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This paper aims to investigate how digital orientation affects digital process innovation from the dual perspectives of knowledge and capability. It also stresses the mediating effects of digital knowledge creation and strategic flexibility on this relationship, as well as the moderating effect of strategic flexibility on the relationship between digital knowledge creation and digital process innovation.

This paper adopted knowledge- and capability-based views to develop the theoretical model. A total of 193 samples from China were collected to test the model and hypotheses by the partial least squares structural equation modeling method.

The results indicate that digital orientation promotes knowledge creation and strategic flexibility respectively, which in turn facilitates digital process innovation. Also, the effect of digital knowledge creation on digital process innovation is moderated by strategic flexibility.

This study adopts the dual perspectives of knowledge and capability to deepen the relationship between digital orientation and digital process innovation by introducing digital knowledge creation and strategic flexibility as the crucial links, which responds to the call for attaching importance to digital process innovation.

This study aims to explore the influence of extra-workplace factors, specifically work−family interpersonal capitalization, on employee green behavior. Based on the conservation of resources theory, the research sought to understand how resources gained from positive family interactions spill over into the workplace, enhancing green behavior. In addition, the study investigated the mediating role of relational energy and the moderating effects of work green climate and environmental self-accountability, providing a nuanced understanding of the mechanisms involved.

This study used a multiwave field study combined with an experimental study to investigate the impact of work−family interpersonal capitalization on employee green behavior. Data were collected in several phases to capture changes over time and to understand causal relationships. The multiwave design allowed for observing the dynamic interplay between family and work domains, while the experimental component provided controlled conditions to validate the findings. This approach ensured robust and comprehensive analysis, integrating both real-world and experimental data.

The study revealed that work−family interpersonal capitalization significantly enhances employee green behavior. Relational energy emerged as a crucial mediator in this relationship. Furthermore, the study found that both work green climate and environmental self-accountability positively moderated the relationship between relational energy and green behavior. Notably, the interaction of work green climate and environmental self-accountability further strengthened this relationship, ultimately influencing the indirect effect of relational energy on employee green behavior. These findings highlight the complex interplay between personal and organizational factors in promoting sustainable practices at work.

This study provides valuable insights into the spillover effects from family to work, emphasizing the importance of considering “nongreen” factors in understanding employee green behavior. By identifying relational energy as a key mediator and uncovering the moderating roles of work green climate and environmental self-accountability, the research contributes to the broader literature on environmental sustainability and organizational behavior. The findings suggest practical implications for organizations aiming to foster green behavior, highlighting the potential of enhancing family−work interactions and cultivating a supportive green work environment.