Digital Transformation Through the Lens of Organizational Psy-chology

Abstract

This study explores the psychological impact of digital transformation on employees through the lens of organizational psychology, focusing on stress, engagement, motivation, and organizational support during the transition to digital technologies. This qualitative study employed semi-structured interviews with 21 participants, recruited from online platforms, to explore their experiences with digital transformation. Data were analyzed using NVivo software to identify emerging themes and subthemes. The participants were diverse in terms of gender, age, and industry, ensuring a broad range of perspectives on the psychological effects of digital transformation. The study aimed to reach theoretical saturation, ensuring a comprehensive understanding of the topic. The study identified four main themes: (1) Stress and Anxiety Related to Technological Changes, highlighting the fears of job insecurity and the pressure to upskill; (2) Employee Engagement and Motivation, where digital tools were seen to enhance creativity and job satisfaction; (3) Leadership and Organizational Support During Transformation, emphasizing the importance of transparent communication and supportive leadership in reducing anxiety and fostering trust; and (4) The Impact of Digital Culture on Employee Adaptation to Change, where a culture of continuous learning was found to facilitate smoother adaptation to new technologies. These themes reflect both the challenges and potential benefits of digital transformation on employee well-being. The findings suggest that while digital transformation can lead to significant stress and anxiety among employees, it also holds the potential to enhance engagement and motivation when managed effectively. Leadership, communication, and organizational culture play critical roles in mitigating negative psychological effects and promoting a positive transition. Organizations should prioritize training, support, and a culture of continuous learning to optimize the psychological outcomes of digital transformation.