This study investigates the characteristics that may affect an organization’s capacity for innovation. We explored the effects of learning organizations on creativity through employee resilience and work engagement, utilizing a standardized questionnaire administered to 430 Jordanian bank workers. The data were analyzed using WarpPLS, employing partial least squares structural equation modeling (PLS-SEM) (version 8.0). Our findings reveal a significant and positive influence of “learning organization” on innovation, “work engagement,” and worker resilience. Furthermore, employee resilience and job engagement significantly and positively impact innovation. Additionally, employee resilience and workplace engagement significantly mediate the relationship between learning organizations and innovation. This study’s theoretical implications highlight how organizational learning theory can be used to enhance organizational creativity. A complete strategy that considers both organizational strategies and human aspects is necessary to promote innovation.

The internal organisational mechanisms through which green service innovation (GSI) translates into SDG-aligned hotel sustainable performance remain insufficiently understood. Drawing on stakeholder theory and the natural-resource-based view, this study tests a moderated mediation model positioning environmental management accounting (EMA) and eco-innovation (ECI) as parallel mediators of the GSI–hotel sustainable performance (HSP) relationship, with stakeholder pressure as a moderating boundary condition. Hotel sustainable performance is conceptualised as a reflective higher-order construct encompassing environmental performance (SDG 13), economic performance (SDG 8, SDG 12), and social performance (SDG 11, SDG 3). Survey data were collected from 356 managers across 192 four- and five-star hotels in Istanbul and Antalya, Türkiye, and analysed using PLS-SEM in SmartPLS 4. GSI is positively associated with HSP, EMA, and ECI; both mediators are independently and positively associated with HSP; and bias-corrected bootstrapping confirms significant partial mediation via both pathways. Formal moderated mediation tests confirm that stakeholder pressure strengthens the GSI–EMA and GSI–ECI relationships and amplifies the full capability-mediated pathway to SDG-aligned performance, with significant indices of moderated mediation whose confidence intervals exclude zero. The model achieves substantial explanatory power (R² = 0.703), and PLSpredict confirms out-of-sample predictive relevance, with PLS-SEM RMSE below the linear model benchmark for all HSP indicators. The findings advance SDG-oriented sustainability theory and provide evidence-based guidance for hotel managers, industry associations, and policymakers on green capability investment for SDG-aligned competitive advantage.

Background/Objective: This study examines how after-hours service demands (AHSD) are associated with dentists’ overall work experience (OWE) through the mediating role of compassion satisfaction (CS) and the moderating role of perceived organizational support (POS). Grounded in the Job Demands–Resources (JD-R) and Conservation of Resources (COR) theories, the study investigates how job demands, emotional resources, and organizational support jointly relate to dentists’ psychological well-being. Methods: Data were collected from 450 dentists across seven major Libyan cities—Tripoli, Benghazi, Misrata, Sabha, Al Bayda, Zawiya, and Derna—using a structured online questionnaire administered between May and August 2025. Results: Partial least squares structural equation modeling (PLS-SEM) results indicated that AHSD were positively associated with both CS and OWE, suggesting that demanding work conditions may, under certain conditions, coincide with more positive professional experiences when perceived as meaningful and supported. CS partially mediated the AHSD–OWE relationship, highlighting its role as a key emotional resource linked to more favorable work experiences. In addition, POS moderated the relationships between AHSD and CS, and between AHSD and OWE, although the effects were relatively modest, indicating that organizational support may provide incremental support in how dentists experience demanding work conditions rather than fundamentally altering these relationships. The moderated mediation analysis further suggested that the indirect association between AHSD and OWE via CS was stronger at higher levels of POS. Conclusions: Overall, the findings refine JD-R and COR perspectives by indicating that job demands, emotional resources, and organizational support are jointly associated with dentists’ work-related well-being in a high-demand healthcare context.

This study examines the relationships between green workplace mindfulness, employee productivity, green work engagement, and perceptions of a green workplace climate within healthcare organizations. Green workplace mindfulness (GWM) refers to employees’ awareness of how their daily work activities influence environmental sustainability and resource use. Drawing on the Job Demands–Resources (JD-R) and Conservation of Resources (COR) theoretical perspectives, the study proposes that sustainability-oriented mindfulness may function as a personal resource associated with employee engagement and work outcomes. Data were collected through a cross-sectional survey of 473 employees working in public and private hospitals in Libya. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the relationships among the study variables. The findings indicate that green workplace mindfulness is positively associated with employee productivity, both directly and indirectly through green work engagement (GWE). In addition, perceptions of a supportive green work climate (GWC) perception strengthen the relationships between mindfulness, engagement, and productivity. Specifically, the indirect association between mindfulness and productivity through engagement becomes stronger when employees perceive stronger environmental support within their organizations. These findings contribute to sustainability and organizational behavior research by demonstrating how individual awareness of environmental responsibility and supportive workplace climates jointly relate to employee engagement and productivity in healthcare settings. From a practical perspective, the results suggest that healthcare organizations can encourage sustainable performance by promoting environmental awareness among employees and by developing workplace climates that support environmentally responsible practices. Such initiatives may help healthcare institutions improve operational effectiveness while contributing to broader sustainability goals.

Big data analytics (BDA) has emerged as a crucial strategic asset for organizations aiming to enhance their sustainable company performance; nevertheless, empirical information elucidating the correlation between analytics and sustainability results is scarce, especially in developing nations. This study examines the influence of big data analytics (BDA) on sustainable firm performance (SFP) within the Libyan telecommunications sector, focusing on the mediating roles of organizational learning (OL) and process-oriented dynamic capabilities (PODCs), utilizing dynamic capability and organizational learning theories. A quantitative, cross-sectional research design was utilized. A systematic questionnaire was used to collect data from personnel at five different managerial and functional levels in the Libyan telecoms sector. There were 354 valid replies from a group of 5400 professionals who worked in the managerial, technical, and strategic areas. We used Partial Least Squares Structural Equation Modeling (PLS-SEM) with Smart PLS 4.0 to look at the proposed research model. We used measurement scales from previous investigations. The findings demonstrate that BDA exerts a positive and statistically significant influence on SFP. Nonetheless, this direct effect is quite minor when juxtaposed with the indirect effects conveyed by OL and PODCs. Both organizational learning and process-oriented dynamic capabilities significantly and partially mediate the relationship between big data analytics (BDA) and sustainable performance. This shows that analytics-driven sustainability outcomes depend heavily on a company’s ability to learn from data and change how it does things. This study enhances the Business and Management literature by elucidating the inadequacy of analytics investments in producing robust sustainability outcomes. It emphasizes the essential function of supplementary organizational capabilities in converting data-driven insights into enduring economic, environmental, and social value. From a practical standpoint, the findings indicate that managers and policymakers in developing economies ought to prioritize learning systems and adaptive process capabilities in conjunction with digital investments to fully harness the sustainability potential of big data analytics.

This research examines the role of sustainable knowledge sharing in enhancing service innovation among Palestinian banks, and it explores the mediating roles of employee engagement and meaningful work. The study sample consisted of 366 employees from various banks, who were surveyed using a structured questionnaire. Results from CFA and MGA reveal a significant Hand direct positive path from sustainable Knowledge Sharing to service innovation at a 0.52 level. In addition, the results reveal important indirect effects that are paths through which employee engagement and meaningful work together explain a substantial portion of total influence. The structural model presents good fit indices, explaining service innovation at 85.8%, employee engagement at 79.7%, and relevant work at 67.9%. These trends hold for both public and private banks. The mediating processes show that the engaged employee and meaningful work experience serve as the vital routes through which sustainable Knowledge Sharing enhances organizational innovative capability, addressing an obvious gap in the literature of innovation of Palestinian banking services. This study illustrates how Knowledge Sharing—underpinned by a committed staff and rewarding work surroundings—is associated with service innovation. The results provide pragmatic considerations for bank managers in order to enhance knowledge-sharing routines, raise workers’ involvement, and develop purposive, innovative work climates, which can be applicable regardless of variations in banking ownership forms. Although there are limitations inherent in the cross-sectional approach and its focus on a particular geographic setting, this study has theoretical implications. It provides practical suggestions for the adoption of innovation strategies within the banking industry of developing countries.