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This study investigates how leadership fairness, support, well-being, and digital adaptation interact to shape employee functioning in digitally transforming banks. Using PLS-SEM (N = 594), multigroup analysis, and mediation testing, the findings reveal that resource activation operates through reciprocal emotional–technological pathways. Theoretically, digital adaptation is shown to function as a resource converter, and well-being produces cross-domain spillovers. Practically, Millennials and Generation X activate resources differently, indicating the need for differentiated transformation strategies. Full and partial mediation results underscore the centrality of support and adaptation as transmission mechanisms. Future research should explore identity-based meaning construction in digital change contexts.
Leal-Solis et al. (Wed,) studied this question.