Impact of Digital Competences on Organisational Learning

Abstract

Purpose Digital transformation affects almost every company and its employees. Tasks are changed and even completely new jobs are created. This disruptive incident on workplaces with a mismatch between current knowledge of workforce and new digital competences might be compensated through organisational learning. However, there is no sufficient knowledge about the mechanism, on how and to what extend the level, willingness to increase digital competences and their importance for the task causes organisational learning.

Design/ methodology/ approach This study aims to test the effect of digital competences on organisational learning to adapt and reallocate resources in digital transformation. A questionnaire was designed and distributed in social media. Structural equation modelling (PLS-SEM) and Necessary condition analysis (NCA) was applied to empirically test the gathered data.

Findings The perceived importance of digital competences positively effects the self-assessed level of competences and impacts the participants willingness to increase this level. Employee’s willingness to build or increase their level of digital competences are a necessary, but not sufficient condition on a high level of organisational learning.

Research limitations The sample size is small for generalisable results. Future research is needed with large samples.

Practical implications Digital competences are relevant and must be considered for organisational learning in the ongoing transformational process.

Originality/value Organisational learning is complex and happens on different levels. Since competences of employees are known as relevant part of organisational learning, there is need for more knowledge about the mechanisms to adjust human resources.