![]() ![]() Others paint a more optimistic picture, predicting that as many new jobs will be created by new technologies as are displaced ( Arntz et al., 2017). The impact of digital disruption on labor markets remains contested, with some predicting substantial job losses through automation within a short time period ( Frey and Osborne, 2013 McKinsey and Company, 2017). Collectively termed the Fourth Industrial Revolution ( Schwab, 2015) or Industry 4.0, the speed and scale of current technological change are raising concerns about the extent to which new technologies will radically transform workplaces or displace workers altogether ( Acemoglu and Autor, 2011 Frey and Osborne, 2013 Brynjolfsson and McAfee, 2014). The rapid advancement of digital technologies such as smart technology, artificial intelligence (AI) and automation, robotics, cloud computing, and the Internet of Things (IoT) is fundamentally changing the nature of work and organizations. Our review of the literature confirms that multi-level factors are important when planning for and embarking on digital transformation, thereby providing a framework for future research and practice. Finally, at the organizational-level, we proposed three factors for digital transformation: leadership human resources, and organizational culture/climate. At the group-level, we identified three factors necessary for digital transformation: team communication and collaboration workplace relationships and team identification, and team adaptability and resilience. At the individual level, we propose five overarching factors related to effective digital transformation among employees: technology adoption perceptions and attitudes toward technological change skills and training workplace resilience and adaptability, and work-related wellbeing. We reviewed studies across multiple disciplines and integrated the findings into a multi-level framework. Our review article seeks to fill these critical gaps by identifying and consolidating key factors important for an organization’s overarching digital transformation. Recent studies and reviews of digital transformation have primarily focused on the business and strategic levels, with only modest integration of employee-related factors. Although digital transformation is a new and urgent imperative, there is a long trajectory of rigorous research that can readily be applied to grasp these emerging trends. The recent COVID-19 pandemic has accelerated digitalization trends, while heightening the importance of employee resilience and well-being in adapting to widespread job and technological disruption. Meanwhile, the growth of advanced technologies is changing the types of skills and competencies needed in the workplace and demanded a shift in mindset among individuals, teams and organizations. To keep pace with rapid disruption, companies need to update and transform business models to remain competitive. The rapid advancement of new digital technologies, such as smart technology, artificial intelligence (AI) and automation, robotics, cloud computing, and the Internet of Things (IoT), is fundamentally changing the nature of work and increasing concerns about the future of jobs and organizations. ![]() 2Humanities, Arts and Social Sciences, Singapore University of Technology and Design, Singapore, Singapore.1Lee Kuan Yew Centre for Innovative Cities, Singapore University of Technology and Design, Singapore, Singapore.Brigid Trenerry 1*, Samuel Chng 1, Yang Wang 1, Zainal Shah Suhaila 2, Sun Sun Lim 2, Han Yu Lu 1 and Peng Ho Oh 2
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