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dc.contributor.authorYoo, Jin-Woong
dc.contributor.authorRoh, Saeyeon
dc.contributor.authorTripathi, Smita
dc.contributor.authorJang, Hyunmi
dc.date.accessioned2024-04-08T16:15:01Z
dc.date.available2024-04-08T16:15:01Z
dc.date.issued2024-04-04
dc.identifier.citationYoo , J-W , Roh , S , Tripathi , S & Jang , H 2024 , ' Digital leadership within large South Korean firms ' , Asia Pacific Business Review , pp. 1-23 . https://doi.org/10.1080/13602381.2024.2332734
dc.identifier.issn1360-2381
dc.identifier.otherORCID: /0000-0002-0030-1853/work/166088839
dc.identifier.urihttp://hdl.handle.net/2299/27719
dc.description© 2024 Informa UK Limited, trading as Taylor & Francis Group. This is the accepted manuscript version of an article which has been published in final form at https://doi.org/10.1080/13602381.2024.2332734
dc.description.abstractDrawing upon Person-Environment fit (PE fit) theory, this paper attempts to explore the determinants of digital leadership and its interactions between personal and environmental dimensions, including organizational, interpersonal and external dimensions, in South Korea. As Remote Work (RW) and Digital Transformation (DT) have been discussed since the start of the COVID-19 pandemic, this research focuses upon the concept of digital leadership, which can effectively cope with both RW and DT. To help Human Resource (HR) practitioners support digital leadership, this paper employs the fuzzy-Decision Making Trial and Evaluation Laboratory (f-DEMATEL) method. Through the convenience sampling method, we collected data sets from HR specialists in large South Korean firms. Our findings indicate that the organizational culture that covers digital supportive culture in the organizational dimension is the most crucial, influencing the elements in the personal dimension (e.g. new working systems, communication and acceptance of digital technologies). In contrast, the factor of capabilities in the personal dimension is the only factor affecting organizational structure and agility in the organizational dimension. Thus, we conclude that both the organizational and personal dimensions can uniquely interact with each other when actualizing digital leadership in South Korea.en
dc.format.extent23
dc.format.extent1057615
dc.language.isoeng
dc.relation.ispartofAsia Pacific Business Review
dc.subjectDigital leadership
dc.subjectHuman Resource (HR) experts
dc.subjectKorean Human Resource Management (HRM)
dc.subjectdeterminants of digital leadership
dc.subjectfuzzy-Decision-Making Trial and Evaluation Laboratory (f-DEMATEL)
dc.subjectlarge South Korean firms
dc.subjectBusiness and International Management
dc.titleDigital leadership within large South Korean firmsen
dc.contributor.institutionHertfordshire Business School
dc.description.statusPeer reviewed
dc.date.embargoedUntil2025-10-04
dc.identifier.urlhttp://www.scopus.com/inward/record.url?scp=85189970943&partnerID=8YFLogxK
rioxxterms.versionofrecord10.1080/13602381.2024.2332734
rioxxterms.typeJournal Article/Review
herts.preservation.rarelyaccessedtrue


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