There is a high tendency for conversion from a statistical economy based on measuring tangible assets into investigating non-tangible capital drive in the present economic status worldwide. The implications of intellectual capital on innovation performance have widely attracted attention among researchers in the global arena. The present study investigated the impacts of intellectual capital on innovation performance in the banking sector as influencing non-tangible assets. Besides, the role of dynamic capabilities in moderating the relationship between intellectual capital and innovation performance was examined. A purposive sampling technique was applied to 364 participants from Iraqi commercial banks as the research context. Thereafter, structural equation modelling (SEM) was utilised to analyse the collected data from the survey questionnaire using SPSS.v²⁵ and AMOS.v²⁴. The study found that the employees’ levels of intellectual capital significantly increased toward innovativeness through the moderating role of dynamic capabilities between intellectual capital and innovation performance in the commercial banking sector for better competitive advantages. Consequently, the study provides valuable insights and guidance for academicians and practitioners on the impacts of developing intellectual capital on enhancing competitive performance, especially in the context of Iraqi commercial banks.

Organizational culture is a critical factor in shaping companies’ overall well-being, which can impact their employees’ job satisfaction, loyalty, creativity, and productivity. In this study, the researchers aimed to examine the relationship between organizational culture and companies’ well-being in the Education sector in Jordan. To achieve their goal, the researchers surveyed 500 participants from various departments in the Education sector in Jordan, categorizing organizational culture into four types: Clan, Adhocracy, Market, and Hierarchy. The well-being of companies was measured through employee loyalty, creativity, and productivity. The data from 352 valid questionnaires were analyzed using SPSS. This study’s findings suggest that a positive organizational culture is significantly associated with increased employee job satisfaction, loyalty, creativity, and productivity. Moreover, the study highlighted the importance of developing a positive organizational culture, fostering a sense of community and shared values, providing opportunities for employee development and growth, and promoting a supportive and inclusive work environment to achieve organizational success. Understanding the role of organizational culture in promoting employee well-being and companies’ success is critical, particularly in the Education sector in Jordan. This study’s recommendations provide valuable insights for companies to prioritize developing a positive organizational culture to achieve long-term success and employee well-being.

Purpose: This study aims to examine the integration of sustainability into the strategic management practices of banks in Jordan, identifying both challenges and opportunities. Theoretical framework: The study's conceptual framework outlines the independent variable as strategic management, including formulation, implementation, monitoring and evaluating, and leadership, while the dependent variable is sustainability, focusing on both social and environmental goals. Existing models and frameworks for sustainability-oriented strategic management are reviewed and a customized model for Jordanian banks is developed. Design/methodology/approach: The research employs a qualitative research design, using semi-structured interviews with senior managers from ten Jordanian banks. Data is analyzed using content analysis and thematic analysis. Findings: The study finds that implementing strategic management processes can have a positive impact on sustainability, particularly with regards to environmental sustainability goals. The study recommends that Jordanian banks prioritize sustainability in their strategic management practices, establish sustainability targets, evaluate risks and opportunities, and adopt sustainable practices. Research, Practical & Social implications: The study has implications for both research and practice. It highlights the importance of incorporating sustainability into strategic management practices for banks in Jordan and identifies the challenges and opportunities for doing so. The study also has social implications, as incorporating sustainability into strategic management practices can enhance the reputation of banks, decrease costs, and generate positive societal and environmental outcomes. Originality/value: This study contributes to the literature on sustainability-oriented strategic management by developing a customized model for Jordanian banks. The study also provides insights into the challenges and opportunities for banks in Jordan in integrating sustainability into their strategic management practices.

Purpose: The current study examines the impact of artificial intelligence (AI) adoption on logistics sustainability and the energy efficiency of AI systems in North African nations. It also examines the role played by renewable energy infrastructure and the moderating effect exerted by the quality of institutions, government support and company size. Design/methodology/approach: Based on partial least squares structural equation modeling (PLS-SEM) and multi-group analysis (MGA), this study examines secondary data from 2022 to 2024 in Morocco, Algeria, Tunisia and Egypt. Data are drawn from the World Bank’s GovTech Index, IEA, IRENA, and logistics performance indicators. Findings: Results confirm that AI adoption has a strong impact on logistics sustainability (β = 0.48) and a modest impact on energy efficiency (β = 0.36). Renewable energy plays an important mediation role (indirect effect = 0.19), and these effects are moderated by institutional quality, governmental support and size of firm, and are significant. MGA reveals stronger AI–sustainability links in Morocco (Δβ = 0.27, p = 0.015) and greater benefits among large firms (Δβ = 0.22, p = 0.032). Practical implications: The study emphasizes the significance of matching AI implementation with digital governance and renewable energy infrastructure. Low-carbon computing, energy monitoring, and policies catered to infrastructural gaps and corporate capacity take the stage. Originality/value: The study makes an input in the area of energy management by positioning AI both as an optimizer of logistics and an energy user. It presents an innovative computational sustainability approach suited to developing economies with energy-constrained systems.

This study aims to examine the impact of transformational leadership on employees’ emotional commitment to organizational change and their intention to support change while evaluating the mediating role of innovative behavior. The analysis was conducted in the Jordanian tourism and hospitality sector between January and February 2025. A structured questionnaire was distributed to employees working in hotels, travel agencies, and tourist attractions across various regions of the country. Stratified random sampling ensured balanced representation by organization type and location. Out of 300 distributed questionnaires, 230 valid responses were collected, yielding a response rate of 76.7%. Participants had at least one year of experience and prior exposure to organizational change efforts, such as digital transformation or environmental sustainability programs. Relationships among the constructs were analyzed using structural equation modeling.The findings show that transformational leadership significantly influences emotional commitment to change (standardized coefficient = 0.65, significance level = 0.001), intention to support change (standardized coefficient = 0.58, significance level = 0.003), and innovative behavior (standardized coefficient = 0.62, significance level = 0.002). Innovative behavior partially mediates the relationship between transformational leadership and both emotional commitment (indirect effect = 0.25) and support for change (indirect effect = 0.21). These results indicate that transformational leadership enhances employee adaptability when supported by creativity and psychological safety. The study concludes that culturally aligned leadership practices promoting innovation and trust are essential for improving organizational resilience and managing change in high-context service environments.