{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,8,24]],"date-time":"2026-08-24T23:43:41Z","timestamp":1787615021390,"version":"build-2736575974"},"reference-count":78,"publisher":"Emerald","issue":"2","funder":[{"name":"the Fundamental Research Funds for the Central Universities","award":["202261082"],"award-info":[{"award-number":["202261082"]}]},{"name":"the Chinese National Funding of Social Sciences","award":["21FGLB021"],"award-info":[{"award-number":["21FGLB021"]}]}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":[],"published-print":{"date-parts":[[2026,3,9]]},"abstract":"<jats:sec>\n                    <jats:title>Purpose<\/jats:title>\n                    <jats:p>This paper is aimed at discussing how to enhance the readiness for digital transformation (RDT) of employees, helping enterprises to overcome the internal resistance to change. Based on the theory of planned behavior (TPB), this study constructs an antecedent linkage model of RDT.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Design\/methodology\/approach<\/jats:title>\n                    <jats:p>Data were collected via a two-stage questionnaire survey from 285 employees undergoing digital transformation. Structural equation modeling using AMOS tested the net effects of antecedents, while fuzzy-set qualitative comparative analysis (fsQCA) identified causal configurations for RDT.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Findings<\/jats:title>\n                    <jats:p>(1) Employee involvement, digital transformational leadership, digital transformational self-efficacy and psychological resilience can significantly enhance RDT, while threat perception of digital transformation negatively affects RDT; (2) No single antecedent constitutes a necessary condition for high RDT; (3) Three configurations, namely \u201cOrganizational empowerment \u2013 Threat mitigation,\u201d \u201cOrganizational empowerment \u2013 Self-efficacy\u201d and \u201cLeadership guidance \u2013 Confidence and tenacity,\u201d can generate high RDT and (4) Two configurations, namely \u201cOrganizational incapacity \u2013 Lack of literacy\u201d and \u201cOrganizational incapacity \u2013 Threat pressure,\u201d result in non-high RDT.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Originality\/value<\/jats:title>\n                    <jats:p>This study investigates the impact of the coupling of antecedents on employees\u2019 RDT from the perspective of planned behavior, which is essential for laying the micro foundation for the digital development of enterprises.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1108\/jeim-01-2025-0025","type":"journal-article","created":{"date-parts":[[2025,9,4]],"date-time":"2025-09-04T04:53:26Z","timestamp":1756961606000},"page":"670-695","source":"Crossref","is-referenced-by-count":5,"title":["Enhancing employees\u2019 readiness for digital transformation: findings from SEM and fsQCA approaches based on the planned behavior 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