Designing a Digital Leadership Model for Human Resource Managers (Paradigm-Based Grounded Theory)
Keywords:
leadership, digital leadership, human resourceAbstract
The present study aimed to design and validate a digital leadership model for human resource managers in knowledge-based and high-tech companies using a paradigm-based grounded theory approach. This study was applied in terms of purpose, qualitative in terms of data type, and based on systematic grounded theory methodology. The statistical population consisted of experts in technology management, digital transformation, and human resource management with academic and professional experience in related fields. Purposeful theoretical sampling was employed, and 15 experts were selected until theoretical saturation was achieved. Data were collected through semi-structured interviews and analyzed using open, axial, and selective coding based on Strauss and Corbin’s grounded theory approach. MAXQDA 2020 software was utilized for qualitative data management and analysis. The validity of the proposed model was confirmed through triangulation, member checking, prolonged engagement, and expert validation. The findings resulted in the identification of 5 dimensions, 24 components, and 83 indicators of digital leadership. The causal dimension included human capital, digital value capital, digital economy, and digital transformation. The contextual dimension comprised digital culture, digital governance, change management, and leadership styles. The intervening dimension involved digital communication, digital literacy, foresight, soft skills, and performance indicators. Strategic dimensions included digital roadmap, talent management, knowledge orientation, meritocracy, organizational transparency, and systemic vision. The consequences dimension encompassed organizational success, intelligent organization, organizational sustainability, stakeholder experience, and return on investment. The results indicated that digital leadership significantly contributes to organizational productivity, employee satisfaction, innovation capability, and digital adaptability in knowledge-based organizations. The proposed model demonstrated that effective digital leadership in human resource management requires integration of technological competencies, leadership capabilities, and digital organizational culture. Enhancing digital literacy, strategic foresight, data-driven governance, and digital talent management are critical requirements for organizational success in the era of digital transformation. Implementation of this model can improve agility, innovation, and sustainability in knowledge-based and high-tech organizations.
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