The Role of Employees’ Technology Readiness, Job Meaningfulness and Proactive Personality in Adaptive Performance

Abstract

The escalating utilization of digital technology has created new challenges and therefore calls for modifications in organizational culture, technology infrastructure and job structure. However, there is still a lack of research studies that view digital technology from the perspective of how challenges of digital technology can be addressed at the employee level. Transformation toward digitalization requires employees’ readiness to adapt to the new job structure. Adaptability is the employees’ ability to adapt to changes. Employees with adaptive performance can solve problems creatively, manage volatile situations and handle pressure effectively. Adaptive performance can be enhanced when employees are ready to adopt the utilization of digital technology or technology readiness. Technology readiness is the tendency of employees to use new technology to achieve goals related to their lives and work. However, an individual’s tendency to utilize digital technology varies depending on their perception of their job’s meaningfulness and the personality that the person has. Therefore, the objective of this study is to investigate the relationship between employees’ technology readiness and adaptive performance, and to examine the role of job meaningfulness as a mediator and proactive personality as a moderator. Data was analyzed using the PLS-SEM. The results showed that employees with the tendency to utilize technology in their jobs have higher adaptive performance. Furthermore, the relationship is mediated by job meaningfulness and is enhanced by employees with highly proactive personalities. The findings from this study can drive organizations to motivate their employees and provide a flexible job structure to encourage the employees to utilize technology more effectively.

The Receptivity of Younger Generation Romanian Employees to New Technology Implementation and Its Impact on the Balance Between Work and Life

“…Some of these include saving time, energy, and effort, along with lowering expenses and increasing flexibility in carrying out related tasks (Lonska et al, 2021). On the other hand, technology has also brought with it some serious challenges (Chen & Karahanna, 2018;Kane, 2019;Abdul Hamid, 2022;Vyas, 2022).…”

“…According to previous researchers, the tendency of individuals to adapt to new environments varies and depends on each person's personality (Park & Park, 2019;Abdul Hamid, 2022). Regarding employees' perceptions of technological progress and their willingness to adapt, these depend on their subjective understanding, as they may have different perspectives of being ready or unprepared to adapt to the new environment (Abdul Hamid, 2022).…”

“…According to previous researchers, the tendency of individuals to adapt to new environments varies and depends on each person's personality (Park & Park, 2019;Abdul Hamid, 2022). Regarding employees' perceptions of technological progress and their willingness to adapt, these depend on their subjective understanding, as they may have different perspectives of being ready or unprepared to adapt to the new environment (Abdul Hamid, 2022). Previous research has concluded that the overall mindset of technology readiness is dependent on a variety of mental signals that determine an individual's likelihood to use technology in a beneficial way that leads them toward accomplishing both personal and professional (Parasuraman, 2000;Abdul Hamid, 2022).…”

“…These four components can be categorized into two categories: motivators and inhibitors. On the one hand, motivators are optimistic and innovative feelings about technology, on the other hand, inhibitors are uncomfortable and unsafe feelings about the use of technology (Ali et al, 2019;Parasuraman, 2000;Abdul Hamid, 2022).…”

“…Also, the scholars explain that innovation is specific to the people that embrace technology without hesitation, even if its benefits and values are controversial (Ali et al, 2019;Parasuraman, 2000). Kim et al (2009) and Abdul Hamid (2022) explain that when employees positively perceive technology they are more likely to be motivated to learn and enhance their knowledge and abilities through the identification of productivity and work-related tools, leading to a more productive workplace. These people simply consider that technology may boost their productivity at work and provide them greater flexibility and the potential to adapt in a variety of ways (Ali et al, 2019;Parasuraman, 2000;Abdul Hamid, 2022).…”