The logistics industry is a cornerstone of global trade and economic development, undergoing rapid digital transformation to enhance productivity and operational efficiency. Employee engagement in this transformation is critical, yet limited understanding exists regarding the factors influencing such engagement. This study aims to explore how proactive personality affects employees’ digital transformation engagement and job performance in logistics companies, while also examining the moderating effects of leader-member exchange (LMX) and job autonomy. A quantitative research approach was employed, using survey data collected from 758 employees in logistics firms. Statistical analysis was conducted using structural equation modeling (SEM) to evaluate relationships among variables, supported by moderation analysis to assess the effects of LMX and job autonomy. The findings reveal a positive relationship between proactive personality and digital transformation engagement, as well as job performance. Additionally, digital transformation engagement was strongly associated with job performance. Moderation analysis showed that high-quality LMX reduced reliance on proactive traits, while high job autonomy amplified their impact on engagement. These results underscore the importance of hiring proactive individuals, fostering supportive leadership, and designing autonomous roles to enhance digital transformation success. This study extends theoretical frameworks like the conservation of resources (COR) theory and offers practical strategies for managers and policymakers to drive innovation and workforce efficiency in logistics companies.
Trung-Hieu Nguyen (Wed,) studied this question.
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