Exploring and Identifying the Key Components for Enhancing Employees’ Digital Skills in the Ministry of Communications

Abstract

The present study aimed to identify and explain the key components of enhancing employees’ digital skills in the Ministry of Communications and Information Technology and to provide a conceptual model for developing digital competencies in governmental organizations. This study was applied in terms of purpose and qualitative-exploratory in nature, conducted using thematic analysis. The research population consisted of digital skill experts, policymakers, managers, and specialists familiar with digital transformation in the public sector. Participants were selected through purposive and theoretical sampling, and sampling continued until theoretical saturation was achieved. A total of 16 semi-structured in-depth interviews were conducted, of which 11 interviews were selected for final analysis after refinement. Data were analyzed through open, axial, and selective coding. To enhance trustworthiness and validity, peer review, member checking, and audit trail strategies were employed. The data analysis resulted in the extraction of 120 basic themes, 8 organizing themes, and 4 overarching themes. The overarching themes included development of employees’ technological competencies, cultural transformation and digital learning within the organization, digital transformation management and organizational infrastructures, and challenges and consequences of digital skill enhancement. Findings indicated that enhancing digital skills is a multidimensional process dependent not only on technical competencies but also on positive attitudes toward technology, continuous learning culture, managerial support, digital leadership, technological infrastructure, and organizational policymaking. In addition, barriers such as lack of resources, employee resistance to change, and inadequate communication infrastructures were identified as the most significant challenges to digital skill development. Conversely, outcomes such as increased productivity, improved service quality, enhanced job satisfaction, and greater organizational innovation were identified as positive consequences of digital skill enhancement. The findings demonstrated that improving employees’ digital skills cannot be achieved solely through technical training; rather, it requires a comprehensive approach integrating technological competencies, digital learning culture, transformational leadership, and organizational infrastructure. The conceptual model proposed in this study can serve as a foundation for policymaking and planning aimed at developing digital human capital and improving the performance of governmental organizations.