Enhancing employees’ readiness for digital transformation: findings from SEM and fsQCA approaches based on the planned behavior perspective

Purpose This paper is aimed at discussing how to enhance the readiness for digital transformation (RDT) of employees, helping enterprises to overcome the internal resistance to change. Based on the theory of planned behavior (TPB), this study constructs an antecedent linkage model of RDT. Design/methodology/approach Data were collected via a two-stage questionnaire survey from 285 employees undergoing digital transformation. Structural equation modeling using AMOS tested the net effects of antecedents, while fuzzy-set qualitative comparative analysis (fsQCA) identified causal configurations for RDT. Findings (1) Employee involvement, digital transformational leadership, digital transformational self-efficacy and psychological resilience can significantly enhance RDT, while threat perception of digital transformation negatively affects RDT; (2) No single antecedent constitutes a necessary condition for high RDT; (3) Three configurations, namely “Organizational empowerment – Threat mitigation,” “Organizational empowerment – Self-efficacy” and “Leadership guidance – Confidence and tenacity,” can generate high RDT and (4) Two configurations, namely “Organizational incapacity – Lack of literacy” and “Organizational incapacity – Threat pressure,” result in non-high RDT. Originality/value This study investigates the impact of the coupling of antecedents on employees’ RDT from the perspective of planned behavior, which is essential for laying the micro foundation for the digital development of enterprises.