Indonesia is entering the aging population period, characterized by an increase in life expectancy and the growing number of elderly individuals. One of the prevalent health issues among the elderly is dementia, which imposes a significant stress burden on caregivers. This study aims to explore family resilience in caregivers of elderly individuals with dementia. A qualitative approach using a case study method was employed. Subjects were selected through purposive sampling, data validity was ensured through source triangulation, and data were analyzed using content analysis. The findings reveal that both families exhibited similar resilience dynamics, characterized by a belief system emphasizing a positive perspective on the situation and reliance on faith in God. Organizational patterns displayed flexibility and the provision of support. The family dynamics of Subject EM were more flexible compared to Subject NR, while the support received by both subjects played a critical role in fostering family resilience. Communication processes were stronger in Subject EM’s family compared to Subject NR’s, yet communication in both families contributed to the overall resilience dynamics. In conclusion, this study indicates that family resilience is established through a belief system, organizational flexibility, support, and effective communication.

Vohwinkel Syndrome (VS) is a rare autosomal dominant skin disorder with two main mutation types: the classic form caused by GJB2 gene mutations and loricrin keratoderma (LK) linked to LOR gene mutations. LK typically lacks hearing loss and often presents at birth as collodion baby syndrome. A 7-year-old male proband presenting with congenital thickening of the palms and soles was admitted to Başakşehir Çam and Sakura City Hospital. Whole-exome sequencing was performed from a whole blood sample using the MGI-400 platform, and common or benign mutations were excluded. Segregation analysis confirmed a pathogenic LOR mutation. Wild-type and mutant loricrin structures were modeled using I-TASSER and refined with ModRefiner. Protein interactions were analyzed via STRING, and docking with TGase 3 was performed using HDOCK. Structural visualization was completed using UCSF Chimera. A specific LOR mutation [NM_000427.3 c.684dup p.(Ser229ValfsTer107)] was identified, associated with palmoplantar keratoderma, ichthyosis-like plaques on the elbows and knees, anhidrosis, and absence of dental abnormalities, consistent with typical loricrin keratoderma (LK) cases. In silico analysis revealed that wild-type loricrin binds transglutaminase 3 (Tgase 3) with a lower score, and serine interactions present in normal loricrin were absent in the mutant form. Frameshift mutations also reduced glycine motifs critical for epidermal protein organization and skin flexibility. Genetic testing is essential for accurate diagnosis and differentiation of LK from other VS types. This case highlights the importance of genetic screening for early diagnosis and improved management, ultimately enhancing patient care in rare populations.

his study examined the key factors affecting school wellness, communication effectiveness, organizational flexibility, collaboration, continuous improvement, and leadership in Tago District schools. Findings reveal a significant disparity in graduation rates between elementary and secondary students, indicating retention challenges that can be mitigated through enhanced language instruction and comprehensive wellness programs. The school's reliance on face-to-face communication highlights a digital literacy gap, hampering agility and growth, particularly during crises. The school demonstrates moderate flexibility and adaptability, suggesting the need for improved strategies to navigate educational complexities. Substantial collaboration and teamwork are crucial for success, enhancing problem-solving and creativity. The organization's commitment to continuous improvement is evident but requires a more systematic approach to remain dynamic and responsive. Effective leadership is deeply intertwined with adaptability, flexibility, and collaboration, setting the tone for school operations. Leaders who support change foster a culture of continuous improvement, promoting innovative solutions and a cohesive educational experience. Recommendations include implementing comprehensive language and wellness programs, investing in digital literacy and communication tools, enhancing organizational flexibility, promoting structured collaboration, strengthening continuous improvement practices, developing strong leadership and clear vision, and supporting leadership in guiding change. These steps will address current challenges and improve overall educational outcomes in Tago District schools.

Background: People with dementia experience discrimination and treatment that contravenes their human rights in health and social care settings. Human Rights law is complex, and real-world application can be confusing. Researchers used the FREDA (Fairness, Respect, Equality, Dignity, Autonomy) framework to provide context to focus group discussions that explored the research question: 'What are the barriers and facilitators to upholding human rights for people living with dementia in care homes?'. Method: Seven focus groups of 90 minutes were conducted. Vignettes and open questions guided discussion. Groups consisted of 7-9 people of heterogenous backgrounds including care home staff (N = 35 from 20 care homes), people with dementia (N = 5), family members of someone with dementia (N = 5), and student nurses (N = 7). Thematic analysis was completed using the Braun and Clarke (2006) inaugural framework with the 6-phase analytical process and reflexive approach. Results: Three overall themes were elicited through this study, including: 1. Personal/individual attributes including subthemes: emotional intelligence, cognitive flexibility and education & experience. 2. Organisational culture including subthemes: care home ethos, organisational flexibility, and staff morale. 3. External influences including subthemes: family and visitors, and social care funding and support. The largest barrier to supporting human rights principles reflected care home ethos, followed by organisational flexibility. The greatest facilitator was emotional intelligence, then cognitive flexibility. Conclusions: This study responds to some of the recommendations from previous research that considered Human Rights approaches to people living with dementia in care homes. It addresses the specific suggestion to identify staff attitudes and understandings that might translate to meaningful enhancements in care relating to FREDA principles of human rights. This is the first study to determine that emotional intelligence and cognitive flexibility are key influences in enabling care home staff to uphold values of human rights for people living with dementia in homes.

Triticale, a man-made cereal, has been grown worldwide since the 1980s in order to replace established cereals in difficult areas, at least partially. The present cultivars are mostly hexaploid genotypes with 42 chromosomes, of genomic structure AA BB RR. Their agricultural performance does not meet all breeding requirements. In particular, some technological characteristics are inadequate compared to tetraploid (durum) and hexaploid (soft) wheats. Therefore, we aimed to find ways to improve modern triticale varieties by targeted introgression with genes and even chromosomes from wheat, in particular, from the D genome. Through appropriate bridge crossings and embryo culture technique and under cytogenetic control, a series of new stable hexaploid lines with reasonable agronomic stability were finally produced. All of them carried a complete D sub-genome, a complete R sub-genome, plus a mixed genome consisting of various combinations of chromosomes derived from the A and B genomes representing the seven homoeologous groups. It is clear that such mixed genomes can be of genetic and breeding significance. These large introgression lines demonstrate the flexibility of genome organization and offer the opportunity for further regulatory and genetic optimization.

Background of the study: This research describes the successful implementation of electronic medical record management during the transition period in Soeharso Orthopedic Hospital, Surakarta (RSO). This hospital is a specialized orthopedic hospital and is a national referral hospital. As a referral hospital, the hospital must provide maximum service to patients. The success of Electronic Medical Record (EMR) management during this transition period can be used as a reference for other hospitals in managing their medical record archives.Objective: to analyze the management of medical records during the transition from manual medical records to electronic medical records.Methods: This research uses qualitative approach with a case study design. Data sources come from interviews, FGD, observation and documentationResults: The success of medical records management in RSO during the transition period is not only determined by the availability of existing technology and policies, but also by the agent's ability to adapt and play an active role in forming a supportive structure.Conclusion: The success of RM management during the transition period is influenced by factors such as training and mentoring; management support; agent involvement in decision-making and the flexibility of the RSO organization.

The article explores communication processes in the enterprise management system as a key factor of organizational flexibility and successful digital transformation. According to recent studies, over 70% of companies worldwide have implemented a hybrid work format, leading to a 45% increase in the use of digital tools. In the context of global changes caused by technological progress and the transition to remote and hybrid work formats, effective interaction becomes a critical prerequisite for maintaining competitiveness and achieving strategic goals. Based on a comprehensive analysis of modern scientific publications and an empirical study conducted on a metallurgical enterprise, it was found that hybrid work formats significantly transform internal interaction, creating new challenges that require rethinking traditional communication models. The study, which included staff surveys and stakeholder analysis, as well as document analysis, made it possible to identify the main types of barriers that hinder effective information exchange, in particular information overload, psychological and organizational obstacles. The conducted analysis made it possible to identify the key digital communication tools (such as Microsoft Teams, Telegram, Jira, and Confluence) used by the enterprise and to assess their impact on work efficiency. The survey showed that informal communications and the active use of digital channels prevail at the enterprise, while the smartphone is the main device for receiving work information. The study also revealed that a significant portion of employees feel their opinions are not valued, and the dependence on informal sources of information carries the risk of data distortion. The analysis of meeting planning and execution confirmed the ineffectiveness of spontaneous meetings, which lead to low attendance and lost productivity. The expediency of introducing chatbots and artificial intelligence tools to automate routine requests has been substantiated, which will reduce information processing time and increase overall productivity. It is expected that the implementation of the proposed measures will increase the enterprise’s organizational flexibility and allow it to effectively adapt to modern challenges. The results of the work have practical significance for improving management efficiency, adapting activities to modern conditions, and strengthening relationships with stakeholders in the context of business development in the conditions of digital transformation.

In light of an ageing workforce, the paper explores how senior talent plays a critical role in improving organisational flexibility, which is necessary for long-term corporate growth. This study uses a mixed-methods approach, combining quantitative surveys and qualitative interviews from a variety of European sectors in light of the growing proportion of older workers. According to the results, senior staff members greatly improve their capacity for problem-solving, which has a favourable effect on decision-making procedures and the general performance of the company during changes. Specifically, 75% of managers surveyed highlighted that senior employees significantly enhance problem-solving capabilities during periods of organisational transition. Executive skill also favours intense training and mentoring programs that stimulate intergenerational collaboration and are a talent management best-practice knowledge bank. Mentoring programs initiated by older workers, for instance, were discovered to enhance team performance by establishing knowledge sharing and intergenerational collaboration. It also lists age discrimination and a lack of opportunity for older workers to progress as some of the more compelling reasons for the need for a strong diversity policy. Almost 40% of the respondents reported that they had personally experienced age-related biases in decisions related to recruitment or retention, which should be taken care of by inclusive policies. It emphasises the strategic value of good senior people management in increasing organisational flexibility and ensuring that organisations can continue to be competitive in a fast-changing marketplace. Organisations that adopted the upskilling programs for older workers also saw strong rises in the engagement and productivity levels of this part of the workforce. This paper provides hands-on guidance to organisational senior talent on how they can improve their succession management plans pertaining to the utilisation of the knowledge and expertise of seniors for further long-term company expansion. These recommendations include creating age-inclusive work cultures, offering continuous learning opportunities, and leveraging older workers’ unique soft skills, such as emotional intelligence and leadership, to navigate complex business challenges.

Purpose Workforce planning is a crucial component of strategic human resource management (HRM) to ensure organisations have the right talent at the right time to achieve strategic goals. The rapid development of artificial intelligence (AI) offers new opportunities to optimise workforce planning by enabling data-driven and analytical decision-making, as well as improving efficiency, accuracy and responsiveness. At the same time, AI adoption raises human-centric concerns such as employee well-being, job security and data ethics. This study aims to explore the dual role of AI in workforce planning by examining both its contributions to firm performance and its implications for employees. Design/methodology/approach A systematic literature review (SLR) following PRISMA (identification, screening, eligibility, inclusion). Literature was collected from Scopus, Web of Science, IEEE Xplore and Google Scholar for English-language studies (2014–2024) on AI in workforce planning and its links to firm/organisational performance. After deduplication and screening, 50 articles were analysed in depth. Bibliometric mapping (VOSviewer) was combined with thematic coding. Findings The results reveal five dominant themes: demand forecasting, workforce scheduling, skill gap analysis, recruitment and employee retention. Across these areas, AI enhances predictive accuracy, resource allocation and organisational flexibility. However, emerging concerns include algorithmic bias, job insecurity, labour relations and employee well-being. This indicates that AI adoption represents not only a technical improvement but also a socio-organisational transformation. Originality/value Unlike earlier reviews that primarily emphasised efficiency, this study highlights the shift towards human-centric issues, including fairness, ethics and labour governance. It also contributes methodologically by combining bibliometric mapping with thematic coding to quantify theme prevalence and validate findings.

Background. With the acceleration of digital transformation, organizations must adopt agile structures. Digital agility has become a central theme in management, information systems, and organizational studies. Exploring its temporal development and research trends offers valuable insight for future studies. Aim. This study aims to reveal research trends and developments in the field by examining the studies conducted in the field of digital agility between 1984 and 2025 using bibliometric methods. Method. Using 1009 articles from the Scopus database, data were analyzed with Biblioshiny via the Bibliometrix R package. The analysis included word trend analysis, citation analysis, Latent Dirichlet Allocation (LDA), and thematic mapping. Findings. Organizations in the USA and Europe contribute the most to digital agility. In the word analysis, organizational agility, digital transformation, and innovation are among the most striking concepts. Thematic mapping results reveal that academic interest in this field has increased with technological developments. As a result of LDA analysis, digital agility was classified under themes such as management-related issues, digital procurement processes, transformation and technology-oriented studies, information systems and decision-making processes, and organizational flexibility. Conclusion. The LDA analyses revealed thematic trends not present in previous studies, thereby highlighting gaps in the field and potential areas for future research.

AimTo address the growing challenge of diabetes management in culturally and linguistically diverse (CALD) populations, this study explores healthcare professionals' (HCPs) knowledge, attitudes, and practices on providing culturally appropriate diabetes care to people with diabetes of CALD backgrounds. With diabetes disproportionately affecting CALD populations, understanding how care can be tailored to socio‐cultural context is critical for improving diabetes outcomes.MethodsA qualitative design was employed, using semi‐structured interviews with Australian HCPs involved in diabetes care. Eleven participants were purposively sampled to ensure diverse professional perspectives, including general practitioners, endocrinologists, nurses, pharmacists, dieticians, and a podiatrist. Data collection, conducted between April and October 2024, included face‐to‐face and virtual interviews. Reflexive thematic analysis, informed by critical realist ontology, was used to identify themes.ResultsThematic analysis identified four themes: (1) The Compassionate Carer, focusing on empathy and building trust to provide individualised care; (2) The Lifelong Learner, emphasising cultural humility and the importance of ongoing learning; (3) The Person‐Centred Provider, highlighting shared decision‐making and flexible, person‐driven approaches; and (4) The Culturally Attuned Provider, addressing the need for HCPs to understand the contexts of people with diabetes. HCPs demonstrated a commitment to continuous learning, adaptability, and respectful communication tailored to individuals' unique cultural contexts, with health technology supporting active engagement.ConclusionThis study highlights the critical role of compassion, cultural humility, and understanding in providing culturally responsive diabetes care. Supporting HCPs through ongoing learning and reflective practice, while fostering empathy and humility, is essential. Insights generated underscore the need for structural support, including organisational flexibility, interpreters, culturally tailored resources, and digital tools to improve access and communication. Aligning system‐level support alongside HCPs' commitment to person‐centred care is essential for providing equitable and sustainable diabetes care for CALD populations.

In the Industry 5.0 era, human–machine collaboration, personalized intelligence, and sustainability are transforming HR and supply chain management. Grounded in the resource-based view and dynamic capabilities theory, this study examines how digital HRs (DHRs) influence supply chain agility (SCA) and innovation (SCI), with digital capabilities (DCs) as a mediator and organizational flexibility (OF) as a moderator. Survey data from 719 Chinese manufacturing firms show that DHRs positively impact SCA and SCI through enhanced DCs, which partially mediate the effect. While OF does not affect the DHR–SCA link, it negatively moderates the DHR–SCI relationship. This research advances cross-disciplinary understanding of digital HRs in supply chains and offers insights for firms optimizing resources amid intelligent transformation.

Purpose This paper explores the dynamics of asymmetric collaborations between startups and large corporations within digital innovation ecosystems (DIEs). The study identifies key themes, challenges and strategic mechanisms necessary for successful collaborations. Design/methodology/approach A systematic literature review was conducted, analyzing 440 articles retrieved from Scopus and Web of Science. Latent Dirichlet allocation text-mining identified four key research topics, further examined through the 6W framework to capture multi-dimensional insights. Findings The review identifies four thematic clusters: (1) startups’ market entry strategies, often reliant on corporates for legitimacy and scalability, (2) innovation transfer and strategic partnerships, enabled by intermediaries and open innovation programs, (3) investment and success dynamics, where corporate venture capital accelerates growth but risks dependency and (4) managing collaborative development, requiring cultural alignment and organizational flexibility. Applying the 6W framework highlights how asymmetries manifest across dimensions: Who (startups, corporates, intermediaries, universities), What (strategic alignment, knowledge transfer and venturing), Why (innovation, agility and legitimacy), How (orchestration, cultural fit and digital tools), Where (hybrid physical–digital arenas) and When (timing of entry, adaptation and investment). These insights reveal that collaboration outcomes depend on governing asymmetries through strategic, organizational and policy mechanisms. Originality/value This paper provides a conceptual framework synthesizing key constructs such as actors, context, mechanisms and motivations in startup-corporate collaborations. The study is among the first to systematically link the dynamics of asymmetrical collaborations to the broader themes of DIEs. Its insights contribute to both academic research and policymaking by highlighting mechanisms to balance asymmetries and enhance innovation scalability.

Open innovation is gaining recognition as a strategic approach for the industrial sector to enhance competitiveness and adaptability. This study investigates the primary determinants influencing the implementation of open innovation (OI) in Indian manufacturing firms, a context that is presently insufficiently addressed in the existing literature. Innovation theory and the resource-based view, seven antecedents are examined: competitive advantage, government support and policy, innovation and flexibility, knowledge absorptive capacity, market uncertainty, organizational readiness, and proactivity. This study aims to determine the factors that influence Indian manufacturing companies' decision to adopt open innovation, including organizational readiness, competitive advantage, government policy and support, innovation and flexibility, knowledge absorption capacity, market uncertainty, and proactiveness. The study employed a descriptive and causal design and used primary data gathered from 398 senior executives in the manufacturing sector. We used a structured questionnaire that was based on items that had been validated in previous research to gather data. The proposed hypotheses were tested and the significance of the correlations between the constructs was evaluated using Structural Equation Modeling via Partial Least Squares (SEM-PLS). The results show that organizational readiness, competitive advantage, innovation and flexibility, market uncertainty, and proactiveness all have a major impact on OI adoption. Organizational readiness was more important than government support or the capacity to take in new information. These results show that internal strategic and structural capabilities of Indian businesses are more significant in promoting OI practices than external institutional support. This work adds to the theory of innovation in emerging economies by providing a tested structural model that can be applied to the manufacturing sector in India. It illustrates that lawmakers need to change the way they aid businesses and that businesses need to use their own skills. The study shows that innovation methods that work in one place may not work in another, especially in economies with limited resources and different types of institutions.

The rapid adoption of cloud computing has transformed organizational operations, offering scalability and flexibility but introducing complex governance, risk, and compliance (GRC) challenges. Increasing regulatory demands, such as GDPR, HIPAA, and PCI-DSS, coupled with rising cybersecurity threats, strain traditional manual GRC processes. These processes are often inefficient, error-prone, and ill-equipped to manage the dynamic nature of cloud environments, leading to compliance violations and heightened risks. As organizations strive for robust GRC frameworks, automation has emerged as a critical solution to streamline compliance monitoring, risk assessment, and policy enforcement, ensuring agility and security in cloud-based operations. This study aims to evaluate the effectiveness of integrating ServiceNow’s GRC platform with the NIST Cybersecurity Framework (CSF) to automate GRC processes in cloud computing environments. The research seeks to demonstrate how this integration enhances audit readiness, reduces compliance violations, and improves real-time risk visibility for organizations. Through a case study of a mid-sized financial institution, we explore the implementation of ServiceNow’s GRC platform aligned with NIST CSF’s core functions (Identify, Protect, Detect, Respond, Recover). The methodology includes deploying automated workflows for continuous compliance monitoring, risk assessment, and policy enforcement. Key features examined include automated evidence collection, real-time dashboards, and incident response automation. The case study reveals a 40% reduction in manual effort for compliance tasks, a 30% improvement in incident response times, and enhanced visibility into risk postures through centralized reporting. These findings highlight the platform’s ability to adapt to dynamic cloud environments while maintaining regulatory compliance. The integration of ServiceNow’s GRC platform with NIST CSF significantly enhances organizational GRC capabilities, offering a scalable solution for cloud environments. By automating critical processes, organizations achieve greater efficiency, reduced errors, and improved audit readiness. The study underscores the potential of automation to transform GRC practices, with implications for industries facing stringent regulations. Future enhancements, such as AI-driven predictive risk analytics, could further strengthen proactive risk management. Limitations, including initial implementation costs and training needs, suggest areas for further research to optimize adoption.

This study analyzes the implementation of the Public Service Agency Financial Management Pattern (PPK-BLU) at the Dr. Midiyato Suratani Naval Hospital (Rumkital) and its contribution to the welfare of Indonesian Navy personnel in Tanjungpinang. A descriptive qualitative approach was used through in-depth interviews, observations, and documentation studies. The data were analyzed using Miles and Huberman's interactive model (reduction, presentation, and conclusion drawing). The results showed that PPK-BLU provided budget flexibility, enabling improvements in health facilities and services for soldiers. This flexibility improved quality, expanded access, and increased operational efficiency. However, there are challenges in the form of limited human resources, complex administrative procedures, and suboptimal utilization of information technology. These obstacles emphasize the need for managerial reform and technical support to maximize the benefits of BLU. Theoretically, this study confirms the relevance of BLU implementation in military hospitals and enriches the literature on financial flexibility in public organizations. Practically, this study recommends the recruitment and training of specialized health personnel, the simplification of bureaucratic processes, and the development of an integrated hospital management information system. Further research is recommended to examine the long-term impact of BLU on health and military welfare indicators in various regions to make the results more generalizable. Cross-institutional collaboration is also important to accelerate implementation and overcome strategic challenges, so that this model truly supports the welfare of soldiers and strengthens military health services.

PT. Ruang Raya Indonesia (Ruangguru) is the largest technology company in Indonesia that focuses on education-based services. Ruangguru develops various technology-based learning services, including virtual classroom services, online platform tests, subscription learning videos, private tutoring marketplaces, and other educational content that can be accessed through the Ruangguru website and application. Ruangguru has a mission to provide and expand access to quality education through technology for all students, anytime and anywhere, and also aims to improve the quality of teachers by creating jobs and additional income for teachers in Indonesia. Ruangguru believes that by improving the quality of teachers, the quality of education in Indonesia will also improve, and is determined to continue to develop our services and collaborate with various parties to achieve the desired goals. The purpose of this study was to determine the effect of organizational commitment, work flexibility, and workloadon employee performance with innovative work behavior as an intervening variable at PT. Ruang Raya Indonesia. This study uses a quantitative method with primary data sources obtained from distributing questionnaires. The research population is employees of PT. Ruang Raya Indonesia. The selection of respondents was carried out using the saturated non-probability sampling method with a total of 93 respondents. The data analysis method uses descriptive analysis and SEM-PLS analysis. The results of the study indicate that the variables of organizational commitment, work flexibility, and workloadaffect employee performance with innovative work behavior as an intervening variable at PT. Ruang Raya Indonesia.

ABSTRACT Drawing upon knowledge management theory and dynamic capability theory, this study introduces two mediating variables, namely organisational unlearning and organisational flexibility, to unveil the underlying mechanism of how digital transformation empowers disruptive green innovation in enterprises and to enhance the theoretical comprehension of the implementation path of disruptive green innovation in enterprises. Quantitative data were gathered from 186 enterprises in China. Regression analysis was employed to test hypotheses. The results show that digital transformation exerts a positive impact on disruptive green innovation in enterprises. Organisational unlearning and organisational flexibility partially mediate the impact of digital transformation on disruptive green innovation. Moreover, organisational unlearning and organisational flexibility play a chain mediating role between digital transformation and disruptive green innovation. This study facilitates the deep integration of digital transformation and disruptive green innovation, providing theoretical and practical guidance for enterprises to more effectively implement and manage disruptive green innovation in the digital economy context.

Abstract This study investigates the impact of institutional pressures, organizational culture, and individual-level factors on the adoption of AI for strategic planning and decision-making activities among marketing employees, with a focus on the moderating roles of perceived accountability and personal innovativeness on the relationship between AI adoption intention and actual use. We employed an explanatory sequential mixed-method design for the research, combining both qualitative and quantitative methods. Initially, quantitative data was collected via online questionnaire with a sample of 699 Vietnamese marketing employees, analyzed by using the PLS-SEM model. Subsequently, qualitative data from 21 in-depth interviews was used to verify and explain the quantitative findings with more multidimensional perspectives. Quantitative results reveal that coercive pressures significantly drive AI adoption intention, while normative and mimetic pressures have limited effects. Organizational flexibility, top management commitment and support strongly influence AI adoption. About individual-level factors, AI literacy emerged as a critical enabler, whereas AI anxiety posed barriers. Moderating effects demonstrate that high personal innovativeness strengthens the relationship between AI adoption intention and actual use, while high perceived accountability weakens it. Qualitative findings were also discussed. This is the first mixed-method study to address a critical gap in the literature by examining the multifaceted influences on AI adoption in the workplace, particularly within the marketing sector. Through a mixed-method approach, the study offers a comprehensive view of how organizational and individual factors interact to drive AI adoption, providing valuable insights for businesses, policymakers, and researchers aiming to foster successful AI integration.

Purpose This study aims to investigate the impact of real-time marketing intelligence (RTMI) and technological integration (TI) on supply chain agility (SCA), with a focus on organizational flexibility (OFL) as a mediating factor. It seeks to enhance the understanding of how dynamic capabilities, defined as the organization's ability to adapt, integrate and reconfigure internal and external resources to address rapidly changing environments, influence SCA, contributing to the literature on strategic management and supply chain dynamics. Design/methodology/approach The author used a quantitative research design and utilized the partial least squares structural equation modeling approach to analyze data collected from professionals in the Indian manufacturing, fast-moving consumer goods, logistics, healthcare and e-commerce sectors. The hypotheses were tested through a survey that measured the constructs of RTMI, TI, OFL and SCA, involving 311 respondents. Findings The findings confirm that RTMI and TI significantly impact SCA, with OFL playing a crucial mediating role. Specifically, RTMI and TI enhance the agility of supply chains by enabling rapid adaptation to market demands and technological changes. OFL emerges as a pivotal element that facilitates the effective leveraging of RTMI and TI towards achieving SCA. The study emphasizes the importance of developing dynamic capabilities as a strategic approach to enhance SCA in the face of market volatilities. Originality/value The study contributes original insights into the dynamic capabilities framework by explicitly linking RTMI and TI with SCA and identifying the mediating role of OFL. It extends the application of the dynamic capabilities view (DCV) to the context of supply chain management, offering a novel perspective on the mechanisms through which firms can achieve competitive advantage through agility.