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Green marketing has evolved, although the market share of green products remains considerably low. Green products are part of comprehensive green marketing, and this sort of marketing has progressed to the point that practically every consumer is aware of it. The study focuses on the factors that influence the adoption and consumption patterns of green goods in the greater Durban area. The study used a quantitative, non-probability, and random sampling strategy to discover consumers' sentiments toward the purchase of green products. The data was collected through the use of questionnaires and analyzed using the SPSS.  The sample size was 384 customers from retail malls in selected Durban suburbs, representing a wide demographic and cultural background. The study's findings revealed that customers in the greater Durban area are aware of green products. Green products, on the other hand, are regarded as affluent due to their high pricing. This means that companies developing green products will have to look for ways to cut their pricing. The survey also reveals that when customers must pick between green and non-green items, pricing is a crucial factor. The study's findings are limited to the confines of the wider Durban area and cannot be extrapolated.

This study examines and analyzes the relationship between Green Human Resource Management (GHRM) practices, such as Green Recruitment, Green Training on Turnover Intention mediated by the Work Environment. The sample is 90 employees of the Millennial generation of State-Owned Enterprises, namely PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch. While the data analysis uses the Structural Equation Model (SEM) with Partial Least Square (PLS). The results show that; (1) There is a negative effect between Green Recruitment on turnover intention, (2) there is a negative effect between Green Training on Turnover Intention, (3) there is a negative effect between the Work Environment on Turnover Intention, (4) there is a significant effect between Green Recruitment on Turnover Intention mediated by Work Environment variables, (5) there is a significant effect between Green Training on Turnover Intention mediated by Work Environment variables in Millennial generation employees of PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch.

The general objective of the study was to establish the determinants of the uptake of green practices in lodges and tented camps within Maasai Mara Game Reserve in Narok County Kenya. The specific objectives were: to determine whether environmental awareness and organizational commitment influence the uptake of the green practices in lodges and tented camps. This study was anchored on the Institutional Theory of the Firm. The study adopted a descriptive design.The target population was 371 respondents whocomprised of Managers, Housekeepers, and Chefs. A stratified random sampling technique was used to draw the study sample of 196 respondents. The sample size of the study was calculated using Fishers Exact Test 1991 formula. The study used a questionnaire as the main research tool. Quantitative data were analyzed using descriptive and inferential statistics. Correlation analysis was used to explain the relationship between the dependent and independent variables. Multiple linear regression was used to analyze the determinants of the uptake of green practices in lodges and tented camps. Qualitative data was analyzed using content analysis and the subsequent drawing of conclusions. The study found that environmental awareness had a significant positive relationship with green practices in lodges and tented camps within Maasai Mara Game Reserve; organizational commitment had a significant positive relationship with green practices in lodges and tented camps within Maasai Mara Game Reserve. The study concludes that an increase in environmental awareness and organizational commitment will result in increased uptake of the green practices in lodges and tented camps

This study assesses the effect of green human resource management (GHRM) practices (overall) on the organization’s environmental performance (OEP) and to identify how the organizations can improve their EP by using GHRM practices through Green Employee Empowerment (GEE). The study was based on a questionnaire survey of 340 responses from the manufacturing sectors; the key respondents were one from each industry limited to top management, HR manager, quality manager, or employee of manufacturing firms. The questionnaires were tested for reliability and validity. To evaluate the hypothesis, data was examined using the PLS path modeling technique. The empirical findings show that the GHRM practices (overall) have a significant effect on OEP, and GEE mediates their relation. This research has theoretically contributed to the green HRM/HRM literature by establishing a link between GHRM practices and their EP outcomes in manufacturing companies. This study adds to the body of knowledge by looking at the indirect impacts of GHRM practices on OEP via GEE. The findings suggested that GHRM practices might lead employees to green empowerment in order to improve environmental performance.