A Model for Digital Leadership Mindset

Document Type : Research Paper

Authors

1 Ph.D. Candidate, Department of Management, Faculty of Administrative and Economic Sciences, University of Isfahan, Isfahan, Iran.

2 Assistant Prof., Department of Management, Faculty of Administrative and Economic Sciences, University of Isfahan, Isfahan, Iran.

3 Prof., Department of Information Technology Management, Faculty of Industrial Management and Technology, College of Management, University of Tehran, Tehran, Iran.

10.22059/jibm.2024.384498.4868

Abstract

Objective
Digital leadership mindset is relatively a new concept in management and leadership studies, which has recently been proposed as one of the key factors in the success of organizations in the digital and electronic communications and can have many positive consequences for organizations. According to the need for a coherent model, the present research was conducted with the aim of providing a model for the development of digital leadership mindset in organizations.
 
Methodology
This is a qualitative study conducted using meta-synthesis method. Its statistical population consisted of the extant studies. After reviewing the available sources, 64 ones were selected to be analyzed for extracting codes. The thematic analysis method was used and the data were analyzed in several consecutive steps. Analysis of the extracted codes led into conclsion of the digital leadership mindset model.
 
 
Findings
After analyzing the data, the antecedents of digital leadership mindset were categorized into two dimensions: organizational factors (comprising two components: organizational culture and organizational capabilities) and leader characteristics (comprising four components: having an appropriate attitude, possessing technical or technological skills and abilities, possessing human skills, and possessing analytical skills). The outcomes of digital leadership mindset in organizations were also categorized into three dimensions: organizational outcomes (comprising two components: long-term and short-term outcomes), group outcomes (comprising two components: long-term and short-term outcomes), and individual outcomes (comprising two components: long-term and short-term outcomes). To control the quality of the analyses, the intra-subject agreement method was used. In this regard, a researcher in organizational behavior, familiar with the subject literature, was asked to collaborate with the researchers in the process of combining, integrating, and categorizing concepts, and creating main (dimensions) and sub (components) themes. After calculations, the intra-subject agreement rate in the present study was calculated to be 84.84%, which indicated the validity of the findings.
 
Conclusion
Given the applied nature of this research, business managers can utilize the findings for planning and implementing necessary measures to develop a digital leadership mindset at various levels. Modeling the factors influencing a digital leadership mindset within a comprehensive and coherent framework, while reducing the fragmentation of prior findings and addressing some existing gaps in the literature, can enhance managers’ awareness of factors impacting this concept. Furthermore, identifying the outcomes of a digital leadership mindset can increase managers' and leaders' sensitivity and interest in this topic, fostering adequate readiness in them to address the issue.

Keywords

Main Subjects

References

 
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Journal of Business Management
Volume 18, Issue 1
2026
Pages 200-224

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