Organizational Contextual Factors Research Articles

The Interaction Between General and Strategic Leadership and Climate on Their Multilevel Associations with Implementer Attitudes Toward Universal Prevention Programs for Youth Mental Health: A Cross-Sectional Study.

Emerging literature has highlighted the importance of discerning general and strategic organizational context (OC) factors (e.g., leadership and climate) and their interaction effect on individual implementation behaviors (e.g., attitudes toward evidence-based practices; EBPs) in youth mental healthcare. This study aimed to examine how leadership and climate (general and strategic) are associated with implementer attitudes toward EBPs across the individual and organizational levels and their interaction effect in schools. A series of multilevel models (MLMs) were fitted on a diverse sample of schools actively implementing universal prevention programs for youth mental health (441 implementers from 52 schools). The organization-level aggregates and individual educators' perceptions of general and strategic leadership and climate, and their interaction terms, were entered as level-2 and level-1 predictors of four attitudinal dimensions (Requirement, Openness, Appeal, and Divergence) based on their level of measurement. At the organizational level, higher levels of strategic leadership and climate, but not their general counterparts, were consistently associated with more favorable attitudes in all four dimensions. At the individual/within-school level, higher levels of perceived general and strategic leadership and climate were associated with more favorable attitudes of Requirement and Openness. At the organizational/between-school level, general climate moderated the positive effect of strategic climate on implementers' perception of appeal and divergence of EBPs. Our findings indicate that leaders should make data-based decisions to allocate resources on strategic and/or general leadership and climate to foster favorable staff attitudes toward EBPs based on the level of measurement, implementation-specificity, and attitudinal dimensions.

Exploring the Role of Context in Management Innovation Generation: A Case Study of a Pakistani Business Firm

Management innovation is an important source of sustained competitive advantage because of its context-specific nature. The current research contributes towards advancing an indigenous management innovation theory in the context of Pakistan. Previously, many studies have been conducted to build this theory in the context of developed economies. The current study draws mainly on institutional perspective. It explores how several individual and organizational contextual factors enable a business firm to implement a portfolio of new management practices to manage innovation in the textile sector. Data were collected through semi-structured interviews. It resulted in exploring three contextual factors which remain critical to produce specific management innovations imperative for a company’s success. The findings allow the construction of propositions through encouraging future research. The implications for management theory and practice are also provided.

Assessing the readiness of municipalities for digital process innovation

Pre-adoption phases of innovation are understudied in the innovation literature. This article addresses pre-adoption phases of innovation by running a prospective analysis. We assess the readiness of municipalities for the adoption of a digital tool that brings about process innovation concerning stakeholder management. Through an online survey, we elicit the public managers’ attitudes and their adoption expectation towards the tool. By drawing on insights from Diffusion of Innovation Theory and Theory of Planned Behaviour, we investigate which attributes of innovation along with managerial, organisational and environmental factors, contribute to a favourable attitude and an increased likelihood of innovation adoption. Our analysis reveals that while the perceived attributes of innovation such as its relative advantage and compatibility are major determinants of attitude formation and adoption expectation, pro-digitalisation beliefs, innovation-oriented organisational culture and environmental context factors such as high population and rates of new residential growth are critical in translation of positive attitudes to increased likelihood of adoption. Hence, in addition to perceived attributes of innovation and managerial characteristics, our findings also highlight the importance of organisational and environmental factors to the adoption expectation, and thus provide a more nuanced understanding of pre-adoption phases of innovation.

A Review and Future Research Agenda on Female Leadership & Organizational Context Factors

Scholars have begun to study different organizational context factors (i.e., organizational variables that could affect behavior occurring in the organization) that may impact whether women obtain and retain leadership positions. So far, scientific insights in this field lack an overarching framework that contextualizes existing research findings and points out overlooked themes as well as promising future research areas. To provide an overview of the current state of research, we conducted a systematic literature research and identified 91 articles studying organizational context factors and female leadership. Using VOSviewer, we extracted three clusters representing underlying areas: (1) structures & workforce composition, (2) career & development, (3) second-generation gender bias. The first cluster includes articles on HRM processes, gender diversity of board members or industry types. The second and smallest cluster consists of articles on leadership development programs. The third and largest cluster contains articles on stereotypes and invisible barriers in organizations that characterize corporate cultures and negatively impact female leaders, as well as initiatives to overcome these obstacles. We suggest future theoretical and methodological research directions such as overlooked contextual factors (e.g., company reputation), introducing an intersectionality perspective, and field (intervention) studies. We end with a systematic overview summarizing practical implications.

The dynamics of Leveraging Organization History During Strategic Transformation

Reference to the organizational history is an essential part of how managers determine what actions an organization should take in the present and future. However, prior research does not explain how references to different periods of the organization’s past are associated with different types of strategic transformation initiatives. In our longitudinal study of Ericsson, we explore various ways in which an incumbent firm can leverage its past through history frames to facilitate strategic transformation and legitimize nascent strategies. Our framework illustrates how a combination of environmental and organizational contextual factors influence the interpretation of organizational decision-makers and how they can accordingly frame the organization’s recent and distant past in their communications. Our findings reveal mechanisms through which senior managers can shape stakeholders’ understanding of change to navigate the tension between continuity and change.

More than just staffing? Assessing evidence on the complex interplay among nurse staffing, other features of organisational context and resident outcomes in long-term care: a systematic review protocol

IntroductionEspecially in acute care, evidence points to an association between care staffing and resident outcomes. However, this evidence is more limited in residential long-term care (LTC). Due to fundamental differences...

Optimal Turnover Rates and Performance in Public Organizations: Theoretical Expectations

This paper advances the theory of turnover and performance in public organizations, incorporating labor market conditions and quality of labor. In doing so, we first present theories on optimal turnover rates, based on a cost-benefit theoretical framework. We then discuss how optimal turnover rates in public organizations change according to labor supply and demand. After that, we illustrate how public labor market conditions and quality of labor affect turnover-performance relationship. Throughout the paper, we propose a set of testable propositions for future scholars, which posit the turnover-performance relationships being conditioned on various organizational and environmental contextual factors.

Organizational readiness to implement the Serious Illness Care Program in hospital settings in Sweden

BackgroundThe Serious Illness Care Program (SICP) is a model developed for structured communication, identifying patients, and training physicians to use a structured guide for conversations with patients and family members. However, there is a lack of knowledge regarding the sustainable implementation of this conversation model. Therefore, the aim of this study was to identify barriers and enablers during the implementation of the SICP in hospital settings.MethodsThe SICP was implemented at 20 units in two hospitals in Sweden. During the implementation process, seven individual interviews and two group interviews were conducted with seven facilitators (five physicians, one behavioral therapist, and one administrator). Data were analyzed using qualitative content analysis, first inductively, and then deductively using the organizational readiness for change as a theoretical framework.ResultThe analysis resulted in three factors acting as enablers and eight factors acting as enablers and/or barriers during the implementation of the SICP. The three factors considered as enablers were preliminaries, identifying patients, and facilitator’s role. The eight factors considered as enablers and/or barriers were broad implementation, leadership, time, confidence, building foundation, motivation to work change, motivation for training in serious illness conversations, and attitudes.ConclusionThis study indicates limited readiness to implement the SICP in hospital settings due to considerable variation in organizational contextual factors, change efficacy, and change commitment. The identified enablers and barriers for implementation of the SICP could guide and support future implementations to be sustainable over time.

Cultivating proactive information security behavior and individual creativity: The role of human relations culture and IT use governance

This study developed the concept of proactive information security behavior and examined its connections with individual creativity and two organizational context factors: human relations culture (values and beliefs that promote participation and autonomy in decision-making) and IT use governance. Reliability and validity of this construct were tested with survey data. Findings of this study support its positive relationship with individual creativity, human relations culture, and IT use governance, and show partial mediation effects of individual creativity on the relationships between human relations culture and IT use governance, and proactive information security behavior. Theoretical and practice implications are discussed.

The role of organisational drivers of exploration and exploitation – Market dynamism as a contingency factor

Simultaneously engaging in exploration and exploitation is crucial to firms' short- and long-term survival. Therefore, it is remarkable that many open questions remain regarding organisational contextual factors which support these distinct and complementary practices. Consequently, this study analyses the relations of three knowledge-related organisational contextual factors, namely customer involvement, knowledge sharing, and data-driven decision-making, with exploratory and exploitative practices. We further propose that these relationships are contingent on the degree of market dynamism, which we identify as a pivotal environmental contingency factor. To test our hypotheses, we create and compare two structural equation models based on a sample of 779 German firms, which we split at the median value of market dynamism. The relationships of knowledge sharing and data-driven decision-making with exploitation are positive, stable, and contingent on the degree of market dynamism, while the relations between the organisational factors and exploration tend to be less systematic. These findings foster a nuanced understanding of knowledge-related organisational contextual factors facilitating organisations’ simultaneous pursuit of exploration and exploitation in dependence on the market environment, which has not been extensively researched yet. Moreover, we illuminate links between the research on exploration and exploitation, ambidexterity, open innovation, information systems, and strategic management.

Decision-making in Export Financing Services by Banks in Hungary

The purpose of this paper is to investigate decision-making in export financing services by banks in Hungary. The case studies are of one export credit agency and eight commercial banks. The data was collected through interviews and to interpret the data content analysis with an inductive approach was used. The results show that the decision-making system in export financing services in Hungary tends to be centralized and bureaucratic with a mostly participative leadership style. Effectiveness in the decision-making process is influenced by decision-related factors, human-qualification factors, and organizational contextual factors which can be amplified by certain other factors.

Compassion Fatigue among Nurses Assigned to COVID-19 Facilities: A Constructivist Grounded Theory

Background. The Coronavirus Disease (COVID-19) pandemic significantly disrupted regular health care services, mainly in the hospitals. Nurses soldiering on the battlefront of care of disaster response in the Philippines during the disease outbreak are at high risk of developing rapid-onset compassion fatigue. Notably, research is still needed to investigate the impact of compassion fatigue on various clinical areas and further develop a theory of compassion fatigue within the nursing context.Objectives. The study explored the concept of compassion as experienced by nurses directly caring for COVID-19 patients. The study further explored the experiences of nurses on compassion fatigue.Methods. This study employed qualitative methodology, specifically the constructivist grounded theory.Results. Thirty-four participants were included in the study. The narratives and voices of the nurses unfolded the following themes: (1) Acts of Compassion, (2) COVID-19 Pandemic: Nursing Challenges and Detours, (3) Nurses’ Compassion Fatigue, (4) Narratives of Opportunities: Thriving at the outset of COVID-19. All four concepts are linked to the multidimensional concept of compassion fatigue. A substantive theory, “Remon’s CF Theory in Nursing," is proposed based on the grounded experiences of nurses caring for COVID-19 patients related to compassion fatigue.Conclusion. Compassion Fatigue (CF) is a psycho-social phenomenon and occupational hazard affecting nursesdirectly caring for or in contact with COVID-19 patients. CF is a process that develops over time brought by prolonged enactment of compassion, the experience of empathic distress, and concurrence of organizational, contextual, and psychosocial factors. Nurses' CF can potentially affect safety and lead to poor nursing care, compromised work relations, and burnout. Nurse leaders' organizational and leadership commitment and support through up-to-date policies and continuous research on the topic are necessary to regain compassion among nurses. Likewise, reframing nurse compassion fatigue as an organizational and collective problem provides the larger perspective to further improve clinical practice and nurses’ welfare. Recommendations. Nurse leaders, hospital and COVID-19 facility administrators must ensure specific policiesand priorities that address issues causing and fueling nurse compassion fatigue, including frequency of exposure to traumatic events, lack of resources, and inadequate support system. The study further suggests conducting quantitative research to test the proposed theory and explore the relationship between organizational, psychosocial, and environmental context, compassion fatigue, and compassion-driven factors.              

Implementing a Goal-Directed Care Bundle after Acute Intracerebral Haemorrhage: Process Evaluation for the Third INTEnsive Care Bundle with Blood Pressure Reduction in Acute Cerebral Haemorrhage Trial Study in China

Background: The third INTEnsive care bundle with blood pressure Reduction in Acute Cerebral Haemorrhage Trial is an ongoing international, multicentre, stepped wedge, cluster-randomized trial to determine the effectiveness of a goal-directed care bundle (early intensive blood pressure [BP] lowering, glycaemic control, treatment of pyrexia, and reversal of anticoagulation), as compared to standard of care, on patient-centred outcomes after acute intracerebral haemorrhage (ICH). An embedded process evaluation aims to identify factors related to the uptake and implementation of the intervention. Herein, we present the process evaluation results for hospital sites in China. Methods/Design: A mixed methods approach, including surveys, focused group discussions and interviews with clinicians, routine monitoring, and recruitment logs were used to collect data across purposively sampled hospitals. Medical Research Council guidance and normalization process theory were used as theoretical frameworks for design, data analysis, and synthesis. Results: Twenty quantitative surveys were completed with clinicians, and 26 interviews and 2 focus group discussions were conducted during 2019–2020. The care bundle was generally delivered as planned and acceptable by doctors and nurses, but difficulties were reported in achieving the protocol-defined target levels of BP and glycaemic control. Resistance to implementing the care bundle occurred for patients perceived to be at high risk of adverse effects. Common organizational contextual factors that impeded implementation included delayed processes and limited medication supply, while established background care procedures, expertise, and capacity influenced its integration into routine practice. Areas to facilitate implementation included optimizing workflow within available resources, having a dedicated team, and recognizing the potential benefits of the intervention. Conclusions: Varied established care protocols across sites, different levels of background expertise, and lack of staff capacity impeded the integration of goal-directed care bundle into routine practice for ICH patients in China. Ready identification, and efforts to address, these barriers could facilitate uptake of future guideline-recommended interventions for the management of patients with ICH.

Integrated knowledge translation in nursing homes: exploring the experiences of practice development nurses

BackgroundPractice Development Nurses (PDNs) in Norwegian nursing homes (NHs) hold a specific responsibility for knowledge translation in this increasingly complex healthcare setting. They were involved as end users in an integrated knowledge translation (IKT) study, developing, testing and evaluating the IMPAKT (IMPlementation of Action to Knowledge Translation) intervention. PDNs participated in an educational programme tailored to their own defined needs. In a second intervention component, the PDNs applied their new skills with facilitation, in implementing the National Early Warning Score (NEWS2) in their respective NHs. The aim of this study was to explore 1) the PDNs’ experiences of participating in an IKT educational intervention, and 2) how they applied the learning in planning, tailoring and initial implementation of the NEWS2.MethodsThis is a qualitative exploratory study based on a phenomenological hermeneutical method. Study participants were PDNs working in the nine NHs in the intervention group of the IMPAKT trial. We conducted nine in-depth interviews and eight non-participatory observational sessions of the intervention delivery.ResultsThe PDNs expressed that the educational programme met their needs and enhanced their understanding about leading knowledge translation (KT). They reported a move from operating in a “big black box of implementation” to a professional and structured mode of KT. The gamechanger was a shift from KT as the PDNs’ individual responsibility to KT as an organizational matter. The PDNs reported enhanced competencies in KT and in their ability to involve and collaborate with others in their facility. Organizational contextual factors challenged their KT efforts and implementation of the NEWS2.ConclusionsThis study demonstrates that an IKT approach has the potential to advance and improve staff competencies and NH readiness for KT. However, individual motivations and competencies were challenged within an organizational culture which was less receptive to this new leadership role and level of KT activity.

Enhancing implementation of a standardized initial assessment for demand management in outpatient emergency care in Germany: a quantitative process evaluation

BackgroundInadequate assessment of the severity and urgency of health problems is one of the factors contributing to unnecessary emergency department visits. A software-based instrument for standardized initial assessment (SmED) aims to support healthcare professionals and steer patients to the appropriate source of care. The aim of this study was to evaluate the implementation process of SmED based on the point of view of users in order to facilitate sustainable implementation.MethodsA quantitative process evaluation on the basis of a paper-based questionnaire was carried out alongside the implementation of SmED in 26 outpatient emergency care services within 11 federal states in Germany. Healthcare professionals who worked with SmED either at the joint contact points of the outpatient emergency care service and the emergency departments of hospitals ("Joint Counter", German “Gemeinsamer Tresen”) or at the initial telephone contact points of the outpatient emergency care service (116117) were invited to participate in the survey.Results200 users of SmED completed the questionnaire comprising the five scales: Intervention effectiveness/efficacy, Interprofessional context/occupational Interest, Individual Context, Organisational Framework Conditions, and Medical Context. Several individual characteristics were related to the implementation process of SmED. Female and younger healthcare professionals and participants with less than five years of professional experience tended to evaluate the implementation process as more positive. Factors related to the Individual Context and to the Medical Context were associated with the reported use of SmED (p = 0.004 and 0.041, respectively).ConclusionThe involvement of healthcare professionals, particularly more experienced professionals, in the implementation of SmED may help to facilitate sustainable implementation. In addition, training of potential user prior and during the implementation process and the adaption of Organisational Context factors are crucial.Trial registration The study was registered at the German Clinical Trials Register prior to the start of the study (DRKS00017014).

Factors associated with primary health care providers’ alcohol screening behavior in Colombia, Mexico and Peru

Background: Screening for unhealthy alcohol use in routine consultations can aid primary health care (PHC) providers in detecting patients with hazardous or harmful consumption and providing them with appropriate care. As part of larger trial testing strategies to improve implementation of alcohol screening in PHC, this study investigated the motivational (role security, therapeutic commitment, self-efficacy) and organizational context (leadership, work culture, resources, monitoring, community engagement) factors that were associated with the proportion of adult patients screened with AUDIT-C by PHC providers in Colombia, Mexico and Peru. Additionally, the study investigated whether the effect of the factors interacted with implementation strategies and the country. Methods: Pen-and-paper questionnaires were completed by 386 providers at the start of their study participation (79% female, Mage = 39.5, 37.6% doctors, 15.0% nurses, 9.6% psychologists, 37.8% other professional roles). They were allocated to one of four intervention arms: control group; short training only; short training in presence of municipal support; and standard (long) training in presence of municipal support. Providers documented their screening practice during the five-month implementation period. Data were collected between April 2019 and March 2020. Results: Negative binomial regression analysis found an inverse relationship of role security with the proportion of screened patients. Self-efficacy was associated with an increase in the proportion of screened patients only amongst Mexican providers. Support from leadership (formal leader in organization) was the only significant organizational context factor, but only in non-control arms. Conclusion: Higher self-efficacy is a relevant factor in settings where screening practice is already ongoing. Leadership support can enhance effects of implementation strategies.

Organizational contextual factors that predict success of a quality improvement collaborative approach to enhance integrated HIV-tuberculosis services: a sub-study of the Scaling up TB/HIV Integration trial

BackgroundA quality improvement (QI) collaborative approach to enhancing integrated HIV-Tuberculosis (TB) services may be effective in scaling up and improving the quality of service delivery. Little is known of the role of organizational contextual factors (OCFs) in influencing the success of QI collaboratives. This study aims to determine which OCFs were associated with improvement in a QI collaborative intervention to enhance integrated HIV-TB services delivery.MethodsThis is a nested sub-study embedded in a cluster-randomized controlled trial. Sixteen nurse supervisors (clusters) overseeing 40 clinics were randomized (1:1) to receive QI training and mentorship, or standard of care support (SOC). In the QI arm, eight nurse supervisors and 20 clinics formed a “collaborative” which aimed to improve HIV-TB process indicators, namely HIV testing, TB screening, isoniazid preventive therapy (IPT) initiations, viral load testing, and antiretroviral therapy for TB patients. OCFs measured at baseline were physical infrastructure, key staff, flexibility of clinic hours, monitoring data for improvement (MDI), and leadership support. Surveys were administered to clinic staff at baseline and month 12 to assess perceptions of supportiveness of contexts for change, and clinic organization for delivering integrated HIV-TB services. Linear mixed modelling was used to test for associations between OCFs and HIV-TB process indicators.ResultsA total of 209 clinic staff participated in the study; 97 (46.4%) and 112 (53.6%) from QI and SOC arms, respectively. There were no differences between the QI and SOC arms scores achieved for physical infrastructure (78.9% vs 64.7%; p = 0.058), key staff (95.8 vs 92; p = 0.270), clinic hours (66.9 vs 65.5; p = 0.900), MDI (63.3 vs 65; p = 0.875, leadership support (46.0 vs 57.4; p = 0.265), and perceptions of supportiveness of contexts for change (76.2 vs 79.7; p = 0.128 and clinic organization for delivering integrated HIV-TB services (74.1 vs 80.1; p = 0.916). IPT initiation was the only indicator that was significantly improved in the parent study. MDI was a significantly associated with increasing IPT initiation rates [beta coefficient (β) = 0.004; p = 0.004].DiscussionMDI is a practice that should be fostered in public health facilities to increase the likelihood of success of future QI collaboratives to improve HIV-TB service delivery.Trial registrationClinicaltrials.gov, NCT02654613. Registered 01 June 2015.

Transformational leadership in AICTE: lessons for organizational excellence

Supplementary materials Abelha et al. (2018). “Transformational Leadership and Job Satisfaction: Assessing the influence of Organizational Contextual factors and Individual Characteristics” Review of Business Management, Volume 20 No 4, pp. 516–532. Avolio, B. J., Zhu, W., Koh, W. and Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(8), pp. 951–968. John M Alexander and Jane Buckingham, “Common good leadership in Business Management: an ethical model from Indian tradition”, Blackwell Publishing, 2011, UK and USA. Angus Corbett (2016). A systems approach to regulatory excellence (pp. 255–270), Achieving Regulatory Excellence, Brookings Institution Press, retrieved from http://onlinepubs.trb.org/onlinepubs/PBRLit/Corbett.pdf. Cary Coglianese (2015), Listening, Learning, Leading- a framework for regulatory excellence, Penn Program on Regulation, sourced from https://kleinmanenergy.upenn.edu/wp-content/uploads/2020/08/Listening-Learning-Leading_Coglianese-1.pdf Learning outcomes First, skills: to help students to apply their knowledge in transformational leadership; to help students to apply their understanding of impact of transformational leadership on organizational excellence in not-for-profit organizations. Second, knowledge enhancement: to understand the various components of transformational leadership; to enable the students to understand the different components of organizational excellence with a special focus on not-for-profit organizations and government regulators; to enable the students to understand the process of impact of transformational leadership on organizational excellence and its relevance in emerging markets context. Third, attitude development: students should understand the importance of leadership and its impact in emerging markets. Case overview / synopsis The case elucidates the transformational leadership style of AICTE Chairman and his key attributes of humility, high ethical standards, openness to ideas and suggestions and problem-solving attitude. The case also highlights how the transformational leadership style of AICTE Chairman heralded the journey of Organizational Excellence of AICTE – an Indian Technical Education regulator. The case maps the change of AICTE from an inward-looking, controlling, opaque organization to a forward-looking, enabling, transparent organization. Complexity academic level This case can be used in leadership classes for Management in Business Administration (MBA) students and participants in executive development programs. The case focuses on transformational leadership and its impact on organizational excellence in context of emerging markets The case also outlines the various components of organizational excellence in not-for-profit organizations and government regulators and hence provides a fresh perspective for measuring organizational excellence. Subject code CSS: 10: Public Sector Management.

Living wages, decent work, and need satisfaction: an integrated perspective

ABSTRACT Recent efforts to consider quality of (work) life rather than mere economic subsistence in determining living wages have received increasing attention. However, it remains unclear how increased income translates into quality of life. Previous research found curvilinear relationships between income and capability development, suggesting contextual influences. This conceptual paper proposes a framework of decent work with five dimensions (reproductive–material, social–communicative, legal–institutional [participation], status and recognition, meaningful–subject-related) with living wages at its core, enriched by employment- and work-related factors. Furthermore, we argue that capability development results from both living wages and decent work contributing to need satisfaction. Since different needs are satisfied differently, we propose each of the five dimensions of decent work to be predominantly related to a specific set of hierarchically ordered needs. Finally, we apply this framework to explain the shape of the curve that links income and capabilities. While higher income satisfies basic needs and triggers capability development up to a satiation point, psychological and self-fulfilment needs become more salient for capability development beyond that point. Individual, organizational, and country-level context factors outlined in this paper should be considered in future investigations of how living wages impact individuals.

Organizational context factors that stimulate digital mindsets to unfold in digital transformation

The cultivation of digitally minded employees’ knowledge and skills about digital technologies is necessary, but not sufficient, for companies to succeed in digital transformation initiatives. The creation of an organizational context that stimulates the unfolding of these employees’ digital mindsets is equally important to allow for the continued deployment of these employees’ beliefs, motivation, abilities and enthusiasm about digital technologies. We analyze unique qualitative data collected in a company that is working successfully on digital transformation initiatives and identify four organizational context factors—empowerment, a culture of learning and knowledge management, the digital ecosystem, and experimentation and play—that, in combination, stimulate the unfolding of employees’ digital mindsets to integrate new digital technologies in organizations. Our findings contribute to organizational context factors, digital mindsets and the interdependencies between individuals and organizational digital transformation.