Adoption of information and communication technologies and dominant management orientation in organisations

Understanding the influential and mediating role of cultural enablers of AI integration to supply chain

“…Chan et al 2006;Brintrup et al 2020). For instance, Čudanov and Jaško (2012) found that new ICT adoption was typically higher in results based cultures (as opposed to process or people based cultures) where the focus is on sharing measurable performance outcomes between departments and across the SC. Moreover, as AI may often augment or replace the human aspects in the SC, the use of AI and BA will be more suited to pragmatic, results-based SC cultures, where the idea is to improve outcomes/results by any means necessary, as opposed to adhering to pre-defined processes or standards (Verbeke 2000;Cadden et al, 2020a;Ivanov and Dolgui 2019;Preindl, Nikolopoulos, and Litsiou 2020).…”

“…In relation to results-oriented and data-driven cultures, Verbeke (2000) and Cadden et al (2020a) highlight that firms that display a results orientation are often concerned with performance outcomes and data-sharing and therefore will not typically set rigid rules or standards which often define process-based cultures (Čudanov and Jaško 2012;Bortolotti, Boscari, and Danese 2015). In other words, results oriented firms are more flexible in their operations and SC (Ivanov and Dolgui 2019).…”

“…As a consequence, results oriented cultures are predisposed to the sharing of data between internal departments and with SC partners and this is made possible through the use ERP and cloud computing (Chae, Olson, and Sheu 2014a). These technologies in turn, enable the accessibility of real-time business data which is important in agile SC settings (Čudanov and Jaško 2012;Huang and Handfield 2015;Jha, Agi, and Ngai 2020). In such data-rich environments, BA and advanced modelling can utilise such data management resources and SCM planning initiatives to improve data accuracy and data deployment thereby improving operational and firm performance (Chae et al 2014b;Gupta et al 2019;Wamba and Akter 2019).…”

Digital Culture versus Change

“…Moreover, it helps to predict the behavior of individuals and groups. In general, when an individual is facing a particular situation or problem, he or she will act according to his or her culture; it is difficult to predict a person's behavior without any knowledge of the person's culture (Cudanov & Jasko, 2012). The significance of organizational culture is that it provides a framework for organizing and directing organizational behavior, in the sense that the organizational culture affects employees and the behavior required of them within the organization (Zorn, Flanagin & Shoham, 2011).…”

“…Organizational expectations are an unwritten set of expectations on an individual or an organization. They are based on the image of an organization, the earlier performance, the size of the organization and the advantages of the organization"s access (Cudanov & Jasko, 2012). …”