Science, Education and Innovations in the Context of Modern Problems

Author and Affiliation

Amine Azri
University of El-Oued
Algeria
E-mail: azri-amine@univ-eloued.dz
ORCID: 0000-0002-4618-3362

Keywords

Human-Centric AI Adoption Digital Leadership Work Flexibility Employee Productivity Industry 5.0

Abstract

The rapid expansion of artificial intelligence technologies has significantly transformed organizational practices and employee working environments. In recent years, many organizations have attempted to integrate human-centered AI systems, flexible work models, and digitally oriented leadership approaches in order to improve employee performance and organizational efficiency. Despite growing scholarly interest in these topics, limited research has examined how these factors interact collectively within the framework of Industry 5.0. This study investigates the relationship between Human-Centric AI Adoption, Digital Leadership, Work Flexibility, and Employee Productivity. The research is grounded in the Resource-Based View (RBV) and Dynamic Capabilities Theory (DCT), which explain how technological and managerial resources contribute to organizational performance. A quantitative research design was adopted, and the collected data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that Human-Centric AI Adoption has a positive and statistically significant effect on Employee Productivity (β = 0.263, p = 0.028). The results further reveal that Work Flexibility represents the strongest predictor of productivity (β = 0.562, p < 0.001), highlighting the critical role of flexible working arrangements in enhancing employee performance and operational efficiency. In contrast, Digital Leadership did not demonstrate a statistically significant direct effect on Employee Productivity (β = -0.094, p = 0.275). The study contributes to the growing Industry 5.0 literature by emphasizing the importance of balancing technological innovation with employee-centered organizational practices and offers practical implications for managers, policymakers, and organizational leaders seeking to develop adaptive and sustainable workplaces in the digital era.

How to Cite

Azri, A. (2026). The Synergistic Impact of Human-Centric AI Adoption, Digital Leadership, and Work Flexibility on Employee Productivity in the Digital Era. Science, Education and Innovations in the Context of Modern Problems, 9(8), 1–13.

Publication History

Open Access and Licensing

© 2026 The Author(s).

Published by Science, Education and Innovations in the Context of Modern Problems (SEI) under the auspices of IMCRA – International Meetings and Conferences Research Association (Azerbaijan).

This article is distributed under the terms of the Creative Commons Attribution 4.0 International License (CC BY 4.0), which permits unrestricted use, distribution, adaptation, and reproduction in any medium, provided the original work is properly cited.

References

1. Abid, S., & Barech, D. K. (2017). The impact of flexible working hours on employees’ performance. International Journal of Economics, Commerce and Management, 5(7).
2. Azizou, M., & Ben Friha, K. (2026). Translation in the age of digital technology: Theoretical foundations, technological transformations, and future perspectives. Science, Education and Innovations in the Context of Modern Problems, 9(3), 1–12. https://doi.org/10.56334/sei/9.3.17
3. Babashahi, L., Barbosa, C. E., Lima, Y., Lyra, A., Salazar, H., Argôlo, M., Almeida, M. A., & Souza, J. M. (2024). AI in the workplace: A systematic review of skill transformation in the industry. Administrative Sciences, 14(6), Article 127. https://doi.org/10.3390/admsci14060127
4. Balahurovska, I. (2024). The influence of leadership style on team psychological climate and employee productivity. Scientific Papers of Silesian University of Technology: Organization and Management Series, 210. https://doi.org/10.29119/1641-3466.2024.210.1
5. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120.
6. Bourni, H. (2026). Digital transformation as a strategic imperative for strengthening national economic development in the era of artificial intelligence and global competitiveness. Science, Education and Innovations in the Context of Modern Problems, 9(1), 842–854. https://doi.org/10.56334/sei/9.1.77
7. Brahim, M. (2026). Teachers’ challenges in managing student behaviour and reducing academic failure in the era of digital transformation: A theoretical–analytical study of the Algerian educational context. Science, Education and Innovations in the Context of Modern Problems, 9(3), 1–10. https://doi.org/10.56334/sei/9.3.14
8. Dima, J., Gilbert, M.-H., Dextras-Gauthier, J., & Giraud, L. (2024). The effects of artificial intelligence on human resource activities and the roles of the human resource triad: Opportunities and challenges. Frontiers in Psychology, 15, Article 1360401. https://doi.org/10.3389/fpsyg.2024.1360401
9. Elango, E., Natarajan, G., Hanees, A. L., & Shanmuganathan, B. (2026). The future of work: A human-centric approach with artificial intelligence. In H. Garg, P. K. Dutta, G. Natarajan, & S. Chowdhury (Eds.), Harnessing Artificial Intelligence to Ensure Diverse Global Teams (pp. 55–70). Academic Press.
10. Elsawy, M. M., & Abu-Alhaija, A. S. (2026). The effect of innovation and adaptive digital leadership on employee performance in Egypt: The mediating role of technical self-efficacy. Sustainability, 18, Article 1989.
11. Fazry, R. W., & Sukandi, A. (2026). The impact of digital leadership on motivation and work productivity in the Subang Regional Government, West Java. Journal of Student Collaboration Research (JSCR), 3(1), 1–15.
12. Firdausi, W., & Indiyati, D. (2025). The impact of flexible working arrangements on employee productivity: The mediating role of work-life balance. International Journal of Science, Technology & Management.
13. Hashmi, M. A., Al Ghaithi, A., & Sartawi, K. (2023). Impact of flexible work arrangements on employees’ perceived productivity, organisational commitment and perceived work quality: A United Arab Emirates case study. Competitiveness Review: An International Business Journal, 33(2), 332–363. https://doi.org/10.1108/CR-10-2020-0130
14. Holovchenko, S. (2024). The impact of flexible work schedules on employee productivity in the modern business environment. Economics and Business Management, 15(4), 47–64. https://doi.org/10.31548/economics/4.2024.47
15. Irawan, D. A., & Sari, P. (2021). Employee productivity: The effect of flexible work arrangement, indoor air quality, location and amenities at one of multinational logistics providers in Indonesia. IOP Conference Series: Earth and Environmental Science, 729(1), Article 012126. https://doi.org/10.1088/1755-1315/729/1/012126
16. Jaiswal, A., Arun, C. J., & Varma, A. (2022). Rebooting employees: Upskilling for artificial intelligence in multinational corporations. International Journal of Human Resource Management, 33(6), 1179–1208. https://doi.org/10.1080/09585192.2021.1891114 
17. Khalid, M. A., Sohail, M., Baig, M. M. B., Yusaf, S., Iqbal, A., & Syed, M. I. (2025). The human-centric paradox of AI in HRM: How technostress and digital literacy co-determine employee productivity in smart work environments. Inverge Journals, 4(4). https://doi.org/10.63544/ijss.v4i4.191
18. Kheira, A., & Salima, H. (2026). Digital transformation and its impact on local administration in Algeria: Legal, institutional, and governance perspectives. Science, Education and Innovations in the Context of Modern Problems, 9(1), 719–726. https://doi.org/10.56334/sei/9.1.63
19. Mazur, N. Y., & Chukhray, N. (2023). The impact of remote working on employee productivity in the modern world. Scientific Practice: Modern and Classical Research Methods.
20. Muniroh, M., Hamidah, H., & Abdullah, T. (2022). Managerial implications on the relation of digital leadership, digital culture, organizational learning, and innovation of employee performance: A case study of PT. Telkom Digital and Next Business Department. Management and Entrepreneurship: Trends of Development, 1(19), 58–75. https://doi.org/10.26661/2522-1566/2022-1/19-05
21. Natasha, N., Ahmad, A. C., & Anggoro, Y. A. R. (2025). Strengthening digital competence, digital leadership, and employee resilience in improving human resource performance. Golden Ratio of Human Resources Management, 5(2), 326–340.
22. Okunlola, J. O. (2025). Digital leadership and employee performance: A meta-analysis. Social Sciences and Education Research Review, 12(1), 226–236. https://doi.org/10.5281/zenodo.15804548
23. Orishede, F., & Ndudi, E. F. (2020). Flexible work arrangement and employee performance: A review. Journal of Resources & Economic Development, 3(1), 86–103.
24. Riski, A., & Rino, R. (2024). The effect of digital leadership style, motivation, and work ability on employee performance after the COVID-19 pandemic. Edunesia: Jurnal Ilmiah Pendidikan, 5(1), 424–441. https://doi.org/10.51276/edu.v5i1.647
25. Shchepkina, N., Ramnarayan, Dhaliwal, N., Ravikiran, K., Nangia, R., & Kumar, M. (2024). Human-centric AI adoption and its influence on worker productivity: An empirical investigation. BIO Web of Conferences, 86, Article 01060.
26. Shin, J., Mollah, M. A., & Choi, J. (2023). Sustainability and organizational performance in South Korea: The effect of digital leadership on digital culture and employees’ digital capabilities. Sustainability, 15(3), Article 2027. https://doi.org/10.3390/su15032027
27. Teece, D. J., Pisano, G., & Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18(7), 509–533.
28. Turyadi, I., Zulkifli, Tawil, M. R., Ali, H., & Sadikin, A. (2023). The role of digital leadership in organizations to improve employee performance and business success. Jurnal Ekonomi, 12(2).
29. van der Voordt, T. J. M. (2004). Productivity and employee satisfaction in flexible workplaces. Journal of Corporate Real Estate, 6(2), 133–148. https://doi.org/10.1108/14630010410812306