Background: Green Human Resource Management (GHRM) has emerged as a fundamental driver of organisational sustainability. However, the specific pathways by which GHRM influences performance—particularly via the mediating roles of Green Innovation Capability (GIC) and Green Resilience (GR)—remain under-researched in the Nepalese banking sector. Objective: This study investigates the impact of GHRM on Organisational Sustainability Performance (OSP) and evaluates the mediating effects of green innovation capability and green resilience among banking professionals in Nepal. Methodology: A cross-sectional survey was conducted among 385 employees from seven top-performing commercial banks in Bagmati Province, Nepal. Data were collected via a structured questionnaire utilising 5-point Likert scales. The research employed path analysis to test the direct and indirect relationships within a dual mediation framework. Results: The findings reveal that GHRM exerts a strong direct impact on OSP (β = 0.791, p < 0.001). Mediation analysis confirmed that both GIC (βindirect = 0.217, p < 0.001) and GR (βindirect = 0.075, p = 0.014) serve as partial mediators in this relationship. Notably, green innovation capability was found to be a more potent mediator than green resilience in driving sustainability outcomes. Conclusion: The study demonstrates that strategically implemented GHRM practices enhance organisational sustainability both directly and indirectly. By fostering innovation and resilience, GHRM creates a robust framework for long-term environmental and institutional stability. Unique Contribution: This research provides empirical evidence supporting the dual mediation functions of GHRM in a developing economy. It extends the Resource-Based View (RBV) and Dynamic Capability frameworks by offering context-specific insights into eco-friendly HR practices within the South Asian financial sector. Key Recommendation: Bank managers should integrate green HR practices with targeted investments in innovation and resilience. Prioritising these capabilities allows financial institutions to balance short-term operational costs with long-term organisational stability and environmental stewardship.
Background: While the adoption of digital Human Resource Management (HRM) systems is increasing, the relationship between Digital HRM Accessibility (DHRMA) and employee retention remains insufficiently explored. This study applies Social Exchange Theory (SET) and the Job Demands-Resources (JD-R) model to investigate how DHRMA influences employee retention through the mediating roles of Perceived Organisational Support (POS), Work-Life Balance (WLB), and Employee Engagement. Objective: The study aims to evaluate the direct and indirect effects of digital HRM accessibility on employee retention, specifically by testing a serial mediation model in the Nepalese banking sector. Methodology: A cross-sectional survey was conducted among 504 employees from 10 commercial and 6 development banks in Nepal using convenience sampling. Partial Least Squares Structural Equation Modelling (PLS-SEM) was employed to analyse the direct and serial mediating effects. The measurement model’s validity and reliability were verified through Cronbach’s alpha, composite reliability, factor loadings, and Average Variance Extracted (AVE). Results: The findings indicate that DHRMA exerts a substantial and significant impact on retention (β=0.708, p<0.001), POS (β=0.759), and WLB (β=0.804). While the direct mediating effect of engagement on retention was insignificant, the serial mediation pathway (DHRMA • POS → WLB → Retention) was statistically significant. This suggests that digital HRM serves as a strategic resource that fosters organisational support and facilitates work-life balance, both of which collectively drive retention. Conclusion: Digital HRM accessibility serves as a critical organisational resource that enhances employees' perceptions of support and work-life stability. Although engagement is positively influenced, it plays a secondary role compared to the cumulative effects of support and balance in ensuring long-term retention. Unique Contribution: By integrating the SET and JD-R frameworks, this study demonstrates that retention in digitised workplaces is primarily driven by resource accumulation (support and balance) rather than engagement alone. This provides a theoretical shift towards human-centred digital HR systems. Key Recommendation: Banking institutions should design digital HR platforms that prioritise accessibility and employee support functions. Management should leverage these tools not just for administrative efficiency, but as instruments to improve work-life balance and signal organisational care to retain talent in a competitive digital landscape.
Background: While Schwartz’s Theory has been extensively applied within political, environmental, and human rights research, it remains largely unexamined in the context of technology acceptance. There is a significant opportunity to integrate this theory with UTAUT2 to better understand virtual banking acceptance within the Indonesian context. Objective: This research confirmed and expanded an integrated behavioural framework that incorporates both the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) and Schwartz’s Theory of Basic Human Values through a proposed modified VETA framework. It specifically investigated how conservation, openness to change, self-enhancement, and self-transcendence value domains affect mobile banking adoption through key UTAUT2 constructs. Methodology: A mixed-methods design was employed, integrating Structural Equation Modelling (SEM) via AMOS on survey data from 800 purposively selected banking customers. This approach was designed to capture the specific contextual motivations behind value-based technology adoption. Results: The findings revealed that each value domain influenced behavioural intention through distinct UTAUT2 pathways. Specifically, conservation influenced intention via social influence and performance expectancy; openness to change acted through hedonic motivation and effort expectancy; self-enhancement impacted performance expectancy and price value; and self-transcendence influenced social influence and performance expectancy. Conclusion: The study concludes that Schwartz’s value orientations moderate UTAUT2 scales in influencing technology adoption. The impact varies depending on users’ specific motivational preferences for security, innovation, efficiency, and social contributions. Unique Contribution: This research advances both theoretical frameworks and practical applications in value-driven technology adoption. It offers strategic insights for administrators and financial institutions to design trust-oriented digital transformation policies in Indonesia. Key Recommendation: It is recommended that financial institutions focus on social influence in mobile banking marketing and develop app features that align closely with user values. Furthermore, virtual banking should be promoted through societal value trends, such as community contribution or ethical investment tools, to better resonate with diverse user motivations.
Background: Digital transformation has fundamentally altered the marketing landscape, with businesses increasingly reliant on data-driven technology and automation. While rapid IT development offers competitive advantages, it simultaneously introduces escalating cybersecurity threats, creating a dual challenge for operational continuity and consumer trust. Existing literature often treats marketing effectiveness and cybersecurity as isolated domains; this study addresses this gap by examining their interaction through the lens of technological maturity and information security protocols (Dwivedi et al., 2021; Verhoef et al., 2021; Rust, 2020). Objective: The primary purpose of this study was to establish and empirically test a comprehensive model linking marketing productivity, technological advancement, and cybersecurity capability. Methodology: The research employed a systems-analytical approach based on the normalisation and integration of specific indices. Three sub-indices were developed: the Efficiency of Marketing Integration (EMI), the Technology Integration Index (TechIdx), and the Security Effort Index (SecureIdx). These dimensions were aggregated into a composite Digital Marketing Readiness Index (DMRI) to enable a quantitative comparison of firm performance. Results: Validation of the model revealed a significant positive correlation between technology integration and security scores (R = 0.78). Findings indicate that firms achieving high levels of unified technological development alongside robust cybersecurity frameworks experienced superior marketing effectiveness and sales growth. Conversely, the model identified that infrastructure weaknesses and insufficient IT capabilities directly undermined digital marketing performance. Conclusion: Digital transformation enhances marketing performance only when technological advancement is matched by a stable cybersecurity identity. The study concludes that data protection and security are not merely technical requirements but are fundamental drivers of marketing success in the digital age. Unique Contribution: This paper provides a novel integrated quantitative framework that blends marketing, technology, and cybersecurity predictors. It bridges the methodological gap at the nexus of theory and practice, offering deeper insights into the multi-dimensional nature of digital readiness. Key Recommendation: Future research should investigate the moderating roles of organisational size and industry context on the relationship between IT integration and cybersecurity preparedness. Additionally, firms are encouraged to adopt the DMRI framework to periodically audit their internal digital capabilities.
Background: The preservation of social harmony within the Batak Mandailing tribe relies heavily on the transmission of traditional Dalihan Na Tolu principles. Through informal education, parents and traditional leaders pass these values to the younger generation within the family setting. For indigenous peoples, informal schooling is effective due to its emphasis on habituation and familial context, providing adolescents with the opportunity to preserve and transmit indigenous heritage. Objective: This study aims to illustrate the implementation and effectiveness of informal education in preserving the Dalihan Na Tolu heritage within Batak Mandailing families, ensuring the continuity of the kinship social structure for future generations. Methodology: Utilising a qualitative case study design, this research gathered detailed information through observational fieldwork and interviews with key informants. The study focused on how Dalihan Na Tolu principles are integrated and taught through informal educational practices. Results: The findings indicate that the Dalihan Na Tolu tradition is successfully transmitted through consistent family interactions and parent-child communication. The study emphasises that upholding these practices within the home remains the primary driver for successful societal implementation among the youth. Conclusion: Informal education is a vital and effective means for the younger generation to uphold traditional Batak Mandailing values. It bridges the gap between ancient kinship requirements and contemporary family life. Unique Contribution: This research provides valuable insights into the conceptualisation of informal education within indigenous frameworks. It specifically helps younger generations and scholars understand the pedagogical nuances of traditional kinship transmission. Key Recommendation: It is recommended that further research be conducted at diverse indigenous sites to allow for a comparative analysis of how informal education varies across different ethnic kinship systems in Indonesia.
