ظرفیت سازمانی برای نگهداشت استعدادهای دیجیتال در بخش عمومی: شناسایی و اولویت‌بندی مؤلفه‌های کلیدی

نوع مقاله : مقاله پژوهشی

نویسنده

گروه مدیریت دولتی، دانشکده مدیریت حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

چکیده
افزایش روند دیجیتالی شدن در سازمان‌های سراسر دنیا و رقابت سازمان‌ها برای شکار، جذب و نگهداشت سرمایه‌های انسانی کلیدی، به‌ویژه در زمینه مهارت‌های دیجیتالی، ضرورت مطالعه‌ی هرچه‌ بیشتر در این حوزه را بیش از پیش آشکار ساخته است. در چنین شرایطی، به‌دلیل رقابت فزاینده بخش خصوصی و عمومی بر سر جذب و نگهداشت سرمایه انسانی متخصص و برخی محدودیت‌های مالی و قانونی، وقتی سخن از سازمان‌های بخش عمومی باشد؛ مبحث حفظ استعدادها اهمیتی دوچندان می‌یابد. هدف پژوهش حاضر شناسایی و اولویت‌بندی ظرفیت‌های سازمانی برای نگهداشت استعدادهای دیجیتال در بخش عمومی است. این پژوهش بر مبنای طرح تحقیق آمیخته متوالی اکتشافی انجام شده است؛ بدین صورت که ابتدا با استفاده از روش مرور نظام‌مند 41 مطالعه (از سال ۲۰۰۵ تا ۲۰۲۶)، ابعاد و مولفه‌های مرتبط با ظرفیت‌های سازمانی نگهداشت استعدادهای دیجیتال شناسایی شد و سپس با بهره‌گیری از روش تصمیم‌گیری چندمعیاره بهترین-بدترین (BWM) به وزن‌دهی و اولویت‌بندی ابعاد و مولفه‌ها پرداخته شد. یافته‌ها حاکی از آنند که شش بعد اصلی به ترتیب وزن شامل ظرفیت‌های فرهنگی و روان‌شناختی سازمان (0/212=w)؛ ظرفیت‌های یادگیری، رشد و تطبیق‌پذیری (0/199=w)؛ ظرفیت‌های منابع انسانی دیجیتال (0/173=w)؛ ظرفیت‌های راهبردی و حکمرانی (0/158=w)؛ ظرفیت‌های ساختاری و انعطاف‌پذیری کاری (0/136=w)؛ و ظرفیت‌های نهادی و بیرونی (0/122=w) به‌عنوان مهم‌ترین ظرفیت‌های سازمانی نگهداشت استعداد دیجیتال در بخش عمومی هستند. این چارچوب می‌تواند مبنای مناسبی برای مدیران سازمان‌ها، سیاست‌گذاران بخش عمومی و محققان حوزه منابع انسانی قرار گیرد.

عنوان مقاله English

Organizational Capacity for Retaining Digital Talent in Public Sector: Identification and Prioritization of Key Components

نویسنده English

Habib Roodsaz
, Department of Publicss Administration, Faculty of Management & Accounting, Allameh Tabataba’i University, Tehran, Iran
چکیده English

The growing trend of digitalization across organizations worldwide, coupled with intensified competition among organizations to attract, recruit, and retain key human capital, particularly those with digital skills, has highlighted the need for more extensive research in this field. In such conditions, and due to the fierce competition between the private and public sectors in attracting and retaining specialized talent, along with financial and legal constraints, the issue of talent retention becomes particularly critical for public sector organizations. The aim of the present study is to identify and prioritize organizational capacities for retaining digital talent in the public sector. This research was conducted based on an exploratory sequential mixed-methods research design. In the first phase, a systematic review of 41 studies (published between 2005 and 2026) was carried out to identify the dimensions and components of organizational capacities for digital talent retention. In the second phase, the Best-Worst Method (BWM) was applied to weight and prioritize these dimensions and components. The findings reveal six main dimensions, ranked by weight as follows: organizational cultural and psychological capacities (w=0.212), learning, growth, and adaptability capacities (w=0.199), digital human resource capacities (w=0.173), strategic and governance capacities (w=0.158), structural and work flexibility capacities (w=0.136), and institutional and external capacities (w=0.122). These represent the most important organizational capacities for retaining digital talent in the public sector. This framework can provide a solid foundation for managers, public policymakers, and researchers in the field of human resource management.

1.      حمزوی، حسین، محبی، عاطفه،خادمی، عبدالواسع، رضایی‌منش، بهروز (۱۴۰۲). تأثیر مدیریت منابع انسانی پایدار بر نگهداشت منابع انسانی و نقش میانجی سرمایه اجتماعی، نشریه منابع انسانی تحول‌آفرین، ۲(۷)، 20-۳۸. 10.30495/THR.1402.1037900
2.      رودساز، حبیب (۱۴۰۴). ارائه یک چارچوب چندبُعدی برای سنجش و کمّی‌سازی تعهد کارکنان گیگ،مطالعات مدیریت بهبود و تحول، ۳۴(۱۱۸)،                                                                   38-110.22054/jmsd.2025.88409.4699
3.      سادات‌میر، فاطمه، الوانی، سید مهدی (۱۴۰۴). الگوی حکمرانی هوشمند مبتنی بر منابع انسانی دیجیتال برای بازآفرینی خدمات عمومی در عصر بحران‌های هم‌زمان، مطالعات مدیریت خدمات عمومی، ۳(۸)، 1-38.10.22054/spsa.2026.90907.1117
4.       شعبانی‌دهسری، مریم، کیالاشکی، جعفر، قمی‌اویل، مریم (۱۴۰۲). بررسی چالش‌های مدیریت منابع انسانی در ایران بر انگیزش و نگهداشت منابع انسانی. هجدهمین کنفرانس ملی اقتصاد، مدیریت و حسابداری، شیروان، ایران.
5.       فخرایی، میلاد، مرادیان، علی (۱۴۰۴). بررسی رابطه بین مدیریت استعداد با نگهداشت منابع انسانی با نقش میانجی امیدواری و تعلق خاطر. یازدهمین همایش ملی مطالعات و تحقیقات نوین در حوزه علوم انسانی، مدیریت و کارآفرینی ایران، تهران، ایران.
6.      موسوی کاشی، زهره، محسنی کبیر، زهره (۱۴۰۴). مدل‌سازی روابط علّی عوامل مؤثر بر تاب‌آوری دیجیتال در سازمان‌های دولتی ایران با رویکرد آمیخته، مطالعات مدیریت خدمات عمومی، ۳(۸)، ۱۱۷۱۷۶. 10.22054/spsa.2026.89560.1087
7.      نریمانی، امیررضا (۱۴۰۳). رهبری نسل Z در سازمان‌های دولتی ایران: یک تحلیل کیفی بر سبک‌های نوین و چالش‌های ساختاری، مطالعات مدیریت خدمات عمومی، ۲(۶)،141-168. 10.22054/spsa.2025.88913.1076
8.      واعظی، رضا (۱۴۰۳). نظام ذهنی و رژیم اصلاحات اداری: تعامل ذهن و عین، توسعه علوم انسانی، ۵(۹)، ۵۷۶۶. 10.22047/hsd.2024.464653.1013
9.       واعظی، رضا، شمس، لیلا (۱۴۰۰). مدیریت دولتی رفتاری؛ نظریه‌ای جدید در مدیریت دولتی، دوفصلنامه توسعه علوم انسانی، ۲(۴)، 61-82.
10.  Abduraimovna, S. B., Chen, Y., Zhang, Z., & Xia, W. (2026). From Hybrid Incentive Systems to Competitive Intelligence: How Key Technologies Enable Innovation Management in Multi-Age Teams. Journal of Sustainable Competitive Intelligence16, e0613-e0613.
11.  Adner, R. (2017). Ecosystem as structure: An actionable design for strategy. Journal of Management, 43(1), 39-58. https://doi.org/10.1177/0149206316678451
12.  Ahmed, E. H. E. H. (2024). Dynamic Capabilities—Alternative Perspectives. In A. Hamdan & A. Harraf (Eds.), Business Development via AI and Digitalization, Vol. 1, pp. 575–586. Springer Nature Switzerland.
13.  Alfawaerh, N. H. S. (2025). The Impact of Digital Human Resource Management on Talent Retention in a Changing Workplace: The Mediating Role of Entrepreneurship Development. International Journal of Applied Mathematics38(1s), 1414-1442.
14.  Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40-68. https://doi.org/10.1177/1529100615593273
15.  Aloisi, A., & De Stefano, V. (2022). Introduction — Your Boss Is an Algorithm. Artificial Intelligence, Platform Work and Labour, Hart Publishing.
16.  Alshamrani, A., Majumder, P., Das, A., Hezam, I. M., & Božanić, D. (2023). An integrated BWM-TOPSIS-I approach to determine the ranking of alternatives and application of sustainability analysis of renewable energy. Axioms, 12(2), 159.
17.  Bailey, C., Yeoman, R., Madden, A., Thompson, M., & Kerridge, G. (2019). A review of the empirical literature on meaningful work: Progress and research agenda. Human Resource Development Review, 18(1), 83-113. https://doi.org/10.1177/1534484318804629
18.  Bankins, S. (2021). The ethical use of artificial intelligence in human resource management: A decision-making framework. Ethics and Information Technology, 23(4), 841-854. https://doi.org/10.1007/s10676-021-09619-6
19.  Boudreau, M. C., & Robey, D. (2005). Enacting information technology: An episodic process of technological change. Organization Science, 16(1), 3-18. https://doi.org/10.1287/orsc.1040.0107
20.  Carmeli, A., Edmondson, A. C., & Tishler, A. (2012). CEO relational leadership and organizational learning from failures. Journal of Organizational Behavior, 33(4), 535-554. https://doi.org/10.1002/job.769
21.  Choudhury, P., Foroughi, C., & Larson, B. (2021). Work-from-anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 42(4), 583-605. https://doi.org/10.1002/smj.3251
22.  Collings, D. G., McMackin, J., Nyberg, A. J., & Wright, P. M. (2021). Strategic human resource management and COVID‐19: Emerging challenges and future directions. Journal of Management Studies, 58(5), 1378-1382. https://doi.org/10.1111/joms.12695
23.  Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of applied psychology86(3), 425.
24.  Criado, J. I., & Gil-Garcia, J. R. (2024). Digital talent management in public sector organizations: Challenges and strategies for digital transformation. Government Information Quarterly, 41(2), 101948.
25.  Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of management annals, 11(1), 479-516.
26.  Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21(4), 34-48. https://doi.org/10.5465/amp.2007.27803912
27.  Dabirian, A., Paschen, J., & Kietzmann, J. (2019). Employer branding: Understanding the employer value proposition of IT talent. Journal of Information Technology Case and Application Research, 21(2), 75-89. https://doi.org/10.1080/15228053.2019.1645009
28.  De Vos, A., Van der Heijden, B. I., & Akkermans, J. (2020). Sustainable careers: Towards a conceptual model. Journal of Vocational Behavior, 117, 103196. https://doi.org/10.1016/j.jvb.2018.06.011
29.  Deephouse, D. L., Bundy, J., Tost, L. P., & Suchman, M. C. (2017). Organizational legitimacy. In R. Greenwood, C. Oliver, T. B. Lawrence, & R. E. Meyer (Eds.), The SAGE Handbook of Organizational Institutionalism (2nd ed., pp. 218-248). SAGE Publications.
30.  Di Battista, A., Grayling, S., Hasselaar, E., Leopold, T., Li, R., Rayner, M., & Zahidi, S. (2023, November). Future of jobs report 2023. In World Economic Forum (pp. 978-2). Geneva, Switzerland: World Economic Forum.
31.  Edmondson, A. C. (2011). Strategies for learning from failure. Harvard Business Review, 89(4), 48-55.
32.  Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons.
33.  Ekhsan, M., Badrianto, Y., & Suwandi, S. (2023). Digital Talent on Employee Retention: the Role of Employee Engagement as Mediation. Journal of Law and Sustainable Development, 11(10), e1121. https://doi.org/10.55908/sdgs.v11i10.1121
34.  Gratton, L. (2021). Redesigning work: How to transform your organization and make hybrid work for everyone. Penguin Business.
35.  Gupta, H. (2018). Assessing organizations performance on the basis of GHRM practices using BWM and Fuzzy TOPSIS. Journal of environmental management, 226, 201-216.
36.  Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management, 59(1), 43–61. https://doi.org/10.1002/hrm.21972
37.  Hart Publishing. Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3), 325-374. https://doi.org/10.1177/0149206308316059
38.  Hinings, B., Gegenhuber, T., & Greenwood, R. (2018). Digital innovation and transformation: An institutional perspective. Information and Organization, 28(1), 52-61. https://doi.org/10.1016/j.infoandorg.2018.02.004
39.  Hoe, S. L. (2025). Digital transformation and the future of work: closing the digital skills gap. Development and Learning in Organizations: An International Journal39(3), 14-17.
40.  Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545.
41.  Jacobides, M. G., Cennamo, C., & Gawer, A. (2018). Towards a theory of ecosystems. Strategic Management Journal, 39(8), 2255-2276. https://doi.org/10.1002/smj.2904
42.  Janssen, M., Rana, N. P., Slade, E. L., & Dwivedi, Y. K. (2017). Trustworthiness of digital government services: Deriving a core set of web-based trust indicators. Government Information Quarterly, 34(4), 585-594. https://doi.org/10.1016/j.giq.2017.10.001
43.  Jaya, I. G. N. M., Nusirwan, Kusumasari, D., Susenna, A., Agustina, L., Sukma, Y. A. A., ... & Hermina, N. (2026). Regional Patterns of Digital Skills Mismatch in Indonesia’s Digital Economy: Insights from the Indonesia Digital Society Index. Sustainability18(2), 1077.
44.  Jiang, Y., & Chen, Z. (2024). Determinants of turnover intention among digital and IT professionals: The roles of job satisfaction, organizational support, and career development. Information Technology & People, 37(1), 112–130.
45.  Kane, G. C., Phillips, A. N., Copulsky, J. R., & Andrus, G. R. (2019). The technology fallacy: How people are the real key to digital transformation. MIT Press.
46.  Kane, G. C., Phillips, A. N., Copulsky, J., & Andrus, G. R. (2022). The technology fallacy: How people are the real key to digital transformation (Updated ed.). Cambridge, MA: MIT Press.
47.  Kang, S. C., and S. A. Snell. (2009). Intellectual Capital Architectures and Ambidextrous Learning: A Framework for Human Resource Management. Journal of Management Studies, 46 (1), 65- 92.
48.  Khatoon, U. T., Babgi, M., Hadi, N. T., Mir, R. N., & Velidandi, A. (2025). Technology-driven change in human resource management: Reshaping talent management and organizational design. Administrative Sciences15(11), 452.
49.  Lamb, R., & Kling, R. (2003). Reconceptualizing users as social actors in information systems research. MIS Quarterly, 27(2), 197-236. https://doi.org/10.2307/30036529
50.  Larson, L., & DeChurch, L. A. (2020). Leading teams in the digital age: Four perspectives on technology and what they mean for leading teams. The Leadership Quarterly, 31(1), 101377. https://doi.org/10.1016/j.leaqua.2019.101377
51.  Li, L. (2020). Education, training, and reskilling for the digital economy. Technological Forecasting and Social Change, 161, 120322. https://doi.org/10.1016/j.techfore.2020.120322
52.  Liberati, A., Altman, D. G., Tetzlaff, J., Mulrow, C., Gøtzsche, P. C., Ioannidis, J. P. A., Clarke, M., Devereaux, P. J., Kleijnen, J., & Moher, D. (2009). The PRISMA statement for reporting systematic reviews and meta-analyses of studies that evaluate healthcare interventions: explanation and elaboration. PLoS Medicine, 6(7), e1000100.
53.  Long, H. A., French, D. P., & Brooks, J. M. (2020). Optimising the value of the critical appraisal skills programme (CASP) tool for quality appraisal in qualitative evidence synthesis. Research Methods in Medicine & Health Sciences, 1(1), 31-42.
54.  Mahjoub, A., & Kheybari, S. (2025). The evolution of job advertisements in the era of responsible advertising. In H. Olya (Ed.), Toward responsible service management: AI and digital transformation in action (pp. 189–206). Emerald Publishing Limited. https://doi.org/10.1108/978-1-80262-963-720251015
55.  Mahjoub, A., & Kruyen, P. M. (2021). Efficient recruitment with effective job advertisement: an exploratory literature review and research agenda. International Journal of Organization Theory & Behavior, 24(2), 107-125. https://doi.org/10.1108/IJOTB-04-2020-0052
56.  Mahmoud, M. M. H., Ali, A. A., Alrifae, A. A., Eitah, R. A., & AlZubi, M. M. (2025). The impact of digital HRM system and digital transformation on HR efficiency with organizational agility as a moderator. Discover Sustainability6(1), 1038.
57.  Manivannan, M., Subramanyam, K., & Venkatagiri, J. (2025). Talent management strategies for employee retention in the era of digital transformation. International Journal of Emerging Research in Science, Engineering, and Management, 1(3), 06–11.
58.                        Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR analytics. The International Journal of Human Resource Management, 28(1), 3-26. https://doi.org/10.1080/09585192.2016.1244641
59.  Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The International Journal of Human Resource Management, 28(1), 3–26. https://doi.org/10.1080/09585192.2016.1244699
60.  Mergel, I., Edelmann, N., & Haug, N. (2019). Defining digital transformation: Results from expert interviews. Government Information Quarterly, 36(4), 101385. https://doi.org/10.1016/j.giq.2019.06.002
61.  Mergel, I., Edelmann, N., & Haug, N. (2019). Defining digital transformation: Results from expert interviews. Government Information Quarterly, 36(4), 101385.
62.  Mosquera, P., & Soares, M. E. (2025). Onboarding: a key to employee retention and workplace well-being. Review of Managerial Science19(12), 3687-3711.
63.  Nambisan, S., Wright, M., & Feldman, M. (2019). The digital economy and entrepreneurship: An agenda for management research. Journal of Management Studies, 56(8), 1529-1545. https://doi.org/10.1111/joms.12491
64.  Noe, R. A., Clarke, A. D., & Klein, H. J. (2014). Learning in the twenty-first century workplace. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 245-275. https://doi.org/10.1146/annurev-orgpsych-031413-091321
65.  Olson-Buchanan, J., Boswell, W. R., & Thompson, L. F. (2013). New to a web near you: How technology mediates work-life interaction. In T. D. Allen & L. T. Eby (Eds.), Oxford Handbook of Work and Family. Oxford University Press.
66.  Page, M. J., McKenzie, J. E., Bossuyt, P. M., Boutron, I., Hoffmann, T. C., Mulrow, C. D., ... & Moher, D. (2021). The PRISMA 2020 statement: an updated guideline for reporting systematic reviews. British Medical Journal, 372.
67.  Plaskoff, J. (2017). Employee experience: The new human resource management paradigm. Strategic HR Review, 16(3), 136-141. https://doi.org/10.1108/SHR-03-2017-0017
68.  Raisch, S., & Birkinshaw, J. (2008). Organizational ambidexterity: Antecedents, outcomes, and moderators. Journal of Management, 34(3), 375-409.
69.  Rezaei, J. (2015). Best-worst multi-criteria decision-making method. Omega, 53, 49-57.
70.  Rezaei, J. (2016). Best-worst multi-criteria decision-making method: Some properties and a linear model. Omega, 64, 126-130.
71.  Rezaei, J. (2020). A concentration ratio for nonlinear best worst method. International Journal of Information Technology & Decision Making, 19(03), 891-907.
72.  Rigby, D. K., Sutherland, J., & Takeuchi, H. (2016). Embracing agile. Harvard Business Review, 94(5), 40-50. Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91-127. https://doi.org/10.1016/j.riob.2010.09.001
73.  Romme, A. G. L., & Holmström, J. (2023). From theories to tools: Calling for research on technological innovation informed by design science. Technovation, 121, 102692.
74.  Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Press.
75.  Safshekan, M., Feili, A., Shojaeifard, A., & Sorooshian, S. (2026). Artificial intelligence in human resource management: models for recruitment, training, performance, compensation, and retention. Frontiers in Artificial Intelligence, 9, 1718244.
76.  Scott, W. R. (2014). Institutions and organizations: Ideas, interests, and identities (4th ed.). Sage Publications.
77.  Scullion, H., & Collings, D. G. (Eds.). (2021). Global talent management (2nd ed.). Routledge.
78.  Setyanti, H. S. W. L., Faliza, N., & Rustandy, A. (2025). Human Capital in the Digital Age: Navigating Talent Retention and Upskilling Strategies for Global Competitiveness. Journal Of Economics and Management Scienties7(3), 65-70.
79.  Shea, B. J., Reeves, B. C., Wells, G., Thuku, M., Hamel, C., Moran, J., ... & Henry, D. A. (2017). AMSTAR 2: A critical appraisal tool for systematic reviews that include randomised or non-randomised studies of healthcare interventions, or both. British Medical Journal, 358, j4008. doi: 10.1136/bmj.j4008
80.  Snyder, H. (2019). Literature review as a research methodology: An overview and guidelines. Journal of Business Research, 104, 333–339.
81.  Solutions, L. T. (2023). Global talent trends report. LinkedIn Corporation.
82.  Sousa, M. J., & Rocha, Á. (2019). Skills for a digital world: Conceptual framework and challenges. Journal of Business Research, 94, 257-263. https://doi.org/10.1016/j.jbusres.2018.01.035
83.  Spreitzer, G. M., Cameron, L., & Garrett, L. (2017). Alternative work arrangements: Two images of the new world of work. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 473-499. https://doi.org/10.1146/annurev-orgpsych-032516-113332
84.  Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial intelligence in human resources management: Challenges and a path forward. California Management Review, 61(4), 15-42. https://doi.org/10.1177/0008125619867910
85.  Teece, D. J. (2018). Business models and dynamic capabilities. Long Range Planning, 51(1), 40–49. https://doi.org/10.1016/j.lrp.2017.06.007
86.  Theunissen, M., Van Hoye, G., & Backhaus, K. (2021). Employer branding in the digital era: A systematic review and research agenda. Human Resource Management Review, 31(4), 100824.
87.  Tkachenko, V., Sereda, O. H., Lutsenko, О. Y., Musiienko, O. L., & Ivchuk, Y. Y. (2026). Improving working conditions in response to skills shortages. European Public & Social Innovation Review11, 1-16.
88.  Tranfield, D., Denyer, D., & Smart, P. (2003). Towards a methodology for developing evidence‐informed management knowledge by means of systematic review. British Journal of Management, 14(3), 207–222.
89.  Tursunbayeva, A., Di Lauro, S., & Pagliari, C. (2018). People analytics—A systematic literature review of an emerging field. Journal of Enterprise Information Management, 31(2), 224-248. https://doi.org/10.1108/JEIM-01-2017-0027
90.  Uhl-Bien, M., & Arena, M. (2018). Leadership for organizational adaptability: A theoretical framework and study of cybernetic and complexity leadership in the digital age. The Leadership Quarterly, 29(1), 89-104. https://doi.org/10.1016/j.leaqua.2017.12.001
91.  Verhoef, P. C., Broekhuizen, T., Bart, Y., Bhattacharya, A., Dong, J. Q., Fabian, N., & Haenlein, M. (2021). Digital transformation: A multidisciplinary reflection and research agenda. Journal of Business Research, 122, 889-901. https://doi.org/10.1016/j.jbusres.2019.09.022
92.  Verhoef, P. C., Broekhuizen, T., Bart, Y., Bhattacharya, A., Dong, J. Q., Fabian, N., & Haenlein, M. (2021). Digital transformation: A multidisciplinary reflection and research agenda. Journal of Business Research, 122, 889–901. https://doi.org/10.1016/j.jbusres.2019.09.022
93.  Verma, R., Mathur, R., Pahuja, S., Kumar, P., & Dadwal, S. (2026). The Evolution of Human Resource Management: From Traditional Practices to Digital Twin-driven Approaches. In: HR 5.0 Integration: Unleashing the Potential of the Digital Twin Revolution (Eds. Sachdeva et al.), Emerald Publishing, https://doi.org/10.1108/978-1-83708-112-720261002
94.  Vial, G. (2019). Digital transformation: A review of the current research and an agenda for the future. Journal of Strategic Information Systems, 28(2), 118-143. https://doi.org/10.1016/j.jsis.2019.03.003
95.  Westerman, G., Bonnet, D., & McAfee, A. (2020). Leading digital: Turning technology into business transformation. Harvard Business Press.
96.  Whittington, R. (2019). Opening strategy: Professional strategists and practice change, 1960 to today. Oxford University Press.
97.  World Economic Forum. (2020). The future of jobs report 2020. World Economic Forum.
98.  WorldatWork. (2023). Total rewards trends in the digital workplace: Flexible and skill-based compensation strategies. WorldatWork Press.
99.  Yesudhason, M. (2025). Exploring the Interplay of Digital HR Transformation, Organizational Agility, and Talent Retention: A Holistic Conceptual Model. Kristu Jayanti Journal of Management Sciences (KJMS), 25-44.
100.                      Zeike, S., Bradbury, K., Lindert, L., & Pfaff, H. (2020). Digital leadership skills and associations with psychological well-being. International Journal of Environmental Research and Public Health, 17(8), 2628. https://doi.org/10.3390/ijerph17082628
 
دوره 4، شماره 12
تابستان 1405
صفحه 1-52

  • تاریخ دریافت 26 اردیبهشت 1405
  • تاریخ بازنگری 19 خرداد 1405
  • تاریخ پذیرش 30 خرداد 1405