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The design of the emergency department (ED) requires high precision in the process of distributing spaces. An increase in population and continuous development during the past years caused the addition of new services, changes in patients’ numbers, movement flow and treatment procedures which makes the existing layout plan of the ED no longer appropriate for its current needs. Therefore, the purpose of this paper is to generate a process of finding better alternatives for ED’s spatial planning.

The genetic algorithm method as a part of the systematic layout planning strategy was adopted for decision-making in redesigning the ED layout and finding the most appropriate alternative. This methodology was applied to a teaching hospital in Jordan to create layout alternatives with better functional dimensions.

The design that is based on the study of the movement of users and the relationship of spaces increases the layout performance.

The structural method of this study can be adopted for different hospital designs, but the results are limited only to the study case itself because of the different factors and data for each building.

This study demonstrates the process of making the most appropriate decision to redesign the ED in the hospital; therefore, the method can be adopted in restructuring the scheme of different hospitals and evaluated, especially before implementation.

Learning capability improves knowledge resources fosters innovative capabilities and firm competitiveness. The study aims to examine the human resource management (HRM) practice and employee creativity relationship using organizational learning capability (OLC) as a mediating variable.

Data were collected from 67 small-sized and 96 medium-sized firms. Confirmatory factor analysis was applied to establish construct validity and reliability. Structural equation modeling was used to evaluate the proposed model and hypotheses.

The results show that performance appraisal and employee creativity were positively related. Employee participation and employee creativity were positively related. Compensation and employee creativity were nonsignificantly related. OLC mediates the performance appraisal and employee creativity relationship. Similarly, OLC mediates the employee participation and employee creativity relationship. However, OLC did not mediate the compensation and employee creativity relationship.

Due to the research’s SME focus and cross-sectional data, the finding’s generalizability will be constrained.

The findings of the study would be useful to policymakers, stakeholders and management of SMEs in developing a supportive learning climate that promotes experiential and continuous learning cultures to ensure strategic capabilities, sustainable competitive advantage and innovativeness.

The study contributes to the extant literature on OLC, HRM practices and employee creativity by empirically evidencing that OLC mediates the performance appraisal, employee participation and employee creativity relationship.