| Abstract [eng] |
Thesis size: 77 pages, 22 tables, 8 figures, 93 references. The aim of this thesis is to evaluate the relationship between digital leadership and employee well-being, determining how this relationship is influenced by the mediator – trust in leadership – and the moderator – digital competencies. The thesis consists of four main parts: a review of scientific literature, the methodology of the empirical study, discussion of the empirical findings, and conclusions with recommendations. The scientific literature review analyses the studied variables from a theoretical perspective, conceptualizing their definitions, causes, and possible interactions. The methodology of the quantitative research is described, a conceptual research model is developed, and research hypotheses are substantiated. The study involved 243 respondents residing in Lithuania, all of whom have a direct leader and have experienced digital transformation within the past five years. The analysis of the research results was conducted using SPSS and SmartPLS software packages. Regression analysis revealed a relationship between digital leadership and employee well-being (work well-being, life well-being, and psychological well-being) as well as between digital leadership and trust in leadership. Using the SPSS Process macro and A. Hayes' Model 8, the mediating and moderating relationships between the variables were tested. It was found that trust in leadership plays a mediating role between digital leadership and employee well-being. However, digital competencies do not function as a moderator and have no statistically significant effect on the relationships between the variables. Structural equation modeling also confirmed these relationships. The study provides a foundation for further research, which could explore new moderation and mediation constructs or investigate the effects of digital leadership on other phenomena. |
