Journal of Business and Digital Innovation

From Ideation to Growth: The Impact of Generative AI on Entrepreneurial Processes in Qatar

2026-06-05T13:08:11+00:00

This study investigated the impact of Generative Artificial Intelligence (GenAI) on entrepreneurial processes within Qatar’s start-up ecosystem. Through a quantitative survey of 106 Qatari start-up leaders, the study examined the patterns of GenAI adoption, and its influence on innovation and growth, and the contextual barriers shaping these outcomes. The findings revealed that perceived usefulness is the strongest determinant of adoption, while ease of use plays a secondary role, extending Technology Acceptance Model (TAM) to incorporate ethical legitimacy and institutional readiness. Furthermore, regression results demonstrated a statistically significant and positive impact of GenAI adoption on innovation outcomes, especially in enhancing idea generation, rapid prototyping, and creative problem-solving. However, the relationship with growth performance is weaker, reflecting the impact of contextual factors such as market size, funding ecosystems, and regulatory frameworks. Theoretically, the study contributes to an integrated framework that synthesizes existing models in an attempt to provide a more holistic explanation in GenAI adoption in culturally embedded and state-led ecosystems. In terms of practical applications, the research carries implications for Qatari entrepreneurs modelled by strategies such as phased adoption and hybrid human-AI models and for policymakers with recommendations such as using data to better refine regulation, capacity-building and trust building measures.

Systematic and Unsystematic Drivers of Mergers and Acquisitions in the United Kingdom

2026-06-26T14:47:28+00:00

Mergers and Acquisitions (M&A) play a crucial role in corporate growth and economic development; however, the factors driving M&A activity remain complex and not fully understood. This study examines the systematic and unsystematic drivers of M&A activity in the United Kingdom between 1980 and 2022. To achieve this objective, a mixed-methods approach was adopted. Systematic drivers were analysed quantitatively using Ordinary Least Squares (OLS) regression, with macroeconomic variables including GDP growth, inflation, exchange rates, trade balance as a percentage of GDP, and stock prices. Unsystematic drivers were explored qualitatively through thematic and content analysis of relevant literature and evidence. The findings reveal that several systematic factors significantly influence the number of announced M&A transactions. GDP growth, inflation, and exchange rates exhibit positive relationships with M&A activity, while trade balance as a percentage of GDP and stock prices are negatively associated with M&A transactions. The qualitative analysis further demonstrates that unsystematic factors, particularly cultural and managerial considerations, have an important bearing on the success and failure of M&A deals. These findings contribute to a broader understanding of the economic and organisational factors that shape M&A activity in the United Kingdom and offer valuable insights for policymakers, investors, and corporate decision-makers.

Tripartite Accountability in AI-Driven Workforce Displacement: A Stakeholder and Legal Perspective

2026-06-26T14:49:07+00:00

Artificial intelligence is restructuring labour markets at a pace that outstrips institutions' capacity to respond, creating a responsibility vacuum in which displaced workers bear the greatest burden of change while retaining the least power to negotiate its terms. This paper examines the allocation of responsibilities for handling AI-driven workforce displacement among employers, workers, and governments, drawing on research from four economies: the United States, Germany, Japan, and Singapore. The Stakeholder and Human Capital Theories are utilised in this paper to analyse the allocation of responsibilities, thereby supporting the central argument that no single actor can adequately address AI-driven displacement alone. The most theoretically grounded and practically viable approach is a tripartite accountability framework in which employers, workers, and governments discharge coordinated, simultaneous obligations. The analysis utilised a narrative review of peer-reviewed literature, policy documents, and institutional reports published between 2020 and 2026. Findings show that employers bear proactive obligations that extend beyond legal compliance, as workers are responsible for adapting their skills and engaging in collective advocacy, and that governments must close the gap between the pace of AI adoption and the adequacy of regulatory and labour market policy responses. This paper contributes a structured tripartite accountability framework to the growing literature on AI governance and workforce management, with practical implications for employers, policymakers, and worker organisations that are navigating AI-driven labour market transitions.

Exploring How the Adoption of Artificial Intelligence in Human Resource Management Enhances Organizational Performance and Efficiency

2026-06-13T12:37:48+00:00

In the era of the Fourth Industrial Revolution, the use of artificial intelligence (AI) in human resource management (HRM) is increasingly recognized as a powerful tool for improving organizational performance and efficiency. However, despite growing interest in this area, there is still limited and fragmented evidence explaining exactly how AI adoption leads to these improvements. Guided by the Technology Acceptance Model (TAM), the Resource-Based View (RBV), and Dynamic Capabilities Theory (DCT), this study investigates how AI adoption in HRM contributes to organizational performance and efficiency through improvements in HR process efficiency. A cross-sectional survey was conducted among 452 HR personnel and employees working in information technology (IT)-related organizations in Lagos State, South-West Nigeria. Three hypotheses were tested using path analysis. The findings reveal that AI adoption in HRM is positively associated with both organizational performance and organizational efficiency. In addition, HR process efficiency was found to play a mediating role in these relationships, indicating that improvements in HR processes are a key pathway through which AI generates organizational benefits. Overall, this study contributes to the HRM and information systems literature by providing deeper insight into AI-enhanced HRM and offering evidence to support the integration of AI into organizations’ day-to-day operations.

Manufacturing SMEs’ Decisions to Innovate and Transform in the Emerging Economy: Empirical Evidence from Nigeria

2026-06-19T21:24:49+00:00

Presently, manufacturing SMEs are seeking to improve their competitiveness through the integration of innovative technologies to guarantee an additional transformational mechanism for their production. The recognition of manufacturing decision-making as integral to the ability of small and medium-sized enterprises to transform and innovate is established. However, the specific processes that influence manufacturing decision-making among Nigerian SMEs remain not understood. Existing frameworks offers limited explanations to the unique Nigerian situation burdened by scarce resources and limited institutions. The purpose of this research is to investigate how Nigerian manufacturing SMEs decisions are considered and made in their manufacturing related actions for innovation and transformation. Drawing from the qualitative data analysis of 17 SMEs, we identified eight decision domains that play an important role in Nigerian SMEs, which include production control, human resource management, plant size and capacity, machinery, budgeting and financial resource allocation, plant location, technological knowhow and new product development. The findings present empirical evidence in understanding manufacturing SMEs decisions, innovation, and transformation of their manufacturing process and practices. The findings have implications for government policy and will assist professional practitioners in understanding manufacturing SMEs decision, to innovate and transform in the emerging economy in the perspective of Nigeria.

Management Strategies and Their Impact on Organisational Dependencies in the Middle Eastern Countries: A Case Study of IBM In Saudi Arabia

2026-06-17T09:25:02+00:00

This paper examines how management strategies influence organisational dependencies within multinational corporations operating in the Middle East, focusing on International Business Machines Corporation (IBM) in Saudi Arabia. A particular focus is placed on the roles of human resource management (HRM) and managerial leadership in strategy initiatives and implementation. This research draws exclusively on secondary data, including prior empirical studies and academic literature. An inductive thematic analysis is employed to systematically identify and interpret recurring patterns related to managerial, organisational and cultural challenges affecting strategic performance. This allows for the integration of insights concerning future managerial decisions and organisational adjustments necessary to address existing operational deficiencies within the Saudi Arabian context. The findings indicate that the primary causes of strategic management failure include weak leadership capabilities, ineffective project management practices, deficiencies in cross-cultural management, and misalignment between organisational objectives and available resources. Additionally, limitations in training and development provision, reliance on outdated HR strategies and limited cultural inclusivity further exacerbate HRM-related failures. These issues undermine strategic alignment and organisational effectiveness within the Saudi Arabian business context. This study contributes to the strategic management and international HRM literature by highlighting the significance of culturally responsive leadership and adaptive HR practices in multinational organisations operating in emerging markets. The study recommends the implementation of transformational leadership approaches, enhanced training and development initiatives, strengthened cultural literacy, and the use of 360-degree feedback mechanisms to mitigate managerial shortcomings and support successful strategy execution.

Does Organizational Culture Drive Innovation in Non-profit Organizations? Testing the Applicability of ICEF Model at Qatar Charity

2026-06-18T19:50:05+00:00

Innovation is a critical factor in determining long-term success of organizations, including non-profit organizations. Unlike commercial organizations, non-profit organizations (NPOs) are mission-driven, compliance heavy, and operate in resource constrained environments. This study investigates the applicability of the Innovative Culture Enhancement Framework (ICEF) within a large humanitarian non-profit organization, Qatar Charity. Utilizing a quantitative cross-sectional survey, based on the Competing Values Framework (CVF), and a modified Community Innovation Survey (CIS), this study assessed culture-innovation linkages in Qatar Charity. The findings of the study revealed Adhocracy Culture as a powerful predictor for all innovation types. Surprisingly, Hierarchy Culture, typically seen as antithetical to innovation, emerged as a significant positive predictor for all innovation typologies, suggesting a sector-specific form of structured innovation in compliance-intensive NPO environments. Market and Clan cultures had selective effects on innovation. From a policy standpoint, this study offers actionable insights for non-profit managers who foster innovation through culturally targeted strategies, emphasizing the complementary roles of creativity, collaboration, and procedural formalization.

Internationalization Barriers of Nigerian Manufacturing SMEs

2026-06-27T18:44:21+00:00

This study aims to identify the barriers facing Nigerian manufacturing SMEs during their internationalization. SMEs play a significant role in Nigeria, and their impact can be observed in the country’s macroeconomic performance, making up 96.9% of all businesses in Nigeria, contributing almost half of the country’s Gross Domestic Product (GDP), and accounts for 84% of employment. However, their contribution to exports remains low. This low participation in export activities affects Nigeria’s ability to diversify its economy away from oil, reduce its exposure to external shocks. Adopting a qualitative approach for this study, data was collected from 10 SMEs through the conduct of semi-structured interviews, and we analysed our data through content analysis to identify important themes. Findings reveal that the internationalization barriers faced by Nigerian SMEs are both internal and external. Internal barriers include a lack of finance and access to credit, and poor product quality. External barriers included a lack of market knowledge, and export regulations bothering safety. Our findings also show that SMEs engage the services of export intermediaries to navigate the market and overcome export barriers. We recommend that SMEs should partner with export intermediaries and target regional internationalization. We also recommend that the government should provide access to finance for SMEs, support SMEs with export information through relevant agencies, and promote knowledge and skills development for international trade.

Public-Private Partnerships in Technical and Vocational Education and Training (TVET): Strengthening Skill Ecosystems and Labour Market Integration

2026-01-11T20:49:51+00:00

This study empirically examines the role played by Public-Private Partnerships (PPPs) in the relevancy, quality and labour market performance of Technical and Vocational Education and Training (TVET) programmes in Nigeria. Quantitative data were gathered on the first stage using an explanatory sequential mixed methods design, where 180 respondents (graduates, employers and institutional administrators) in Lagos, Ogun and Kaduna States were surveyed. These data evaluated PPP typologies, curriculum alignment, and employment outcomes. The second stage involved the implementation of qualitative interviews and focus group discussions (n = 28) and the explanation and contextualisation of the quantitative results. It is shown in the quantitative data that the PPP supported institutions are more aligned to the needs of the industry in the curriculum and have higher rates of graduate employment 6 months (65 percent) in relation to traditional public TVET institutions (47 percent). The results of the logistic regression indicate that the participation in PPP strongly predicts employment results (p < 0.05). Qualitative results indicate that these better outcomes are attributed to curriculum co design, structured workplace learning, and employer engagement mechanisms, and are limited by policy fragmentation and weak financing frameworks. The study concludes that PPPs have the capacity to enhance TVET skill ecosystem in cases where institutional alignment and governance frameworks are well spelt out. The policy suggestions are regulatory harmonisation, a combination of funding, and a systematic approach to employer involvement in the process to enhance scalable and inclusive TVET provision.