Purpose of study: The effectiveness of organizational capabilities as a method for enhancing the functioning of the organizational immune system was investigated in this research. Methodology: A field research was carried out at an Iraqi insurance business with (150) personnel. This study was utilized to evaluate and answer all of the research questions using a quantitative method. Then, using hierarchical regression analysis with SPSS as an analysis tool, hypotheses for direct effects are tested(127) surveys valid for analysis. Result: According to the findings, there is a link between organizational capabilities and organizational immune system functions in the research community. Recommendations: The management of the Iraqi insurance company should pay attention to increasing employee training programs through training workshops related to the topics of the organization and organizational behavior, including organizational capabilities and the functions of the organizational immune system. Novelty/originality: The novelty of this study is the use oforganizational capabilities as a technique designed to enhance the functions of the organizational immune system which is very rarely done in Insurance companies, especially in Iraqi insurance company.

The study aims to know the effect of value-based leadership on organizational semiotics at Al-Mustaqbal University College, Iraq. A sample of 115 respondents, selected from the rank of the university lecturers and professors, was administered a self-report questionnaire. The data thus gathered were analyzed using both descriptive and inferential statistical tools available in SPSS. The results showed a significant positive correlation between value-based leadership and organizational semiotics. Similarly, the results confirm the existence of a positive impact of value-based leadership and organizational semiotics. The study reached concludes that administrative leaders in private colleges exhibit value-based leadership characteristics, anticipate the future and work hard and persistently to realize it, and also possess sound entrepreneurial dispositions. However, the study discovered that need more motivating and inspiring that could enable them to be more creative and innovative. Thus, there is a need for Al-Mustaqbal University College to pay more attention to these psychological needs of employees. Additionally, attention should be invested in developing university leaders’ competencies in risk-taking, proactiveness, and creativity.

this study investigated the moderating effect of workplace social support on the relationship between leader–subordinate fit and entrepreneurial behaviour  in an Iraqi private higher education institution. A sample of 127 respondents  was selected and a questionnaire was administered to them via Google Form. The data thus collected were analysed using JASP. Consistent with the P-E fit theory, the results revealed that supplementary fit (β = 0.44, t = 6.65, p .001, 95%CI = 0.29 to 0.53) and complementary fit (β = 0.46, t = 6.91, p .001, 95%CI = 0.31 to 0.56) significantly predicted entrepreneurial behaviours. However, in contradiction to the buffering hypothesis, the semi-partial Bayes Factor (BF) statistics  indicate that workplace social support did not play any moderating role in the model. The study concludes with a brief discussion on the results, limitations of the study, and suggestions for further research.

Proactive employee behaviour provides immense benefits to organisations at both macro and micro levels of analysis. Studies have suggested workplace democracy one of its significant antecedents. However, research on the workplace democracy–proactive employee behaviour relationship has been grossly neglected. The current study employed the proactive behaviour theory to address the general association between workplace democracy and proactive employee behaviour in Iraqi higher educational institutions, based on assessments of the constructs at the global level of analysis. Scoping review was used in sourcing relevant literature upon which the hypothesis was developed. In testing the hypothesis, data were collected from a sample of 244 faculty (Ffemale, 29.02%; Mmale, 70.98%) drawn from Al-Qadisiyah University, using validated measures of workplace democracy (α = 0.915) and proactive behaviour (α = 0.787). PLS-SEM in SmartPLS was used in the analysis and test of the hypothesis. The results confirm that workplace democracy significantly and positively impacts the proactive behaviours of employees at the Al-Qadisiyah University (β = 0.011, t = 2.799, p = 0.005). Based on the discussion of the results, several recommendations were proffered.

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