Human-centric process improvement through digital transformation: contributions and limitations

Employee turnover is challenging for firms, and it is usually fueled by employee stress due to their heavy workload. To minimize turnover, firms can implement various initiatives, such as employee well-being and employee engagement programs. Previous studies have examined the influence of work stress, employee engagement, or employee well-being separately on turnover intention. By exploring these factors simultaneously, this study aims to explain the roles of employee well-being and engagement as mediators in alleviating the impact of work stress on turnover. Data were collected from 425 employees working in various economic sectors (e.g., finance, education, research and development, retail, and business) in Indonesia and analyzed using the structural equation modeling (SEM) with the Lisrel 8.8 software. The results confirmed that work stress and employee engagement are factors that can directly influence turnover intention. Nevertheless, employee well-being does not have a direct impact on reducing turnover. The role of employee engagement in mediating the impact of work stress and employee well-being on turnover intention has been proven to be significant. This indicates that the company can withstand the stress that leads to employee turnover by creating jobs that make employees enthusiastically enjoy their work. Furthermore, company initiatives to create employee well-being will only be effective if those initiatives encourage employee engagement. Based on these findings, companies can develop strategies to reduce employee turnover. This can be achieved by prioritizing work stress management and improving employee well-being and engagement.

The traditional way of working is predicted to be replaced by the digitization of the working environment to promote employee flexibility without affecting productivity, as a digital workplace is the ideal environment to incubate productive and successful employees. This paper aims to examine the linkages between job autonomy, job relatedness and employees’ intention to support digital transformation in the workplace. A structural equation model linking job autonomy, relatedness, job performance, employee well-being, and employee’s work intention is tested using data collected from 150 employees of Vinamilk from May to August 2022. The research results indicate that the influence of job autonomy and relatedness have positively strong impact on employee performance and well-being, and thus, driving employee’s intention to actively support the business’s digital workplace transformation. This research has an important and meaningful implications for managers when undertaking the digital transformation of the workplace.

Purpose: The shift from the traditional face-to-face to remote working requires that both employers and employees to adapt their environments to ensure alignment with the demands of remote work. This includes leveraging digital technologies, infrastructure, tools, systems, and content to enhance employees’ effectiveness and well-being. Given permanence of remote and hybrid work following the widespread adoption during the COVID-19 pandemic, it is essential to identify ergonomic factors that support employee well-being and productivity in these settings. While existing studies have identified ergonomic factors in various contexts few have specifically on remote work. Furthermore, the ergonomic elements affecting the well-being of remote employees remain underexplored, and theoretical frameworks in this area are scarce. Therefore, this study seeks to explore the ergonomic factors that need adapting to ensure employee well-being and effectiveness when working remotely and to develop a conceptual framework for future studies.Methodology: This study adopted a qualitative approach. Data was sourced from electronic databases such as Scopus and Web of Science. From a systematic literature search, 36 relevant articles were analysed using content analysis techniques.Results: The study identified cognitive, physical, and organizational ergonomic factors that require adaptation in remote work environments to enhance employee performance and well-being. Findings highlight the critical role of ergonomic adjustments in home office setups, including their impact on safety, comfort, ease of use, and productivity. These factors contribute significantly to workforce well-being and overall satisfaction. Additionally, the study revealed a lack of theory-driven approaches in existing research on ergonomics and remote work. A conceptual framework was developed, proposing hypothesized relationships between key constructs for empirical testing and validation.Conclusion: This study provides valuable insights into the adoption of ergonomically sound remote working environments for employees. It provides recommendations for organizations seeking to enhance their remote work policies with an emphasis on ergonomics to promote a healthier and more productive remote workforce.Implications: The study highlights the need for future research to validate the proposed conceptual framework across diverse contexts and settings. Such validation will enhance the generalizability of findings on ergonomics and remote work, further advancing knowledge in this domain.Keywords: Remote working, ergonomics, employee wellbeing, technology adaption, home office design, occupational health.

There is an increasing acknowledgment of the added value obtained by integrating technological efforts to engage employees round the clock for organizational productivity. Hyperconnectivity is the demand of time for competitive advantage in businesses, but studies on its impact on the health and well-being of the employees have been neglected in academic research. Hence, in this study, we investigated the effect of hyperconnectivity on health and well-being, and in moderating the effect of work-to-family conflict and job demand control imbalance on the health and well-being of the office employees. An online questionnaire survey was used to collect data from 410 office employees working in the oil and gas industry in Malaysia. Respondents were approached through the LinkedIn forum. Statistical tests, principal component analysis, structural equation modeling, and path analysis were conducted. It is found that hyperconnectivity has a negatively insignificant effect on health and well-being. In addition, hyperconnectivity significantly strengthens the negative effect of job demand control imbalance (22%) and work-to-family conflict (24%) on health and well-being. It is concluded that hyperconnectivity decreases health and expedites other psychosocial hazards related to the health and well-being of the employees. Urgent measures should be taken to reduce unnecessary and frequent online notifications, messages, emails, and phone calls, both during and off-working hours. In this way, the effect of job demand control imbalance and work-to-family conflict can be reduced on the health and well-being of the office employees. Considering the negative consequences of hyperconnectivity, this problem should be addressed in health and safety policies in organizations. Future studies can investigate the effect of hyperconnectivity on job demands and control separately.

The Digital Transformation phenomenon always tends to be complicated, ambiguous, challenging, and non-routine managerial tasks for organizations. The success rate of such digital transformation is very low due to rapid changes in technologies. Digital transformation through these technologies demands a fundamental change in organization processes, technology and behavior of the people. This broad change results in different socio-technical issues and challenges. The primary objective of the study is to discover issues, challenges and impact/benefits during digital transformation, investigated by various researchers. For this purpose, a systematic literature review (SLR) as prescribed by Levy and Ellis (2005) helped in identifying the challenges of digital transformation. The articles published from 2008 to 2018 were selected and analyzed. The findings of this research reflect the importance of developing an effective digital transformation strategy in organizations. The proactive strategy regarding people, process, technology, and most importantly their alignment in the organization is found critical in executing such transformation initiative in the organization. The planned efforts regarding knowledge management also played an important role in executing and sustaining such transformation initiatives in the organizations. Moreover, value creation, operational efficiency, competitive advantage, customer relationship, and new business model emerged as a vital motivational factor and outcome for digital transformation. Keywords: Digital transformation, digital transformation issues and challenges, systematic literature review, digital transformation benefits/impact.

Digital transformation has generated profound structural changes in companies, impacting their products, processes, and services. It involves the integration of emergent technologies into all aspects of the companies, changing how work is done. From automating repetitive tasks to implementing data-driven decision-making processes, digital transformation optimizes workflows, fosters innovation, and drives competitive advantage. This research investigates the influences and correlations within four key domains: digital transformation, human factors, business process management, and emerging technologies. A literature review in the Scopus and Web of Science databases identified relevant articles aligning with our investigation’s scope. From these articles, criteria for each construct were extracted. The extraction process allowed us to determine elements and parameters that would serve to employ Structural Equation Modelling (SEM), a robust multivariate data analysis approach designed for exploring complex relationships. Theoretical aspects were then utilized to create the SEM model variable relationships. The contribution of this paper is the integration of four distinct study areas, facilitating a comprehensive exploration of their interrelationships and characterizing this research as transdisciplinary. This research addresses crucial aspects of contemporary organizational dynamics, particularly in the context of technological advancements and digital transformation. It contributes to discussions on interdisciplinary approaches to understanding and managing digital transformation within organizations, emphasizing the interaction between human factors and emerging digital technologies. The focus on understanding the cognitive impacts these technologies may induce is of particular significance. Therefore, investigating the effect of cognitive factors (e.g., mental workload) on workers is crucial in improving production efficiency and ensuring the workers’ health.

Digital transformation has become a crucial factor in enhancing the competitiveness of micro, small, and medium enterprises (MSMEs) in the era of globalization. Digital technology enables MSMEs to innovate, improve efficiency, and expand markets. However, many MSMEs face challenges in adopting this technology, such as limited resources and resistance to change. Sharia-based human resource management (HRM), which emphasizes justice and welfare, can provide solutions in creating a productive and harmonious work environment. This study aims to fill the gap in the literature regarding the interaction between digital transformation and Sharia HRM on MSME performance, with the moderation of organizational culture. The research method uses a quantitative approach with a case study on MSMEs in Cileungsi, involving 100 randomly selected respondents. Data were collected through questionnaires and analyzed using SEM-PLS. The SEM test results show that digital transformation and Sharia HRM have a significant effect on MSME performance. Organizational culture has a strong moderating role, strengthening the positive impact of digital transformation and Sharia HRM on MSME performance. The results indicate that the integration between digital transformation and Sharia HRM, supported by a strong organizational culture, can enhance productivity, operational efficiency, as well as employee satisfaction and motivation. This study emphasizes the importance of adopting digital technology and applying Sharia principles in HRM to improve MSME performance, with organizational culture as an essential supporting factor. These findings provide practical guidance for MSME actors in developing strategies that improve efficiency and employee welfare.

This research examines how digital transformation, employee well-being, and the new normal of remote work affect organizational performance in Pakistan’s corporate city of Karachi. Thus, the enhancements in the usage of digital solutions and flexible working arrangements, as well as the focus on employees’ health, define organizational effectiveness in the modern world. Therefore, the study aims to establish the role these factors play in the performance of organizations. The study used both qualitative information obtained from the existing research and quantitative data elicited from respondents who filled in the closed-ended questionnaire through email. The current research involved 120 employees in Karachi’s corporate sector, and data was gathered through convenience sampling. Quantitative data was analyzed using SPSS, and frequency analysis and regression analysis were applied. With reference to the research questions, quantitative data was analyzed using frequency analysis and regression analysis and the following findings: Digital transformation has a positive effect on organizational performance = 0.564, p<0.05, Employee well-being has a positive effect on organizational performance = 0.520, p<0.05 while for remote work paradigms, no significance effect was found on organizational performance = 0.128, p>0.05. The findings reveal that digital transformation and employee well-being have significant positive effects on organizational performance, while remote work paradigms showed no statistically significant relationship. The value of R-squared is only 0.015, suggesting that other factors play a role in determining the performance of the organization. The study reveals that as digital transformation and employee well-being are seen as key to enhancing organizational outcomes, the effectiveness of remote work might be contingent on enablers such as technology support and managerial attitudes. Specific strategies are to continue technology investments, improve or upgrade/promote employee fitness initiatives, and optimize remote working initiatives for maximum organizational advantage.

Purpose: Right mindfulness entails a focus on present-moment events and actions that are directed by ethical principles. How this mindfulness works in an organization to affect employees’ performance in Pakistani corporate environment is still an open question. In this study, we examine the impact of leader mindfulness and employee performance and wellbeing with the mediating role of interpersonal justice, employee stress, and LMX (Leader-member exchange) quality. Employee performance is further measured as in role and extra-role performance. For this, we modified Reb et. al. (2019) framework, to include wellbeing and apply to firms working in the corporate sector of Pakistan. Design/Methodology/Approach: Data was collected using a close-ended questionnaire from 100 departments/ units working in different businesses, and analyzed using factor analysis, structured equation modeling in Smart PLS. Findings: The findings of the study show that there is no significant impact of the leader mindfulness on employee in-role, extra-role performance, and employee wellbeing (dependent variables) with interpersonal justice, employee stress, and LMX quality as mediators. But so far as the impact of variables is individually concerned, it’s been observed that employee stress does not have a significant impact on employee in-role performance, extra-role performance and employee wellbeing but employee stress has a significant impact on LMX quality. LMX quality has a significant impact on employee extra-role performance and employee wellbeing but no significant impact of LMX quality on employee in-role performance has been observed. Leader mindfulness doesn’t have any significant impact on employee in-role or extra-role performance, employee wellbeing, employee stress, LMX quality, and interpersonal justice whereas interpersonal justice has a significant impact on employee extra-role performance, employee wellbeing, and LMX quality but not on employee in-role performance. Practical implications: The findings suggest that since employee stress has an impact on LMX quality, so a leader must lead its team in such a way that they do not feel burdened and stressful for it is going to have a negative impact on the way leader and member communications and ultimately on employee extra-role performance and wellbeing which will hence lower down the productivity of the organization. Interpersonal justice also has a significant impact on employee wellbeing and extra-role performance, so it must be made sure that employees are treated in a fair way, so they will feel satisfied and work effectively and efficiently. Originality/Value: This is the first study that measured the effect of leader mindfulness on employee performance in Pakistan.

Digitalización y transformación digital en la industria turística: una revisión bibliométrica y una agenda de investigaciónPropósitoEn las últimas décadas, se ha realizado un número significativo de contribuciones de investigación a la intersección de las tecnologías digitales y la industria del turismo. Sin embargo, no se ha prestado suficiente atención a un examen exhaustivo de la digitalización y la transformación digital en la industria del turismo. Este estudio tiene como objetivo proporcionar una revisión bibliométrica de la investigación sobre digitalización y transformación digital en la industria del turismo y diseñar futuras agendas de investigación para avanzar en el campo de la investigación.Diseño/Metodología/EnfoqueEste estudio utiliza el protocolo de Procedimientos y fundamentos científicos para revisiones sistemáticas de la literatura (SPAR-4-SLR) y un análisis bibliométrico para examinar el progreso de la investigación y mapear científicamente el dominio de investigación de la digitalización y la transformación digital en la industria del turismo. de 2002 a 2023 utilizando datos bibliográficos recuperados de Scopus y Web of Science (WOS).HallazgosEste estudio presenta las tendencias en publicaciones y citas dentro del dominio de investigación sobre digitalización y transformación digital en turismo. Los hallazgos también brindan información sobre los cuatro grupos principales del campo de investigación: innovación digital, ecosistema de turismo inteligente, turismo electrónico y experiencia de destino inteligente. Para aumentar aún más la aplicación de la transformación digital, este estudio ofrece varias recomendaciones para futuras investigaciones sobre la digitalización y la transformación digital de la industria turística.OriginalidadEste estudio avanza en el campo de investigación de la digitalización y la transformación digital en la industria del turismo al examinar en profundidad los principales grupos de investigación en el corpus de investigación de las últimas dos décadas. Además, orienta la investigación futura, sentando así las bases para mayores avances en este ámbito.ImplicaciónEste estudio proporciona implicaciones valiosas para los investigadores, administradores y formuladores de políticas que buscan comprender el estado actual y las direcciones futuras de la investigación en el campo de la digitalización y la transformación digital del turismo.

Research background: Despite the dynamically growing cross-sectional academic studies conducted on various aspects related to physical and mental workloads in the context of workplace safety, there is still room for further in-depth analyses of how these workloads affect employees' behavior and well-being. This phenomenon is of particular interest in the case of hospitality, where hotels should recognize the workloads imposed on their employees, since they are considered the most critical and influential stressors in the workplace. Purpose of the article: Based on the conservation of resources (COR) theory, our study aims to examine how hotel employees' physical and mental workloads affect their well-being and safe behaviors. The study also investigates how employee well-being and psychological resilience play a role in these patterns. Methods: The study employs an experience-sampling methodology to assess the physical and mental workloads of a group of full-time employees working in luxury hotels in the USA. Findings & value added: The findings derived from Partial Least Squares Structural Equation Modeling (PLS-SEM) reveal that both physical and mental workloads negatively impact overall well-being and safe behaviors. Additionally, physical workload influences mental workload. Also, employee well-being has been identified as a mediating factor in the relationship between workloads, psychological resilience, and safe behaviors. Notably, psychological resilience has not exhibited a moderating effect. This study expands on the COR theory by examining its impact on the hospitality industry. The study has developed and validated a model for assessing hotel employees' physical workload. Moreover, it emphasizes the significance of employees' well-being and psychological resilience in promoting safe behaviors in hotels. Therefore, this model is a significant step forward toward effectively measuring and maintaining the overall well-being and safe behaviors of employees in the hospitality industry. Furthermore, the value of the research is enhanced by surveying hotel employees directly rather than relying on subjective opinions from management about employee involvement in workplace health and safety. This approach avoids the bias often present in management assessments and provides a more accurate depiction of employee participation.

This study aims to explore how digital leadership accelerates the adoption of disruptive technologies, supports green innovation, and integrates digital transformation with hybrid work models to enhance organisational performance and employee well-being. Utilising a systematic literature review (SLR) approach and analysing 59 open-access articles from the Scopus database, this study identifies key trends in digital leadership literature. The findings show that digital leadership has gained increasing attention since 2021, particularly in the areas of business innovation, organisational resilience, and digital transformation. Major academic contributions come from Indonesia, Germany, and Malaysia. The adoption of AI and blockchain strengthens the effectiveness of digital leadership through data-driven decision-making, operational efficiency, and enhanced transparency. Furthermore, digital leadership promotes green innovation and sustainable business strategies while improving productivity and work-life balance through hybrid work models. The implications of these findings suggest that digital leadership is a key element in guiding organisations to adopt disruptive technologies, introduce green innovations, and design flexible work models. Organisations must develop adaptive, innovative, and technology-driven leadership to remain competitive and sustainable in the digital era.

Given the current impacted state of the BMW Group, as well as its perpetual job growth, new working forms need to be implemented in order for the company to maintain its status as a leading competitor in the automotive industry. By implementing a flexible working environment, organizations are able to accommodate continuous job growth, while maintaining sufficient building space efficiency and reducing building costs. A new workplace concept will inevitably result in the emergence of new challenges regarding satisfaction with the working environment, as well as impose significant change that can be perceived as threatening to some individuals. Therefore, the following study examines the effects that mobility and flexibility in the workplace have on perceived employee satisfaction and well-being. Research was conducted on a targeted group of employees over a two-year time period at the BMW Group in Munich, Germany. Employee responses pertaining to perceptions of mobility work and desk sharing were analyzed via questionnaire analyses in order to determine the effects on satisfaction with the working environment at the BMW Group in a specified non-territorial working environment. Structural equation modeling and content analyses via open-ended responses were conducted in order to determine the effect that the independent variables, mobile work, and desk sharing have on working environment satisfaction and employee well-being. Results indicate that mobile work significantly predicts working environment satisfaction, and levels of satisfaction with the working environment increased over time. Furthermore, open-ended responses suggest that mobile work has a significantly positive influence on employee satisfaction. Desk sharing has a significant impact on hygiene levels and concentration abilities in the flexible working environment, influencing employee well-being. This study provides concrete evidence for the need to solve capacity issues in terms of job growth, as well as maintain a high level of employee satisfaction and well-being in today’s fast-paced society.

"The psychological benefits of green HRM: A study of employee well-being, engagement, and green behavior in the healthcare sector".

Purpose Digital transformation is a complex and continuous process that presents significant challenges for companies and employees. Employee resistance, a factor often cited for the failure of digital initiatives, hinders these initiatives and contributes to stress, affecting employee well-being – a connection not yet fully explored in extant literature. Therefore, this study aimed to determine the factors that increase employee resistance to digital transformation and how it can be mitigated. Design/methodology/approach This study adopts a multiple case study approach to analyze qualitative data from ten industrial companies in Finland. Findings Factors influencing resistance at the individual, organizational, and technological levels were identified, and three key components of the resistance mitigation strategy from the case companies were identified: learning, communication and participation. The findings, supported by relevant literature, link resistance to employee well-being and propose that the identified mitigation strategy reduces resistance and supports employee well-being during digital transformation. Practical implications This study provides practical implications and suggests avenues for future studies to examine this unsaturated yet important research area. Originality/value This study is among the first to empirically examine employee resistance in digital transformation and link it to employee well-being.