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This study introduces a theoretical model that integrates the conservation of resources (COR) and ability-motivation-opportunity (AMO) theories. This model is used to examine the relationship between green transformational leadership and green human resources management. Additionally, the study explores the influence of this relationship on employee green behaviour and the development of personal moral norms.

The hypotheses developed in this study were tested through a quantitative approach, employing structural equation modelling via partial least squares (PLS-SEM) along with bootstrapping estimation techniques. For data analysis, the study utilized responses from a total of 475 participants.

The findings of this study indicate that the implementation of green transformational leadership has a positive impact on green human resources management. In turn, enhanced green human resources management positively influences employee green behaviour. The research further reveals that employee green behaviour not only contributes positively to the development of personal moral norms but also plays a crucial mediating role in the relationship between green human resources management and personal moral norms. Additionally, evidence supports the significant mediating effect of green human resources management in the relationship between green transformational leadership and employee green behaviour.

This study highlights the pivotal role of employee green behaviour as a foundational element in developing personal moral norms, marking a departure from prior research in the green transformational leadership field, which has predominantly focused on green human resources management. By implementing green transformational leadership strategies, organisations can not only enhance their competitive edge but also effectively attract highly skilled and qualified candidates, thereby making a significant contribution to the field.

This paper aims to examine the relationship between employee dynamic capabilities (EDCs), innovative work behavior (IWB) and job performance (JP) among nurses in public hospitals in Iraq. It also determines the mediating role of IWB in the relationship between EDC and JP.

This study uses structural equation modeling via partial least squares (PLS-SEM) and bootstrapping estimation to analyze the model. A total of 425 respondents participated in the survey, though only 372 participants completed all the items in the questionnaire. Hence, 372 responses were analyzed after data screening.

This study indicates that EDC has a positive correlation with IWB among nurses in public hospitals in Iraq. It also shows that IWB has a positive relationship with JP. It further demonstrates that IWB has a positive mediating effect on the relationship between EDC and JP among nurses in Iraq’s public hospitals.

The implication of this study is that EDC can significantly predict IWB, while the latter is a significant predictor of JP among nurses in public hospitals in Iraq. Besides, the relationship between EDC and JP is significantly mediated by IWB. However, as a cross-sectional investigation showing a single snapshot in time, this study has some limitations in terms of establishing strict causality among the variables. Rather than extensive actual data, the findings are based on a log compiled by a key respondent. The findings are obtained from a survey conducted in one country, but certain variables, such as EDC, may have varying implications across different countries. Hence, future research can focus on a diverse range of countries, which could be used to ascertain the findings’ generalizability.

This study advances our understanding of the direct effect of the exploration and exploitation variables as well as the mediating effect of IWB in the relationship between EDC and JP among nurses in public hospitals in Iraq.