Impact of Perceived Skillset and Organizational Traits on Digital Wellbeing of Teachers: Mediating Role of Resilience

Abstract

Given the current unstable and unpredictable circumstances, especially due to the COVID-19 education system has evolved, requiring frequently distinct skills, and coping behavior. This study intended to empirically test the impact of perceived skillset and organizational traits on teachers' digital wellbeing with the mediating role of three levels of resilience. To serve the cause, non-probability convenience sampling was chosen, and data was gathered through an online survey from 336 on-duty teachers in the education sector of Pakistan. The results of the study have been drawn by using the PLS-SEM partial least squares structural equation modeling technique through the Smart-PLS software 3.0 version. The findings show that perceived skillset had a positive and significant impact on digital wellbeing and organizational traits had an insignificant effect on digital wellbeing. Moreover, results indicate that organizational resilience and employee resilience positively mediate the relationship between perceived skillset and organizational traits on digital wellbeing. Similarly, findings illustrate that team resilience positively mediates the relationship between perceived skillset and digital wellbeing. Furthermore, results show that team resilience negatively and insignificantly mediates the relationship between organizational traits and digital wellbeing. Lastly, discussion, theoretical and practical implications were also discussed in this research article.

Resilience In Higher Education-Factors

“…Resilience can take many forms depending on the context in which the change occurs. Emotional resilience (Eldeleklioğlu & Yıldız, 2020) refers to the situation when an individual can recover or adapt to different stressful situations, restores his emotional balance (Athota et al, 2020;Bowling et al, 2022;Brassington & Lomas, 2021;Yu et al, 2022). It is estimated that resilience is quite difficult to measure in research as long as there is no consensus on the operational definition and the attributes that define it (Fletcher & Sarkar, 2013).…”

Authentic Leadership's Environmental Impact: Empowering Employee Engagement and Sustainability

“…The sense of matching beliefs and interests makes employees feel free to report to their higher authority (Al-Olimat, 2020). Whistleblowers will not face negative relations with their colleagues if there is a high sense of psychological safety (Lestari & Mutmainah, 2022;Yu et al, 2022). Furthermore, studies suggest that the fear of revenge from others appears as a hindrance in the way of the whistle-blowing of wrongdoings (Cahyono, Ningrum, & Fitriya, 2022).…”

“…Psychological safety is related to trust, where the individuals feel safe while working in a group (Novitasari, Siswanto, Purwanto, & Fahmi, 2020). It refers to a working environment where individuals feel secure in expressing their beliefs and feeling without the fear of losing trust (Purwanto, Asbari, Hartuti, Setiana, & Fahmi, 2021;Yang, Murad, Mirza, Chaudhary, & Saeed, 2022;Yu, Mirza, Chaudhary, Arshad, & Wu, 2022). Likewise, leaders must ensure the culture of shared values of employees so they can articulate the matters and they have not been afraid of getting fired from the job.…”

Job Burnout: A Case of Public Organizations in Pakistan

“…More exploration of this type might need to be done to look for the scope to which often this is consequence of persona versus Organizational tradition in addition to command. It may be that will working using complicated discord delivers several staff members a good sense involving fulfillment in addition to knowledge (Yu, Mirza, Chaudhary, Arshad, & Wu, 2022).…”