Universities seek out of its keenness to preserve the environment and to enhance its environmental performance, by paying attention to social responsibility, to enhance its reputation in society. The current study examines the relationship between corporate social responsibility (CSR) and environmental performance (EP) through the moderating role of green human resources (GHR) and green climate (GC). The study collected data from 270 employees in private universities in Jordan. PLS4 was applied to analyze data and test the hypotheses. The results showed that CSR has a positive impact on EP. Also, the results showed that GHR and GC moderate the relationship between CSR and EP. Future research recommendations and study limitations are also provided.

The goal of this study was to find out how entrepreneurship self-concept, work motivation, and risk taking on human resource department performance and business overall performance at Jordan private universities. To test the study's assumptions, 311 samples from the research study were taken, looked at, and argued about. Entrepreneurship, self-concept, work motivation, and risk taking were all found to affect the success of both human resource department performance and business overall performance. The first factor was the self-concept, which can be seen in self-esteem, self-image, and self-identity. The second most important factor is work motivation, which includes intrinsic motivation, extrinsic motivation, goal setting and orientation. Risk taking is the third and final important factor. It includes participants' risk tolerance, their perception of risk, and their outcome expectations. The study found that helping employees to understand their job nature and how they can do it, increasing the motivation on job work, and increasing the employees’ demands for taking risks can improve performance ratio in human resource department, and that having an organizational structure that encourages teamwork and work teams can improve the ability to solve problems and improve work performance, which in turn affects overall productivity. This study adds new information to a new area that needs more research to fully understand how workload, work pay, and organizational structure pressures all affect each other. This study's topic, Jordan private universities, is both new and important because it could help scientific private universities to improve how they run and give better education output.

This research focuses on studying the impact and effect of AI agents on workforce dynamics, job hugging, and project human resource management. Conceptual framework has been developed based on previous research and studies. Another important point this research investigates is the mediating roles of digital competency and organizational agility. data has been collected from 431 respondents by using structured questionnaires and all collected data analyzed through the usage of partial least squares structural equation modeling (PLS-SEM). The research's main findings have been to show that Artificial intelligence agents have significant impact on workforce dynamics, job hugging, and project human resource management, whereas digital competency moderated these relationships. Furthermore, organizational agility mediated the relationship between AI agents and workforce dynamics, job hugging, and project human resource management, but the effect was weaker than the effect of digital competency. The research results were specified at the university of Jordan, and the research recommendations have been proposed for future research.