The Role of Organizational Culture and Digital Leadership in Enhancing Employee Development Skills During Digital Transformation: Mediating Role of Technology Readiness

This study investigates the relationships between Digital Leadership, Organizational Culture, Technology Readiness, and Employee Development Skills within organizational settings. Using Partial Least Squares Structural Equation Modeling (PLS-SEM), data were analyzed to evaluate both the measurement and structural models. The results highlight Technology Readiness as a critical mediator, linking leadership and cultural factors to employee skill development. Organizational Culture demonstrated a strong influence on Technology Readiness, while Digital Leadership had a moderate effect. The findings offer theoretical contributions by advancing the understanding of leadership and cultural frameworks in fostering technological adaptation. Practical implications include the need for organizations to prioritize innovation-driven cultures and visionary leadership to enhance employee readiness and skills. This research provides actionable insights for organizational leaders while opening avenues for future exploration of additional mediators and contextual applications.

本研究探讨了组织情境下数字化领导力（Digital Leadership）、组织文化、技术就绪度（Technology Readiness）与员工发展技能之间的关系。本研究采用偏最小二乘结构方程模型（Partial Least Squares Structural Equation Modeling，PLS-SEM）对数据进行分析，以评估测量模型与结构模型。研究结果表明，技术就绪度是连接数字化领导力、组织文化因素与员工技能发展的关键中介变量。结果显示，组织文化对技术就绪度具有较强的影响，而数字化领导力的影响程度则较为中等。本研究的理论贡献在于深化了对领导力与文化框架在推动技术适配过程中作用的认知。实践层面，组织需优先构建创新驱动型文化与远见型领导力，以提升员工的技术就绪度与技能水平。本研究为组织管理者提供了切实可行的实践洞察，同时也为后续探索更多中介变量与情境化应用开辟了研究方向。