Psychological fortitude model for digitally mindset working adults

IntroductionThe inception of Industry 4.0 (which includes smart digital technologies and intelligence), as well as the rapidly enforced adoption of the technological revolution due to the lockdown regulations during the COVID-19 pandemic, brought new situational demands, challenges and opportunities for both employees and organizations across the globe. Individuals are required to develop personal enablers (both intrapersonal and intradigital attributes) to optimize their psychological fortitude. Research on the intrapersonal resources needed by employees to have the fortitude to adapt to remote working conditions as a result of the digital era, is currently lacking. The igital era brought about the question of how individuals' career adaptability and career wellbeing (as a set of agile adaptable attributes) relate to their perceptions of the value-oriented psychological contract, and whether these intrapersonal resources can contribute to a psychological fortitude model for remote working employees. MethodThis study utilized a survey method to investigate the correlations between agile adaptable attributes and the valueoriented psychological contract of global digital-mindset human resource and financial service organizations. Based on further canonical correlations, structural equation modeling was conducted to develop and recommend a psychological fortitude model for remote working adults in the digital age. ResultsClose theoretical and empirical associations were found between career adaptability and career wellbeing (as agile adaptable variables) and the perceived value-orientated psychological contract. DiscussionThis study proposed a psychological fortitude model (consisting of intrapersonal resources) that organizations and career practitioners can use as a basis to enhance employees' psychological fortitude in the digital age, as well as for further career research.

Automated summary

This study focuses on the career adaptability and career wellbeing of employees in remote working in the digital age, as well as the relationship between them and the perceived value-oriented psychological contract. The results show close theoretical and empirical associations between these factors.