Digital Transformation and Workforce Adaptation in Logistics: A Perspective Based on the Job Demands – Resources Theory
Digital Transformation and Workforce Adaptation in Logistics: A Perspective Based on the Job Demands – Resources Theory

Summary/Abstract: This study investigated how digitalisation and automation interacts with a key job resource – organisational support for learning – to facilitate the development of personal resources, specifically professional reskilling and upskilling. Grounded in Job Demands-Resources (JD-R) theory, the present study proposed a model that captures the sequential and conditional nature of human capital adaptation to digital change and theoretically advanced the framework by reconceptualising organisational support as an activating condition that allows employees to transform digitalisation and automation into development opportunities. The research hypotheses were tested with a sample of 525 employees from logistics, and quantitative data analysis was carried out using structural equation modelling. The study findings highlighted the fact that automation and digitalisation trigger professional reskilling and upskilling only when organisational support acts as a catalytic resource and not just as a protective mechanism. Professional reskilling and upskilling improve motivation and perceived job security, which emerges as the strongest determinant of organisational satisfaction. The study findings provided businesses from logistics with practical guidance on achieving sustainable digital transformation through people-oriented policies and practices, coupled with technological innovation, thereby generating human and organisational resilience in a current international dynamic context.

• Details
• Contents