Digitalization has significantly transformed businesses in the 21st century, but there are gaps in understanding how it affects human resource management and organizational culture in SMEs in Lima, Peru. This study aims to fill this gap by analyzing the influence of digital transformation, digital competencies, and digital HR management on the organizational culture of SMEs in Lima and how these factors contribute to organizational sustainability. Using a quantitative approach and structural equation modeling (SEM), 307 business leaders were surveyed between January and March 2024. The results show that digital transformation and digital competencies significantly influence digital HR management, which positively impacts organizational culture and promotes sustainable practices. Additionally, it was found that digital HR management mediates the relationship between digital transformation and organizational culture, as well as between digital competencies and organizational culture. It is crucial to invest in digital technologies and foster digital competencies to improve HR management and promote a sustainable organizational culture. In conclusion, digitalization redefines organizational culture and reinforces sustainability, especially in SMEs in Lima, Peru, providing new scientific value by demonstrating these mechanisms of change.

El liderazgo y la gestión de recursos humanos (GRH) desempeñan un papel clave en la sostenibilidad económica organizacional, influyendo en la resiliencia y la innovación empresarial. Este estudio analiza la evolución de estas relaciones entre 2019 y 2024 mediante un enfoque bibliométrico. El objetivo es identificar tendencias emergentes, contribuciones de revistas académicas influyentes, impacto de tecnologías en la GRH y disparidades geográficas en la producción científica. Para ello, se llevó a cabo un análisis bibliométrico de 1.791 documentos indexados en Scopus, utilizando RStudio y VOSviewer para examinar productividad, citas y redes de colaboración. Los resultados muestran un crecimiento anual del 29,37 % en publicaciones, destacando la consolidación del liderazgo visionario y cuántico y la expansión del GRH verde. China y Estados Unidos lideran la producción científica, aunque persisten brechas en regiones subrepresentadas. Además, los autores más influyentes han fortalecido el campo con metodologías robustas como modelos de ecuaciones estructurales. Se concluye que el liderazgo y la GRH son determinantes en la sostenibilidad económica, con un impacto creciente de la digitalización. Futuros estudios deben integrar enfoques interdisciplinarios y explorar regiones menos investigadas para consolidar el conocimiento en este ámbito.

Digital transformation has become a strategic pillar of modernization in public administration; however, evidence from emerging economies shows that technology implementation alone does not guarantee institutional transformation. This study examines the structural relationships among digital competencies, change management, technology adoption, and digital transformation in public administration institutions in Lima, Peru, incorporating Digital Inclusion Practices (DIP) as a moderating variable. A quantitative, non-experimental, cross-sectional design was applied to a sample of 358 public servants working in ministries, national agencies, regional administrative units, and municipal governments located in Lima. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that digital competencies and change management are positively associated with technology adoption, and that change management and technology adoption show significant positive relationships with digital transformation. Technology adoption partially mediates the relationships between digital competencies and digital transformation, and between change management and digital transformation. Additionally, digital competencies show a direct and statistically significant, although weak, relationship with digital transformation. The moderating relationship involving DIP was not statistically significant. These findings suggest that digital governance in emerging public administrations may depend less on individual skills alone and more on structured institutional processes that support effective technology adoption, strategic change management, and institutional modernization.

Generative artificial intelligence (GenAI) is increasingly embedded in organizational processes, yet evidence on how firms convert its technical capabilities into sustained organizational value remains fragmented. This systematic review synthesizes empirical research on GenAI-enabled market sensing, innovation, customer-related value, organizational capabilities, responsible use, and competitiveness in SMEs and service-oriented contexts. Following PRISMA 2020, Scopus and Web of Science were searched without a predefined publication-year restriction, and the final included studies were published between 2024 and 2026. Eligible journal articles and full conference papers were analyzed through narrative, thematic, and comparative synthesis. From 860 identified records, 27 studies met the inclusion criteria. The reviewed studies document recurring applications of GenAI in information processing, market sensing, and decision support. Findings on customer experience, innovation, and organizational capabilities vary across research designs and contexts, while evidence on sustained competitiveness and comprehensive responsible AI governance remains limited within the retrieved corpus. The review integrates these findings into a relational framework linking GenAI-enabled sensing and translation, organizational conversion capabilities, value outcomes, responsible-use conditions, and contextual contingencies. This synthesis provides a foundation for more capability-oriented, responsible, and empirically grounded research and managerial decision-making.