Hazır veya Değil? İşte Dijitalleşme: İşgücünün hazırlık ve değişim algısının değerlendirilmesi

Dijital dünya, yeni yüzyılın vazgeçilmez bir gerçeğidir. Dönüşümün teknik yönleri yoğun bir şekilde değerlendirilirken, insan kaynaklarının kabulü ve dijital dönüşüme hazır olması temel bir değişim yönetimi ilkesi olarak ele alınmamaktadır. Bu çalışma, bireylerin dijital değişime hazır bulunma algısını öçümleyerek literatürü zenginleştirmeyi amaçlamaktadır. Dijital entegrasyon çalışmalarının büyük çoğunluğu dijital olgunluk seviyelerini artırmayı hedeflemektedir. Ancak insan kaynaklarının dijital dönüşüme katılımını sağlamak için dijitalleşme ve kabullenmeye hazır olma algılarını ölçmek ve ardından katılımı sağlayacak stratejiler geliştirmek daha faydalı olacaktır. Bu nedenle bu araştırma, işgücünün dijital değişim yönetimi yolculuğunda yol gösterici olacaktır. Verileri analiz etmek için Yapısal Eşitlik modellemesi kullanılmıştır. Araştırma örneklemi, şirketlerde dijitalleşme süreçlerine katkı sağlayan 460 katılımcıdan oluşmaktadır. Araştırmanın sonuçları, bireyin dijital dönüşüme hazır olma durumunun algılanan öz yeterlik, değişim ihtiyacı, yönetim desteği ve örgütsel fayda ile ilgili olduğunu ve iş gücünün başarılı bir dijital dönüşümü sürecin önemli bir çarkı olduğunu göstermektedir.

Anahtar Kelimeler:

Dijital Dönüşüm, Dijital İnsan Kaynakları, Değişime Hazır Olma, Değişim İhtiyacı, Örgütsel Fayda, Özyeterlilik

Ready or Not, Here Comes the Digitalization: Assessment of Workforce Readiness and Change Perception

The digital world is an indispensable reality of the new century. While technical aspects for transformation are heavily evaluated, the readiness of human resources for digital transformation is not handled as a basic change management principle. This study aims to enrich the literature by determining the perception of the readiness for a digital change of individuals. The purpose of the study is to investigate the factors that have a direct association with the readiness of the workforce during the digitalization process. The vast majority of the digital integration efforts are aimed at increasing digital maturity levels. However, in order to ensure human resources’ participation in a digital transformation, it will be useful to measure their perception of readiness for digitalization and develop strategies that will enable participation. Therefore, this research will be a guide in the journey of digital change management of the workforce. Structural Equation modelling has been used to analyse the data. The research sample consisted of 460 participants that implement a digital restructuring process in companies. The results of the research evaluated, indicate that an individual’s readiness for digital transformation is related to their perceived self-efficacy, need for change, management support and the benefit for the organization, and they are all like wheels in a machine wheels working for a successful digital transformation of workforce.

Keywords:

Digital Transformation, Digital Human Resources, Readiness for Change, Need for Change, Organizational Benefit, SelfEfficacy,

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Yayın Aralığı: Yılda 3 Sayı
Başlangıç: 2013
Yayıncı: İstanbul Üniversitesi Yayınevi

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