The Role of Transformational Leadership and Digital Culture in Enhancing Employee Agility and Readiness to Adapt to Change Among Employees in Indonesia’s Telecommunications Sector
Jul 2026· West Science Social and Humanities Studies· Vol 4, pp. 880-892· 0 citations· 33 references
TL;DR
The results indicate that transformational leadership has a positive and significant effect on employee agility and readiness to adapt to change and digital culture significantly influences employee agility and demonstrates the strongest effect on readiness to adapt to change.
Abstract
The rapid advancement of digital technologies has significantly transformed the telecommunications industry, requiring organizations to develop adaptive employees capable of responding effectively to continuous change. In this dynamic environment, employee agility and readiness to adapt to change have become essential capabilities for maintaining organizational competitiveness. This study aims to examine the role of transformational leadership and digital culture in enhancing employee agility and readiness to adapt to change among employees in Indonesia’s telecommunications sector. This research employed a quantitative approach using survey data collected from 155 employees working in telecommunications companies in Indonesia. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using Statistical Package for the Social Sciences (SPSS) version 25. The analytical procedures included validity testing, reliability testing, classical assumption testing, and multiple linear regression analysis to examine the proposed relationships among variables. The results indicate that transformational leadership has a positive and significant effect on employee agility and readiness to adapt to change. Furthermore, digital culture significantly influences employee agility and demonstrates the strongest effect on readiness to adapt to change. These findings highlight that effective leadership practices and a supportive digital culture are critical factors in developing an adaptive workforce capable of navigating technological disruption. The study contributes to the literature on digital transformation by emphasizing the importance of human-centered organizational capabilities in achieving successful transformation outcomes. Practically, telecommunications companies should strengthen transformational leadership competencies and cultivate digital-oriented organizational cultures to improve employee adaptability and organizational resilience.
It is shown that sustainable organizational performance can be achieved when digital leadership is effectively translated into agile employee behavior, and empirical evidence that sustainable organizational performance can be achieved when digital leadership is effectively translated into agile employee behavior is provided.
Syarifuddin Syarifuddin, M. L. Siraj, Fahrian Arsyam Gultom et al.· Economics & business journal...· 0 citations
Mediation analysis indicates that digital mindset and digital agility partially mediate the relationship between digital leadership and adaptive performance, suggesting that digital leaders enhance employee adaptability not only directly but also by cultivating cognitive openness to digital technologies and the capability to respond quickly to technological change.
A. Hasanein, H. Khairy, B. Al-Romeedy et al.· Geo Journal of Tourism and G...· 0 citations
The rapid advancement of digital technologies has accelerated digital transformation across industries, requiring organizations to develop employees who are psychologically prepared to embrace digital change. Although previous studies have extensively examined technological capabilities and organizational resources, limited attention has been given to the psychological factors that facilitate employees' digital readiness, particularly within small and medium-sized enterprises (SMEs). Drawing upon the Job Demands–Resources (JD-R) model, and the Technology Acceptance Model (TAM), this study investigates the influence of Psychological Capital (PsyCap) on employees' digital readiness through the mediating role of work engagement and the moderating role of Perceived Organizational Support (POS). A quantitative cross-sectional survey was conducted among employees working in Malaysian manufacturing SMEs. Data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The findings demonstrate that PsyCap significantly enhances employees' digital readiness both directly and indirectly through work engagement. However, POS does not show any effects on the relationship between PsyCap and digital readiness, indicating that SMEs employees’ internal psychological resources are sufficient to drive digital readiness regardless of the degree of organizational support. This study contributes to the growing literature on employee digital readiness by integrating psychological, motivational, and organizational perspectives into a unified framework. The findings extend existing digital transformation research beyond technological capabilities by highlighting the critical role of employees' positive psychological resources and supportive organizational environments in facilitating successful digital adaptation. Practical implications are provided for SME managers and policymakers seeking to enhance workforce readiness in the era of digital transformation and artificial intelligence.
Yang-Li Wong, Norakmar Nordin, Mohammad Saipol Bin Mohd Sukor· Aposta: Revista de Ciencias...· 0 citations
The results showed a statistically significant positive effect of digital leadership on organizational agility, with a strong mediating role of knowledge sharing in enhancing this effect.
Abed Hashoosh· International Journal for Sc...· 0 citations
Digital transformation has encouraged organizations to adopt various technologies in human resource management to improve work effectiveness and efficiency. However, the success of human resource management (HRM) digitalization is not only determined by the technology used, but also by employee readiness to face organizational change. This study aims to analyze the effect of HRM digitalization on employee performance and examine the role of readiness to change as a mediating variable in this relationship. The study used a quantitative approach with an explanatory research design. Data were collected by distributing questionnaires to employees in organizations that have implemented HRM digitalization. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS), which includes validity, reliability, and hypothesis testing. The results of the study indicate that HRM digitalization has a positive and significant effect on employee performance. HRM digitalization has also been shown to have a positive and significant effect on employee readiness to change. Furthermore, readiness to change has a positive and significant effect on employee performance. The results of the mediation test indicate that readiness to change can significantly mediate the relationship between HRM digitalization and employee performance. These findings indicate that employee performance improvements through HRM digitalization occur not only directly, but also through increased employee readiness to accept and adapt to organizational change. This research provides a theoretical contribution by enriching the study of HRM digitalization and change management, particularly regarding the role of change readiness as a mediating mechanism. Practically, the research findings provide implications for organizations to focus not only on technology investment, but also on competency development, training, change communication, and the formation of an adaptive work culture. Thus, HRM digitalization supported by a high level of change readiness can be an effective strategy for improving employee performance and organizational competitiveness in the digital era.
Sentot E. Baskoro, I. Sawitri, Bahrur Rosyid et al.· Dinasti International Journa...· 0 citations
Digital transformation in higher education extends beyond technological adoption and requires the development of strategic human competencies that can sustain organizational performance. Among these competencies, critical thinking and digital leadership have emerged as essential factors in enabling employees to adapt, innovate, and perform effectively in a dynamic work environment. This study investigates the influence of critical thinking and digital leadership on employee performance at Universitas Muhammadiyah Aceh. A quantitative approach was employed using a census method involving 210 permanent employees. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that critical thinking has a positive effect on employee performance, indicating its dominant role in enhancing employees’ analytical abilities, decision-making quality, and problem-solving capacity. Digital leadership also demonstrates a positive influence on employee performance, highlighting the importance of technology-oriented leadership in fostering productivity and organizational adaptability. Furthermore, both variables jointly explain 54.5% of the variance in employee performance. The study concludes that strengthening critical thinking competencies and digital leadership capabilities is essential for developing high-performing employees and supporting successful digital transformation in higher education institutions.
Febyolla Presilawati, Haru Firdaus· UMMagelang Conference Series· 0 citations
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