| dc.description.abstract | There is growing attention to the importance employees have in supporting
change initiatives. However, few models of commitment to change have focused
on both antecedents and outcomes. Therefore, the purpose of the present study
was to explore whether authentic leadership, via affective commitment to change,
may have an influence on employee agility when undergoing a digital
transformation. Research has found that there is a relationship between authentic
leadership and commitment to change. However, there is limited research on
potential boundary conditions of this relationship, and we therefore included
employees’ fixed digital mindset as a moderator. Through a cross-sectional
design, we collected survey data from an organization in the maritime industry
undergoing a digital transformation. In total, 225 employees participated.
Regression analyses revealed that there were no direct, moderating, or mediating
effects. However, results showed a positive relationship between affective
commitment to change and employee agility. These findings will be discussed,
together with limitations and directions for future research.
Keywords: digital transformation, authentic leadership, commitment to change,
agility, digital mindset | en_US |
