis symptom management exacerbates these negative effects. Despite this knowledge, little is known about the role of employers and workplace policies in supporting employees with endometriosis, and what institutional barriers prevent the operationalisation of workplace supports. Background/Objectives: As part of the Endo@Work project (co-designed Endometriosis workplace guidelines), this study examines the perceptions and experiences of employers (managers, HR, and senior leaders) to understand how the Endo@Work guidelines can be implemented. Methods: Seven focus groups with 24 Australian employers were undertaken. Using reflexive thematic analysis, data was interpreted through a post-structural feminist lens with focus group discussions revealing how employers recognise the importance of workplace guidance/policies. Results/Conclusion: Problematically, existing policies and practices were often tokenistic and inconsistent. This study identifies practices contributing to equitable workplaces including leadership buy-in, flexible work arrangements and the thoughtful integration of workplace education initiatives. The findings emphasise the need for consistent policy enactment alongside ongoing education/training to foster inclusive workplaces and gender equity outcomes.

Abstract: The development of students’ skills, abilities, competences and knowledge is the basis for sustainable socio-economic development. Today we live in a world that is in continuous change, both economically and socially, which also determines a change in the requirements on the labor market and therefore graduates and higher education institutions must continuously adapt to these changes. Thus, higher education institutions must adapt their teaching strategies and educational offer, while students must develop new skills and competences. The purpose of this article is to analyze the extent to which the information, skills, attitudes and competences acquired by graduates of physical education and sports faculties during their years of study influence their income level, standard of living and job satisfaction. The article also aims to compare students’ perceptions of their skills and employers’ perceptions of students' skills and to identify which skills students need to improve. Thus, data were collected through two questionnaires, one distributed among 333 graduates from physical education and sports faculties in Romania and one to 11 employers working in the sports industry in Romania. The data obtained from the students were analyzed using SPSS and it was found that there is a significant correlation between the information, skills, competences, knowledge acquired during the years of study and income, standard of living, degree of satisfaction at work, confidence in one's own ability to successfully perform tasks at work, desire to change the field of work or desire to emigrate. Among the skills, abilities and aptitudes that students consider themselves to excel in are passion for sports, continuous desire for improvement, conscientiousness, teamwork, openness to new things and respect for hierarchies and regulations. At the opposite end, graduates consider that they need to improve their public speaking skills, management skills, ability to communicate in a foreign language, ability to sell themselves and ability to manage a project. By comparing with the perception of employers, it was found that graduates tend to overestimate their abilities.

Abstract: The rapid digital transformation in higher education has highlighted the importance of adaptive learning environments and strategies that foster student resilience. This study investigates the influence of risk management and digital technology literacy on student resilience, with the modern learning environment as a moderating variable. Using a quantitative approach, data were collected from 475 undergraduate students across various universities in Indonesia through an online survey. Structural Equation Modeling-Partial Least Squares (SEM-PLS) was employed to analyze the relationships between the variables. The findings reveal that both risk management and digital technology literacy have significant positive effects on student resilience. Moreover, the modern learning environment strengthens these relationships by providing students with reliable digital infrastructure and innovative learning strategies that amplify the impact of institutional policies and individual competencies. These results underscore the critical role of robust risk management, comprehensive digital literacy programs, and high-quality modern learning environments in fostering resilience among students. This study contributes to the theoretical understanding of resilience by integrating institutional, individual, and environmental factors. Practically, it provides insights for higher education institutions to develop integrated strategies that enhance risk management frameworks, promote digital literacy, and invest in inclusive, technology-driven learning ecosystems to better prepare students for academic and professional challenges in the digital era.

Abstract:

The Urgent Need for Regenerative Organizational Development (OD)

We live in a VUCAV² context, which is made up of volatility, uncertainty, complexity, ambiguity, velocity-driven, vulnerability. This has shown us the big problems with traditional ways of developing organizations that focus on short-term efficiency, shareholder supremacy, and mechanistic structures. The increasing fragility of company ecosystems, driven by AI-induced labor revolutions, economic instabilities, ESG failures, and intergenerational wealth disruptions, necessitates a comprehensive overhaul of organizational resilience approach. Poor governance, leadership transition crises, unstable economies, and fluctuating capital control contribute to wealth disruptions across generations. All these factors jeopardize business resilience and longevity. As conventional enterprises grapple with sustaining generational leadership transitions, organizations must reconceptualize governance utilizing regenerative intelligence and adaptive resilience frameworks. This work presents a novel paradigm, Regenerative Organizational Development (ROD), to tackle these systemic issues. This is a robust system that employs AI-driven decision-making, neuroplastic leadership, productivity, well-being, and intergenerational longevity as essential facilitators of enduring business transformation.

This research is founded on Positive Organizational Psychology (POP) and the Theory of Hope. This analysis transcends the conventional emphasis on pleasure and well-being, as evidenced by Gallup and MIT Sloan research, to examine how systemic regeneration, hope, and purpose might enhance the adaptability of business ecosystems and the labor market in the long run, with enduring corporate and economic governance. Tata, the Rockefeller Foundation, Merck, Mitsui, and TPC Singapore exemplify intergenerational enterprises. Microsoft, Danone, and Unilever exemplify regenerative enterprises. Temasek, Bhutan's Gross National Happiness, and ASEAN's Regenerative Economy Initiatives exemplify governmental economic systems. These indicate that ROD is not an evolutionary derivative of OD but a fundamental framework for sustaining businesses and economies. We employed a mixed-method study to develop an empirical success model for ROD. The research employs longitudinal business case analyses, AI-driven models of organizational development impact, and assessments of psychological leadership adaptability. This study's principal conclusions indicate that organizations emphasizing psychological safety and well-being in leadership exhibit up to 70% more employee flexibility, demonstrating that humanized business models outperform mechanistic corporate governance systems.

AI-enabled organizational development improves decision-making in governance by 40% and mitigates risks related to systemic instability and market disruptions.

Following ROD principles, intergenerational businesses have been around for more than 100 years, showing that regenerative capitalism leads to long-term economic growth.

This thesis is pertinent to corporate sustainability, ESG governance, and organizational psychology as it illustrates the transition from mechanical organizational development to business models grounded in ecosystems and regeneration. This thesis gives business and policymakers scalable, evidence-based ways to include human well-being, AI governance, and regenerative capitalism in their long-term plans during times of systemic disruption.

Abstract: High-performing employees are often prioritized in hiring due to their technical skills, which enhance productivity and innovation. However, those lacking strong interpersonal skills can create poor team dynamics, ineffective leadership, and a toxic work environment. While research has heavily focused on technical proficiency, the risks associated with interpersonal shortcomings in skilled professionals require attention. This study examines the impact of social ineptitude in the workplace and recommends strategies to mitigate its effects. Using case examples, we analyze how interpersonal deficiencies affect workplace performance, employee satisfaction, and leadership effectiveness. The findings indicate that while technically proficient employees contribute significantly to task completion, their communication and emotional intelligence challenges often lead to team conflicts and reduced innovation. Organizations that adopt targeted interventions—like emotional intelligence training and mentorship programs—tend to see improved team cohesion and productivity. Addressing interpersonal deficiencies is crucial for creating a balanced workforce where technical skills and social competence are valued, ultimately enhancing organizational success.

Abstract:

The purpose of this study is to examine the influence of knowledge management (KM), and human resources digital transformation (HRDT) on sustainable performance through innovation capabilities (IC) mediators among small and medium-sized enterprises (SMEs). The explanatory survey method was developed with a questionnaire as an instrument to collect data from 353 respondents selected as employees and SMEs in Indonesia. Theoretical confirmation to test hypotheses in causality predictive models by applying structural equation modeling, covariance-based (CB-SEM) with AMOS v.24 application. The findings of the study show that KM, HDRT and IC are proven to have a positive and significant direct effect on the performance of sustainable SMEs. KM and HDRT also had a positive and significant effect on the improvement of ICs. The confir-mation provides sufficient evidence that verified ICs have a positive mediating effect on the relationship between KM and HRDT with sustainable SME performance. IC is stra-tegically a critical solution in strengthening the implementation of KM and HRDT as an effective and adaptive SME managerial tool for sustainable performance improvement. These findings provide enough valuable evidence that can fill the existing gaps related to sustainable SME performance models.

Abstract: The disengagement of younger workers, particularly from Generations Y and Z, is a growing concern in contemporary organizational environments. This study analyzes the factors influ-encing disengagement and the organizational strategies that can reduce its impact. A literature review was conducted, covering studies published between 2014 and 2024, with the selection of publications based on relevance, indexing, and thematic alignment. The findings indicate that disengagement results from multiple factors, including inadequate leadership, ineffective com-munication, digitalization and new technologies, misalignment between well-being policies and employee needs, lack of autonomy, limited professional development opportunities, workplace injustice and inequality, ineffective evaluation and reward systems, misalignment between per-sonal values and organizational culture, a hostile or toxic work environment, economic insecurity and job instability, and frequent organizational changes. To address disengagement, organiza-tions should implement physical and mental well-being programs, encourage regular breaks, promote healthy lifestyle campaigns, provide psychological support, and create ergonomic work environments. Additionally, they should foster professional growth through continuous training, mentoring, and transparent recognition and reward systems. Organizational communication must be open and effective, ensuring transparency and active employee participation. The adoption of remote work policies and flexible schedules, along with investments in technology and collaboration tools, also helps maintain engagement. These strategies promote employee satisfaction, motivation, and organizational commitment among workers, particularly those from Generations Y and Z, so organizations must adapt to the evolving expectations of the workforce to prevent long-term negative effects, such as decreased productivity and higher turnover, compromising their competitiveness and sustainability.

Abstract: In this research, the personality traits of individuals were studied at the intersection of human resource management, psychology, and neuroscience using experimental research methodologies. The study’s foundation lies in exploring how personality traits relate to workplace interpersonal dynamics, integrating theoretical and methodological frameworks from these three fields. Recent studies in management have focused on interpersonal communication patterns. Therefore, this research aims to examine the personality traits that negatively impact organizational relationships by correlating them with the behavioral patterns of individuals across different age groups. In the management studies, the personality traits identified in the “Five Factor Model” that categorized into positive and negative groups based on their contextual influences. As for Neuroscience, it examines the triggers of positive and negative behaviors using the “Neuropsychological model of emotion (NME)”. The distinct feature of our study lies in integrating models from these fields and applying neuropsychological techniques to explore workplace relationships.The psychological anxiety levels of participants in response to the stimuli were observed through alpha and beta wave activity in the prefrontal regions of the brain’s left and right hemispheres.The reliability of the proposed model was evaluated, yielding a result of 82.6.

Abstract: Online banking services was highlighted as a key factor enhancing customer satisfaction and sustainable development. However, the mediating role of customer experience in the relationship between online banking service clues and customer satisfaction has received minimal attention. This study belongs to Haeckel online banking theory. Haeckel’s model in online banking fosters a more dynamic, customer-centered experience by emphasizing real-time responsiveness and adaptability as a tool of sustainable development. To determine sample convenience sampling technique has been used. Total participants to the study are 400 individual and corporate online banking user customers in North Cyprus. For statistical analyses Structural Equation Modelling (SEM) has been used. (SEM). The results showed that functional service clues positively influenced satisfaction only among individual customers, while mechanic clues positively impacted satisfaction across both customer types as a result sustainable development. In contrast, humanic clues did not affect either group. Online service clues enhanced the overall customer experience, which in turn positively impacted customer satisfaction which is the corporate’s social responsibility. However, customer experience did not mediate the relationship between online banking service clues and satisfaction. Additionally, demographic characteristics moderated this relationship. These findings underscore the importance of online banking service cues in enhancing customer satisfaction and contribute valuable insights to the digital marketing literature on customer experience in the banking sector as a sustainable development.

Abstract: It is known that obesity is not only easily linked to various diseases, but can also reduce the performance of workers. However, poor performance due to obesity leads to worsening working conditions, which further reduces their performance. This vicious cycle is difficult to escape once people fall into it, as it is reinforced by stigma and there is a certain rationality in employment discrimination against risky individuals at the organizational level. However, it may be possible to save these people by creating a consensus for social acceptance of obese people under the initiative of local governments and the country. In this review paper, we review previous research on obesity and discrimination in the workplace and provide a perspective that supports the rationality of supporting obese people to escape the vicious cycle, not only for obese individuals but also for society.

Abstract: Purpose: This study proposes a conceptual model integrating ecological and inclusive perspectives within sustainable human resource management (SHRM). It aims to bridge gaps in the literature and offer actionable strategies for organizations to align HR practices with sustainability goals. Design/Methodology/Approach: A systematic literature review synthesizes Green HRM practices and diversity, equity, and inclusion (DEI) principles. The framework is built around three dimensions: ecological sustainability, social inclusivity, and integrated sustainability. Findings: The model demonstrates the synergies between ecological and inclusive practices in SHRM. It shows how Green HRM and DEI enhance employee engagement, organizational resilience, and sustainability performance. It highlights opportunities for organizations to align HR strategies with global sustainability standards, such as the United Nations’ Sustainable Development Goals (SDGs). Practical Implications: The framework provides a roadmap for organizations to implement sustainability initiatives, including eco-friendly recruitment, inclusive green training, and equitable work policies. Addressing environmental and social goals simultaneously improves organizational performance and employee well-being. Originality/Value: This research introduces a novel framework integrating ecological and inclusive dimensions into SHRM. It serves as a foundation for future empirical research and provides practitioners with strategies to achieve comprehensive sustainability outcomes.