The Role of Digital Transformation Success in Change Management

This study investigates the role of Digital Transformation Success in shaping Change Management effectiveness within the Egyptian logistics and international trade sector. The research addresses the critical problem of high digital transformation failure rates, which often stems from overemphasizing technology while neglecting the human element of organizational change. Drawing on the Technology-Organization-Environment (TOE) framework and the Resource-Based View (RBV), Digital Transformation Success is conceptualized through three core dimensions: Digital Transformation Strategy (DTS), Digital Technology Implementation (DT), and Employee Digital Skills (EDS). Change Management is operationalized through five dimensions: Spread Awareness, Inspire Desire, Impart Knowledge, Improve Ability, and Reinforce Changes. An explanatory, cross-sectional, quantitative design was adopted. A structured questionnaire was administered to a simple random sample of 312 employees at Elesely Group's Damietta branch. Data were analyzed using descriptive statistics, Pearson correlation, reliability analysis (Cronbach's Alpha), and multiple regression analysis via SPSS. Results confirm that Digital Transformation Success exerts a statistically significant positive impact on Change Management (R = 0.434, R² = 0.189, F = 23.879, p < 0.001). Digital Technology Implementation demonstrated the strongest predictive effect (B = 0.167), followed by Employee Digital Skills (B = 0.146) and Digital Transformation Strategy (B = 0.133). All three sub-hypotheses were accepted. The findings contribute both theoretical and practical insights for organizations in developing economies seeking to leverage digital transformation as a driver of sustainable organizational change. Practical recommendations include prioritizing technological infrastructure investment, continuous digital skills development, and establishing dedicated change management teams.