Digital transformation has become a pivotal driver of omni-channel retailing advancement, while simultaneously reshaping consumer purchasing behavior. In response to this shift, an increasing number of retailers have adopted Buy-Online and Pick-Up-in-Store (BOPS) as a strategic instrument for omni-channel integration, aiming to enhance shopping convenience and strengthen profitability. Moreover, given the inherent uncertainties of online shopping, retailers increasingly leverage online reviews to provide consumers with more product information, thereby facilitating informed purchase decisions. Two analytical models are formulated to characterize the scenarios before and after BOPS implementation. A comparative analysis is subsequently conducted to evaluate the effects of BOPS on the retailer's pricing, demand, and profitability. Furthermore, this study examines the influence of online reviews on the retailer's operational performance and investigates their interactive effects with product returns on retailer profitability under both models. The results demonstrate that the introduction of the BOPS channel enhances retailer profitability when at least one of the unit operating cost or return processing cost is low, while the other is low or moderate. Furthermore, the effectiveness level and the weight of online reviews are critical determinants in the retailer's decision-making process. The retailer should retain online reviews when the effectiveness level is high, or when it is low but the weight is high. Finally, considering the combined impact of online reviews and product returns, the analysis suggests that the retailer can achieve enhanced profitability through the adoption of BOPS under specific conditions.

This study aims to examine how digital transformation (DT) improves the performance of Saudi listed firms, whether innovation capability (IC) mediates this relationship, and whether environmental, social and governance (ESG) performance moderates it, within the context of Saudi Vision 2030. Drawing on the resource-based view, dynamic capabilities theory and stakeholder theory, the study analyses a balanced panel of 120 non-financial firms listed on the Saudi Exchange (Tadawul) over 2020–2025. The two-step system generalised method of moments (GMM) estimator is applied to address endogeneity, dynamic persistence and unobserved heterogeneity. Mediation is assessed through the Sobel test and bootstrapped indirect effects, and moderation through interaction terms. DT exerts a positive and significant effect on firm performance. IC fully mediates the DT–performance relationship, confirming that DT enhances performance by strengthening a firm’s capacity to innovate. ESG performance positively moderates the DT–performance relationship, with the strengthening effect most pronounced for the market-based performance measure (Tobin’s Q). Results are robust to an alternative performance proxy, alternative estimators and endogeneity checks. The index-based measurement of DT and IC, although validated against annual-report content, may not capture every dimension of digitalisation. The single-country focus enhances contextual depth but may limit generalisability to other Gulf Cooperation Council economies. Managers should treat DT not as an end in itself but as an enabler of innovation capability, and should pair digital investment with credible ESG commitments to convert digital resources into superior and sustainable performance. The study provides among the first firm-level panel evidence, from an emerging oil-driven economy pursuing Vision 2030, of a mediated-moderation mechanism linking DT, IC, ESG and performance.

This study focuses on human resource management issues in the digital age from a legal perspective, based on dual-core theory, and empirically examines the impact of AI-enabled HR practices on organizational performance. The core dimensions of AI-enabled HR in this study include AI-powered recruitment, training, and performance appraisal, with employee adaptability introduced as a mediating variable. The study employed a quantitative research design, collecting 247 validated questionnaires from employees in digital organizations using partial least squares structural equation modeling (PLS-SEM) for empirical testing. The reliability and validity of the measurement model exceeded 0.7, the average extracted variance value was greater than 0.5, and the model passed the discriminant validity test according to the Fornell-Larcker criterion. The path test results demonstrate that all types of AI-enabled HR practices that comply with laws and regulations, along with employee adaptability, have a significant positive impact on organizational performance. Furthermore, employee adaptability is a positive mediating factor in the relationship between AI-enabled recruitment and organizational performance. This study complements the empirical evidence in this field regarding the interactive impact of AI-assisted human resources systems and the adaptability of employees.

The swift evolution of digital technology necessitated transformation within broadcasting entities. The use of new technologies became crucial in enhancing the performance of broadcasting professionals. Generative Artificial Intelligence (GAI) offers the opportunity to elevate the creation of broadcasting content, the efficiency, and the effectiveness of broadcasting operations. This study investigated the impact of GAI on digital professional performance in the Jordanian broadcasting sector and examined the mediating role of Big Data Analytics (BDA). A quantitative approach was used, and data were collected through an online structured questionnaire with a sample size of 215 employees working in different broadcasting institutions in Jordan. Data were analyzed using SPSS Version 29 and AMOS Version 29. The proposed hypotheses were examined using descriptive statistics, Confirmatory Factor Analysis (CFA), and Structural Equation Modelling (SEM). Bootstrapping techniques were used to determine the significance of the results. The findings of the study demonstrated that GAI positively impacts BDA and Digital Professional Performance, and BDA positively impacts Digital Professional Performance and partially mediates the relationship between GAI and Digital Professional Performance. The study makes a contribution to the theoretical and empirical literature on Jordanian Broadcasting Institutions by providing research evidence that demonstrates the need to align Artificial Intelligence technologies and analytics to enhance the professional activities of broadcasting institutions.

Digital transformation has become a critical strategic priority in the banking sector; however, its effectiveness in improving branch-level performance depends not only on technology adoption but also on organizational readiness, leadership capability, and ecosystem support. Despite increasing investments in digital banking infrastructure, limited empirical research explains how these strategic factors collectively influence branch performance through internal capability development mechanisms, particularly in emerging banking contexts such as Indonesia. Addressing this gap, this study examines the effects of digital transformation, digital banking risk, leadership capability, and the digital banking ecosystem on strategic capabilities, strategy execution, and branch performance. Using a quantitative approach, Partial Least Squares Structural Equation Modeling (PLS-SEM) was applied to data from 204 bank branch respondents implementing digital services. The findings indicate that digital transformation, leadership capability, and the digital banking ecosystem significantly strengthen strategic capabilities and strategy execution, while digital banking risk demonstrates a comparatively moderate influence. Strategic capabilities and strategy execution also serve as key mediating mechanisms translating digital initiatives into improved branch performance. This study extends the Dynamic Capabilities perspective and provides practical insights for banking institutions seeking to optimize branch performance through leadership strengthening, ecosystem collaboration, and effective strategy execution alignment.

This paper will look at how cybersecurity as a strategic organizational asset will contribute to the adoption of FinTech in Jordanian financial institutions in the rapidly changing atmosphere of digital transformation. Based on the Resource-Based View (RBV), the study examines the role of cybersecurity assets embodied in the detect, protect and recover processes in ensuring secure and sustainable FinTech integration. The research also assesses the modulating capacity of digital transformation in enhancing the association between cybersecurity features and the adoption of FinTech. The deductive approach was used to adopt a quantitative research design. The sample was sampled using structured questionnaires that were administered to the employees who worked in the Jordanian commercial and Islamic financial institutions. Three hundred valid responses were examined with the help of the Partial Least Squares Structural Equation Modeling (PLS-SEM), to evaluate the suggested associations among the research constructs. The results indicate that cybersecurity capabilities have a positive and significant impact on the adoption of FinTech through increasing customer trust, decreasing the vulnerability of the operations, facilitating safe digital transactions and institutional preparedness to financial innovation. The findings also reveal that digital transformation has a strong moderate impact on the correlation between cybersecurity and the adoption of FinTech. Banks that have greater digital transformation practices are better placed to align cybersecurity infrastructure with modern financial technologies, thus enhancing operational efficiency, system dependability and strategic flexibility. The research is also restricted to financial organizations in Jordan, and this could have implications on the applicability of the results in other geographical and institutional contexts. The cross-sectional type of study also does not provide an opportunity to observe changes over time. Future studies can utilize longitudinal studies, cross-country samples and other cybersecurity aspects such as artificial intelligence-based security mechanisms, blockchain security and predictive cyber threat analytics The research offers valuable experience to financial institutions, policymakers and technology managers by reiterating the strategic value of cybersecurity investment as a tool in ensuring successful adoption of FinTech. The enhancement of cybersecurity infrastructure and the digital transformation efforts can enhance institutional resilience, consumer trust and competitiveness in the digital financial ecosystem. This paper adds to the emerging body of the literature on the adoption of Fintech and cybersecurity by theorizing cybersecurity as a strategic asset but not a technical defense mechanism. It builds upon the RBV perspective by showing how the cybersecurity capabilities and digital transformation mutually define the adoption of FinTech in the context of an emerging-market financial environment.

The present study will assess how AI-based human resource management can influence digital transformation. It also examines the mediating factor of technological capability in this relationship and whether organizational agility reinforces the impact of AI-driven human resource management on digital transformation. This paper used quantitative research design, a cross-sectional survey of employees and leaders working in organizations that implement digital transformation initiatives. Data analysis was conducted using partial least squares structural equation modeling to test the direct, mediating, and moderating relationships among the study's constructs. The proposed framework evaluated the effects of AI-based human resource management practices on digital transformation, with technological capability as a mediator and organizational agility as a moderator. The results suggest that human resource management through AI has a positive, significant impact on digital transformation. The findings further reveal that technological capability partially mediates this relationship, meaning that organizations with stronger technological capabilities are better positioned to turn AI-based human resource practices into digital transformation outcomes. Moreover, the relationship is moderated to a considerable extent by organizational agility, indicating that the beneficial impact of AI-based human resource management on digital transformation increases with organizational agility. The results are informative to managers and decision-makers aiming to improve the outcomes of digital transformation through human resource innovation. To maximize transformation performance, organizations need to invest in AI-based human resource management systems, increase technological capacity, and develop organizational agility. The findings can assist companies in developing more flexible and technology-intensive HR policies that can underpin sustainable digital transformation. The research fills the current gap in the literature on AI-based human resource management and digital transformation by providing a novel conceptual framework that integrates the processes of mediation and moderation. It builds on existing knowledge by demonstrating that technological capability can explain the relationship between AI-based human resource management and digital transformation, and that organizational agility determines the strength of that relationship.

In the age of digitalization and artificial intelligence, companies in the manufacturing sector face new opportunities to improve their business performance (BP). However, they also face significant challenges in achieving a successful digital transformation (DT). In this context, this study analyzes how critical factors (AW, OP, RD, and TC) drive DT and how DT influences the BP of manufacturing companies. Based on the resource-based view (RBV) and dynamic capabilities theory (DCT), this research develops and empirically tests a conceptual framework using data from a survey of 175 formal manufacturing firms located in Peru. The data were analyzed using the partial least squares structural equation modeling (PLS-SEM) approach. The results indicate that AW, OP, RD, and TC significantly influence DT. While the direct effects of these factors on BP are less consistent, DT exerts a strong and significant impact on BP and mediates the relationship between the critical factors and performance outcomes. These findings highlight the strategic role of DT as a mechanism through which critical factors translate into improved BP in manufacturing firms.

Given the rapid global economic development and continuous technical advancements, a key strategy for companies trying to improve their competitive edge and accomplish sustainable development is digital transformation. This study's goal was to investigate how the supply chain capabilities of Yunnan Province's fresh-cut flower business are affected by digital transformation. To collect data, the study employed a survey methodology based on a questionnaire. Ultimately, 402 flower businesses in Yunnan Province produced valid du-plicates. PLS-SEM was utilized in the study to evaluate the data, and the results showed that digital transformation greatly improved the enterprises' capacity for both innovation and supply chain management; innovation capabilities positively impacted supply chain capabilities and acted as a mediator in the relationship between supply chain capabilities and digital transformation. Furthermore, organizational readiness largely exhibits a positive moderating effect on the relationship between digital transformation and supply chain capabilities, whereas technology readiness not only fosters but also reinforces the relationship between digital transformation and innovation capabilities. These results offer an effective reference suggestion for fresh-cut flower companies in Yunnan Province and nationwide on how to enhance supply chain capabilities through digital transformation to improve their competitive advantages.

This paper analyses the impact of economic policy uncertainty at the firm level on the inconsistency of words and actions in their digital transformation. Using new quantitative indicators of the gap as well as robust models, we find that firm economic policy uncertainty can exacerbate the gap between what firms say and do about digital transformation. In light of these findings, the paper concludes that there tends to be a certain amount of digital transformation hype among listed firms.