Abstract Background and purpose: The recent literature established that human resource development (HRD) is significantly related to organizational effectiveness (OE). In rapidly changing environments, the organizations should strive to address the shifts in the environment and cope with markets conditions through developing dynamic capabilities, in return, enhance organizational effectiveness. The main purpose of this study is to examine the mediating role of dynamic capabilities on the relationship between human resources development and organizational effectiveness in the Iraqi public universities context. Design/Methodology/Approach: Data were collected through an online questionnaire survey from 215 employees executive and non-executive employees working in the selected public universities in Iraq. Structural equation modeling (SEM) was employed to test the proposed research model. Results: The analyzed data supported all the hypothesized relationships of the study. This study finds that HRD practices have a significant influence on organizational effectiveness and dynamic capabilities. Further, dynamic capabilities significantly influence on organizational effectiveness. Also, the study empirically supports the mediating effect of dynamic capabilities on the relationship between HRD practices and organizational effectiveness. Conclusion: In the literature, there is still a lack of how HRD practices impact on organizational effectiveness through the mechanisms of dynamic capabilities. Therefore, this research contributes to the literature by pointing out the mediating role of dynamic capabilities on the relationship between HRD and organizational effectiveness. Based on the existing literature and empirical results, the study provides the theoretical and practical implications which are further discussed in detail.

中文翻译：

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动态能力对人力资源开发与组织有效性之间关系的中介作用

摘要背景与目的：最近的文献表明，人力资源开发（HRD）与组织有效性（OE）密切相关。在瞬息万变的环境中，组织应努力通过开发动态功能来应对环境变化并应对市场条件，从而提高组织效率。这项研究的主要目的是研究动态能力对伊拉克公立大学中人力资源开发与组织有效性之间关系的中介作用。设计/方法/方法：数据是通过在线问卷调查从伊拉克选定的公立大学中的215名执行和非执行雇员中收集的。使用结构方程模型（SEM）来测试所提出的研究模型。结果：分析的数据支持了研究的所有假设关系。这项研究发现，人力资源开发实践对组织有效性和动态能力具有重大影响。此外，动态能力会极大地影响组织的有效性。同样，该研究从经验上支持动态能力对人力资源开发实践与组织有效性之间关系的中介作用。结论：在文献中，仍然缺少人力资源开发实践如何通过动态能力机制对组织有效性产生影响。因此，这项研究通过指出动态能力对人力资源开发与组织有效性之间关系的中介作用，为文献做出了贡献。在现有文献和经验结果的基础上，本研究提供了理论和实践意义，将对其进行详细讨论。