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Introduction

Digital transformation in the food sector presents distinct challenges and opportunities due to the industry's complexity, including intricate supply chains and diverse consumer preferences. Unlike other industries, the food sector, encompassing agriculture and food production, has been slow to embrace digitalization. This hesitance stems from long-standing organizational practices and resistance from businesses, particularly smaller enterprises. Key challenges include concerns about the high initial costs of digital technologies, uncertainties regarding their integration with existing systems, and fears of disrupting traditional operations. Additionally, cultural and educational barriers have further slowed the adoption of digital tools. Despite these challenges, digital transformation is increasingly reshaping the food industry, requiring a fundamental rethinking of business models and processes to enhance efficiency, agility, and sustainability. Companies are under pressure to adopt digital technologies not only to optimize production and distribution but also to leverage data-driven insights for better decision-making. One of the most significant hurdles in this transformation is the integration of new digital tools into long-established workflows. Many food companies have relied on the same processes for decades, and updating these with modern technologies requires careful planning to avoid operational disruptions. This often involves redesigning supply chains, automating production lines, and implementing advanced analytics to predict market trends in real-time. Human resources (HR) play a critical role in facilitating digital transformation. Upskilling the workforce is essential, as employees need the skills to utilize new technologies effectively. Training in areas such as data analytics, digital communication, and automation is increasingly vital. HR departments must also address the cultural resistance to change, especially in organizations with deep-rooted traditions. Building a culture of innovation and openness to digital tools can be achieved through change management strategies that emphasize clear communication, employee engagement, and leadership support. Furthermore, HR is key to talent acquisition and retention in the digital era. As companies adopt more advanced technologies, the demand for professionals skilled in areas like artificial intelligence, data science, and digital marketing grows. This shift impacts workforce dynamics, creating uncertainties about job roles as automation reshapes traditional tasks. Effective change management is necessary to help employees adjust to these shifts and view digital tools as catalysts for innovation and growth, rather than threats to their jobs. Despite the growing body of research on the technological aspects of digitalization, there remains a significant gap in understanding how organizations can effectively manage these changes. Specifically, more research is needed on how digital transformation can foster sustainable practices and improve overall performance. The socio-economic implications of adopting new technologies in the agrifood sector, along with their impact on organizational culture, remain underexplored. Addressing these gaps will help the food sector transition more smoothly into a digital future while maintaining sustainability and operational efficiency.
 

List of topic areas

• Digital Transformation;
• Organizational Behavior;
• HR Management in food industry;
• Organizational change;
• Organizational resilience;
• Technological readiness

Guest Editors

Nicola Capolupo, 
University of Salerno, Italy,
[email protected] 

Angelo Rosa, 
LUM - Libera Università Mediterranea "Giuseppe Degennaro", Italy,
[email protected]

Elena-Mădălina Vătămănescu, 
National University of Political Studies and Public Administration (SNSPA), Romania.
[email protected]

Submissions Information

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Key Deadlines

Closing date for manuscripts submission: 30 April 2025