In the aftermath of the recent pandemic, organizations around the world had the opportunity to assess the benefits and drawbacks of allowing the bulk of their employees to work from home (WFH). As a result, many organizations realize that by using technology, it is possible to shift a significant percentage of their workforce to permanently function from any location without being physically present at a designated workplace. Although the economic benefits for organizations that allow WFH seem to be clear, how factors related to perceptions of employees such as their work motivation (WM) and their work-life balance (WLB) caused by blurred boundaries between work and family at home are not clearly understood. Therefore, the primary goal of this study is to determine how WFH impacts WLB through the possible mediating effects of work-family conflict (WFC) and WM. A cross-sectional survey instrument was developed using Likert type measurement scales that were adopted from top-tier journals. The data was collected through convenient sampling from 249 managerial and non-managerial employees in Omani business organizations. The relationships were tested through structural equation modeling. The results indicate that WFH increases WFC and WM, while the relationship between WFH and WLB is mediated by WFC, but not by WM. The findings of this study have implications for both theory and practice.

When migrating to Industry 4.0, organizations face the need to adapt to a new context characterized by high levels of uncertainty and complexity. The main driving force in this process are the meta-competencies that ensure high competitiveness and innovativeness. However, their content, classification levels, intersections, and development potential under the influence of digitalization are insufficiently covered by the literature. This article attempts to fill this gap by analyzing the impact of new technologies on meta-competences. It presents a conceptual model based on the assumption that the degree of digitalization enhances the effects of the interaction between the top-level meta-competencies - Foresight, strategic flexibility, and ambidextrousness. Additional factors, the inclusion of which in the model will allow for a better study of the nature of the relationship under consideration, are proposed.

The research is conducted to study the outcome of digital leadership on dynamic capabilities, innovation capabilities, and alliances capabilities in manufacturing industries within the Malaysian context. Today, developing corporations and industries, at the least, require a virtual transformation to have greater organizational abilities in shaping and growing their new and present commercial enterprise to healthy the brand-new generation paradigm. A cross-sectional quantitative method has been used in this study with a sample of 132 respondents with different industry back grounds. These respondents are organizations, which are based on the nature of a business role like authorized representative, distributor, importer, manufacturer, combination authorized representative, distributor and importer, and combination distributor and importer that located in Selangor, Malaysia. The research used the SMART PLS software to analyze and interpret the results. There main hypotheses are proposed and tested. The results showed that digital leadership positively affects dynamic capabilities, innovation capabilities, and alliances capabilities.