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Knowledge management (KM) has become a key driver of organisational performance. The existing literature suggests that many organisations fail in their attempts to align their KM strategies with knowledge processes within their organisation. Based on the management literature on alignment, there is a gap in the understanding of how an organisation's KM strategy and KM processes in workgroups can be aligned. The purpose of this paper is to illustrate that alignment in terms of KM is important and underpins the improvement of KM processes in organisations.

A qualitative case study research approach was used to examine alignment between strategy and processes of knowledge in organisations. In total, three case organisations representing different industry sectors were chosen to examine how organisations align their KM strategies with workgroup knowledge processes.

This study proposes a Strategic‐Workgroup Alignment Framework that explains the key alignment enablers and different alignment approaches required to align KM strategy with workgroup KM processes in organisations.

The authors acknowledge the limitations of this paper. Although the proposed framework provides valuable insights with respect to different alignment approaches, it does not specify how each alignment approach can be assessed in terms of effectiveness and efficiency. As part of the alignment approaches, this study's focus was between strategy and processes of knowledge: further research could bring to light new alignment options of knowledge and the associated implications.

This study illustrates that organisations can improve the management of knowledge through alignment between KM strategies and KM processes. Such an improvement is also possible in the absence of a KM strategy emphasis, where alignment would require a deeper examination of workgroup knowledge processes. This study also identifies specific alignment enablers to align KM strategy and KM processes.

Market deregulation in the utilities sector has led to increased competition and rising customer expectations in both established and new markets. This, in turn, has forced organisations such as electricity and telecoms to make rapid, enterprise-wide changes on an increasingly frequent basis which in turn has led to problems with alignment. Misalignment can occur at many levels and can result in misused resources, loss of competitiveness, excessive cycle times, higher costs and loss of agility. The purpose of this paper is twofold. Given the lack of overarching theory, the paper begins by borrowing from contingency, dynamic capability and organisational learning constructs, to explore the role that performance measurement models can bring to improve the alignment between business strategy and functional strategy (level 1 alignment). Second, the paper analyses the role of performance measurement models in developing functional practices aligned with supply chain management (SCM) strategies (level 2 alignment).

The study adopts an exploratory theory-building approach using four case studies. These are used as key supply chains in both established and new business areas within two longitudinal university-industry research partnerships (each of three years duration). Data from repeat interviews (n=42), focus groups (n=10), documentation and observations is analysed and forms the basis for the development of a conceptual framework and a set of related propositions. The data analysis followed Radnor and Boaden's (2004) method for analysing interpretive research.

The findings show the role and impact of performance measurement models and methods on alignment at two levels, i.e. level 1 alignment – between business strategy and functional (SCM) strategy, and level 2 alignment – between the functional strategy (SCM) and SCM routines and practices.

To date, there are few studies which explore the development of theory and practice in relation to the role and impact of performance measurement models and methods in improving organisational alignment. This exploratory theory building study makes a contribution to this gap through the development of the conceptual framework and propositions.

The purpose of this paper is to present a new approach for assessing the status of alignment between organizations and enterprise resource planning (ERP) systems—more friendly and quantitatively.

An issue-based ERP assessment model is invented based on thorough literature review and empirical data from three Japanese companies. A modified Cartesian coordinate system is adopted to link the alignment criteria and the system maintenance activities.

The findings prove the feasibility of the model and reveal the variation of ERP alignment in a visualized way. It is also indicated that the utilization of the issue-based ERP assessment model is a more convenient method to help the organizations to pinpoint the status of the ERP alignment.

This is the first approach to measuring the business–information technology alignment visually. One major implication of this research is to provide an easy assessment method which may encourage organizations to do evaluations regularly. The information accumulated by regular assessment can further pinpoint the perfect time to make decisions and provide essential evidence for decision makings, such as when to expand or retire the current system. From the academic perspective, this model provides a new approach to evaluating the assimilation of organizations and ERP systems.

The business environment is turbulent, with the degree and frequency of change seemingly increasing but action to anticipate and prepare for turbulence being less evident. Outlines the issues to be understood, responsibilities to be assumed and changes in thinking required to manage turbulence. Uses the Strategic Alignment Model to show how organisations can determine and manage the achievement of alignment goals and extend these goals in response to external turbulence.

There are significant differences in terms of resources and expertise available between small and medium enterprises and large organisations. These differences may be significant for assessing and attaining alignment between IT (information technology) and business strategies. Thus this paper aims primarily to identify whether the differences between small, medium and large enterprises have an impact on the way they perceive strategic alignment.

Based on data collected from 104 participants, five attributes are ranked for each of the following alignment factors: communication, competency/value measurement, governance, partnership, architecture and scope, and skills. This paper reviews and compares their relevance according to organisational size (SMEs and large organisations) and planning integration strategies (independent, sequential and simultaneous).

The results from this survey suggest that, when ranking these factors, there are not significant differences among SME and large organisations. It was found, however, that the ranking of these factors has a positive correlation with the degree of IT/business planning integration applied in the organisation.

This study contributes to an understanding of the complex dynamic of aligning IT with business objectives and the implications for SMEs where few models have been tested. The results suggest that SMEs and large organisations perceived alignment in a similar way, however, there are significant differences in the way SMEs and large organisations implement their planning integrations strategies.

Although current studies in alignment have not explored in much detail the differences between large and small organisations most of the theories around alignment can be applied to small and medium organisations with more confidence. Additionally, the analysis strongly suggests that companies following a simultaneous planning integration can improve the chances to make better use of IT, and thus attain better levels of alignment.

This study contributes towards the study of alignment in SMEs, which is currently not very much explored. It also raises awareness about the importance of developing IT and business strategies together.

Many thought leaders are promoting information technology (IT) governance and its supporting practices as an approach to improve business/IT alignment. This paper aims to further explore this assumed positive relationship between IT governance practices and business/IT alignment.

This paper explores the relationship between the use of IT governance practices and business/IT alignment, by creating a business/IT alignment maturity benchmark and qualitatively comparing the use of IT governance practices in the extreme cases.

The main conclusion of the research is that all extreme case organisations are leveraging a broad set of IT governance practices, and that IT governance practices need to obtain at least a maturity level 2 (on a scale of 5) to positively influence business/IT alignment. Also, a list of 11 key enabling IT governance practices is identified.

This research adheres to the process theory, implying a limited definition of prediction. An important opportunity for future research lies in the domain of complementary statistical correlation research.

This research identifies key IT governance practices that organisations can leverage to improve business/IT alignment.

This research contributes to new theory building in the IT governance and alignment domain and provides practitioners with insight on how to implement IT governance in their organisations.

The purpose of the study is to investigate whether the alignment between organizational capabilities is idiosyncratic to an organization or a predictable pattern of alignments can be identified across organizations.

Survey design is used to collect data from upper- and mid-level managers of organizations operating in the software industry. A total of 219 responses are used to test the study hypotheses. Partial least squares structural equation modeling and regression analysis are used for data analysis and hypotheses testing.

Results suggest that the alignment between strategic thinking and absorptive capacity is different for organizations with a prospector-type strategic orientation compared to organizations with other types (defenders and analyzers) of strategic orientations. The study also finds that the pattern of alignment holds for each dimension of absorptive capacity.

There is limited research on the alignment between the three types of organizational capabilities (metaphysical, dynamic and ordinary). This may have transcended from arguments that if organizational capabilities are truly idiosyncratic, they should not be expected to follow a predictable pattern of alignments across organizations. To the best of the authors’ knowledge, this study is the first to empirically investigate and provide evidence that the alignment between organizational capabilities is contingent on the strategic orientation of the organizations. The findings offer hope for the development of a generalizable theory of organizational capability alignment in organizations.

Recent advancements in Artificial Intelligence (AI) and, at its core, Machine Learning (ML) offer opportunities for organizations to develop new or enhance existing capabilities. Despite the endless possibilities, organizations face operational challenges in harvesting the value of ML-based capabilities (MLbC), and current research has yet to explicate these challenges and theorize their remedies. To bridge the gap, this study explored the current practices to propose a systematic way of orchestrating MLbC development, which is an extension of ongoing digitalization of organizations.

Data were collected from Finland's Artificial Intelligence Accelerator (FAIA) and complemented by follow-up interviews with experts outside FAIA in Europe, China and the United States over four years. Data were analyzed through open coding, thematic analysis and cross-comparison to develop a comprehensive understanding of the MLbC development process.

The analysis identified the main components of MLbC development, its three phases (development, release and operation) and two major MLbC development challenges: Temporal Complexity and Context Sensitivity. The study then introduced Fostering Temporal Congruence and Cultivating Organizational Meta-learning as strategic practices addressing these challenges.

This study offers a better theoretical explanation for the MLbC development process beyond MLOps (Machine Learning Operations) and its hindrances. It also proposes a practical way to align ML-based applications with business needs while accounting for their structural limitations. Beyond the MLbC context, this study offers a strategic framework that can be adapted for different cases of digital transformation that include automation and augmentation of work.

The purpose of this paper was to test and explore alignment theory as a guiding principle for human resource development (HRD) by performing an empirical study. HRD scholars, professionals and others have adopted or assumed alignment theory to help explain HRD effectiveness.

Constructs to measure an organisation’s strategic priorities and its HRD practices. A measure of HRD effectiveness was developed. A survey gathered data from 270 employees, managers and HRD staff in a sample of 76 organisations.

The results show that HRD effectiveness does not vary with alignment as predicted. Forms of partial alignment, or the relations of an “odd couple”, are more strongly associated with HRD effectiveness than high alignment.

The use and integration of both normative measures (Likert scale) and ipsative measures (ranking) is necessary to capture alignment, but this limits the inferential statistics available to test validity and reliability. Qualitative data on case studies would be useful to explore alignment issues in context and depth.

Stakeholders in organisations can use the “odd couple” interpretation of alignment as a fresh way to review and explore the opportunities and challenges of managing HRD effectiveness in an era where a narrowing and retrenchment of provisions is occurring and increasing.

This study provides evidence which raises questions about alignment theory and policies intended to increase alignment. It suggests in the case of HRD, an alternative perspective that validates partial alignment can support effective HRD provisions.

Building on prior research in interactions between sales and marketing departments, the purpose of this paper is to investigate departmental alignment among professional hockey teams. By using a single industry sample, the authors are able to identify high and low performers, along with structural antecedents that lead to higher alignment (Rouse and Daellenbach, 1999). Expiring inventory, customer knowledge, and volatile demand enhance the need for alignment and suggest opportunities for innovative mechanisms to share information among departments (Mullin et al., 2007).

Through the usage of Kotler et al.’s (2006) survey instrument, the authors survey NHL Vice Presidents of sales and marketing to assess levels of structural alignment. The authors further explores strategies for alignment through qualitative interviews of select team executives.

The authors find examples of high alignment, achieved through structural elements of proximity, cross-functional tasks, financial incentives, and new technologies. The qualitative interviews provide insight into how organizations attempt to create high levels of alignment.

These results help advance the literature by identifying high performers and going inside organizations for the source of a competitive advantage, thus following Rouse and Dallenbach’s (1999) approach for theory development. The authors also contributes by identifying strategies for practitioners to apply as they attempt to design optimal work structures.