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.
From Passive Heritage Consumption to Active Tourism: Identity, Co-Creation, and AI Mediation Between Extremadura and Ecuador
This study analyzes how identity fit, narrative selection, co-creation, and AI-Enhanced Interpretation (AII) shape Tourist Active Heritage Engagement in Ecuador....
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