How Can an Organization Evolve to an Agile Organizational Culture through Digital Transformation?

Within the digital transformation, the agile organizational culture is an essential factor. It significantly influences the successful introduction of agile methods, which in turn promote digital transformation. There is no concrete framework within the literature for building an agile organizational culture. This master thesis explores what a possible framework for building an agile organizational culture within an SME might look like. The applied research design included a preliminary study with a document analysis and scoping interviews (n=5). In addition, an online survey using OCAI questions (n=10) and semi-structured interviews with selected professionals and managers (n=10) was conducted. The results indicate a culture takes time even within the rapidly changing VUCA world only be anchored in small steps. This requires a core team consisting of specialists and managers to anchor the cultural change in everyday work. A key finding of the study was that both soft cultural and hard business factors need to support each other. This requires an integrative approach.在数字化转型进程中，敏捷组织文化是一项核心要素。其对敏捷方法的成功落地具有显著推动作用，而敏捷方法反过来又能赋能数字化转型。现有学术文献中尚未形成一套可用于构建敏捷组织文化的成熟框架。本硕士论文旨在探索适用于中小企业（Small and Medium-sized Enterprises，简称SME）的敏捷组织文化构建可行路径。本研究采用的应用研究设计包含一项初步研究，该研究涵盖文献分析与范围界定访谈（样本量n=5）。此外，本研究还开展了两项实证调研：一是采用OCAI（Organizational Culture Assessment Instrument）题项的线上问卷调查（样本量n=10），二是针对选定专业人士与管理人员的半结构化访谈（样本量n=10）。研究结果显示，即便在瞬息万变的VUCA（Volatility, Uncertainty, Complexity, Ambiguity，即易变性、不确定性、复杂性、模糊性）环境中，文化变革也绝非一蹴而就，仅能通过循序渐进的方式落地扎根。这便需要组建一支由专业人士与管理人员构成的核心团队，将文化变革深度融入日常工作场景。本研究的一项核心发现为：软性文化维度因素与硬性业务维度因素需相互支撑、协同配合，而这要求采用一体化整合的实施路径。