Busco Carolina, González Felipe, Aránguiz Michelle
Faculty of Engineering and Sciences, Department of Industrial Engineering, Universidad Diego Portales, Santiago, Chile.
Front Psychol. 2023 Mar 9;14:1153031. doi: 10.3389/fpsyg.2023.1153031. eCollection 2023.
Organizational culture is often perceived as a valuable strategic asset supporting business transformation and the exploitation of digital technologies. Still, it can also be the source of inertia that impedes change. The research question proposed is What factors favor or hinder the acquisition of digital culture in large organizations in Chile? The aim is to rank factors that promote a digital culture based on the perception of executives using the Delphi method. The expert panel was selected with strategic criteria, considering practical knowledge, up-to-date experience on the subject, and having high decision-making positions in large companies in Chile. The main statistics used are media, maximum, minimum, and average range, along with the search for consensus determined by the interquartile range and Kendall's W concordance coefficient. Results show a high level of agreement on the importance of digital strategy and digital leadership factors when favoring a digital culture in large companies in Chile. However, large companies in Chile must pay attention to the conservative triad of elements that characterize Chilean work culture that considers the belief that changes are exclusively possible when commanded by the strategic apex, a hierarchical work culture that prevents collaborative work, and the rejection of disruptive change. These factors and cultural characteristics will likely hinder any attempt to succeed in a digital transformation plan.
组织文化通常被视为支持业务转型和数字技术应用的宝贵战略资产。然而，它也可能成为阻碍变革的惰性根源。提出的研究问题是：智利大型组织中，哪些因素有利于或阻碍数字文化的形成？目的是根据高管们的看法，运用德尔菲法对促进数字文化的因素进行排序。专家小组是根据战略标准挑选的，考虑到实践知识、该领域的最新经验以及在智利大公司担任高级决策职位。使用的主要统计数据有中位数、最大值、最小值和平均范围，同时通过四分位距和肯德尔W和谐系数来确定共识。结果表明，在智利大公司中，当促进数字文化时，对于数字战略和数字领导力因素的重要性存在高度共识。然而，智利的大公司必须关注构成智利工作文化特征的保守三元组要素，即认为只有在战略高层指挥下变革才有可能的信念、阻碍协作工作的层级工作文化以及对颠覆性变革的抵制。这些因素和文化特征可能会阻碍在数字转型计划中取得成功的任何尝试。
