Academic Journal of Business & Management, 2026, 8(1); doi: 10.25236/AJBM.2026.080111.
Guangzhao Liu
School of Business Administration, Anhui University of Finance and Economics, 962, Caoshan Road, Bengbu, 233030, China
With artificial intelligence and cloud computing becoming the new standard, the embedded issue confronting firms involved in the digital transformation is the central managerial issue; through which the firm pushes forward the agenda of change or changes and improves performance without compromising on employees' well-being in jobs. It is on this basis that the paper suggests a parallel mediation model where job demands and job resources relay the impact of digital leadership to the welfare of the employees. Data obtained from a survey and followed up empirical tests indicate that digital leadership can increase well-being by a significant margin; job demands and job resources are both partial mediators. In practice, the leader that proposes digital initiatives eases the load on the personnel and increases the resources at their disposal, making it easier to understand how this type of leadership contributes to safeguarding and enhancing the well-being of the employees, in general. These results present a theoretically supported roadmap of maintaining performance and well-being during the process of digital transformation.
Digital leadership; Employee well-being; Job resources; Job demands; Job Demands–Resources (JD-R) model
Guangzhao Liu. Impact of Digital Leadership on Employee Well-Being through Job Demands and Resources. Academic Journal of Business & Management (2026), Vol. 8, Issue 1: 73-78. https://doi.org/10.25236/AJBM.2026.080111.
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