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,HRIOP87 ASSIGNMENT 4 2025 ANSWERS
DUE DATE: 19 SEPTEMBER 2025
THE IMPACT OF DIGITISATION ON EMPLOYEE WELLNESS AND RESILIENCE IN THE
MODERN WORKPLACE: A QUALITATIVE EXPLORATION
1. Introduction………………………………………………………………………….3
2. Background to the Research Study………………………………………………4
3. Problem Statement and Motivation for the Research…………………………..6
4. Research Objectives……………………………………………………………….8
5. Literature Review…………………………………………………………………..9
6. Research Design………………………………………………………………….12
7. Findings…………………………………………………………………………….15
8. Discussion………………………………………………………………………….17
9. Conclusion, Limitations, and Recommendations………………………………19
10. References…………………………………………………………………………21
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, Introduction
The rapid advancement of digitisation has profoundly transformed the nature of work,
organisational structures, and the overall employment relationship in the modern workplace.
Digitisation refers to the integration of digital technologies, such as artificial intelligence,
cloud computing, big data analytics, and virtual collaboration platforms, into everyday
organisational processes and employee tasks (Brynjolfsson & McAfee, 2017). While these
technological changes have created new opportunities for efficiency, innovation, and global
connectivity, they have also introduced complex challenges for employee wellness and
resilience. Employee wellness encompasses the physical, psychological, and social well-
being of workers, whereas resilience refers to the ability of employees to adapt positively in
the face of stress, uncertainty, and organisational change (Cooper & Lu, 2019).
Understanding the interplay between digitisation, wellness, and resilience is crucial in an era
where digital transformation is not a matter of choice but a business necessity.
One of the key drivers of this research is the recognition that digitisation has simultaneously
improved and strained employee wellness. On the one hand, digitisation enables flexibility
through remote work, digital communication tools, and the automation of repetitive tasks,
which may enhance work-life balance and job satisfaction (Wang et al., 2020). On the other
hand, it has created new psychosocial risks, including work intensification, technostress,
constant connectivity, and blurred boundaries between personal and professional life
(Tarafdar et al., 2019). These risks can negatively impact mental health, leading to burnout,
anxiety, and reduced organisational commitment. The COVID-19 pandemic further
accelerated digitisation across industries, with millions of employees shifting to remote and
hybrid work models. This highlighted both the resilience-building potential of digital tools and
the wellness challenges they pose, such as social isolation, digital fatigue, and inequities in
access to technology (Kniffin et al., 2021).
From a resilience perspective, digitisation has redefined the skills and psychological
resources that employees must possess to thrive. Resilience is no longer limited to coping
with routine workplace stressors but increasingly involves adapting to constant digital
disruptions, technological upgrades, and organisational restructuring (Luthans et al., 2015).
Employees with higher resilience are more likely to view technological change as an
opportunity rather than a threat, thereby maintaining their productivity and well-being.
However, resilience is not merely an individual trait; it is shaped by organisational practices,
leadership support, and workplace culture. For example, organisations that promote digital
literacy, provide psychological support, and encourage employee participation in change
management foster greater resilience in their workforce (Shoss, 2021).
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,HRIOP87 ASSIGNMENT 4 2025 ANSWERS
DUE DATE: 19 SEPTEMBER 2025
THE IMPACT OF DIGITISATION ON EMPLOYEE WELLNESS AND RESILIENCE IN THE
MODERN WORKPLACE: A QUALITATIVE EXPLORATION
1. Introduction………………………………………………………………………….3
2. Background to the Research Study………………………………………………4
3. Problem Statement and Motivation for the Research…………………………..6
4. Research Objectives……………………………………………………………….8
5. Literature Review…………………………………………………………………..9
6. Research Design………………………………………………………………….12
7. Findings…………………………………………………………………………….15
8. Discussion………………………………………………………………………….17
9. Conclusion, Limitations, and Recommendations………………………………19
10. References…………………………………………………………………………21
2
, Introduction
The rapid advancement of digitisation has profoundly transformed the nature of work,
organisational structures, and the overall employment relationship in the modern workplace.
Digitisation refers to the integration of digital technologies, such as artificial intelligence,
cloud computing, big data analytics, and virtual collaboration platforms, into everyday
organisational processes and employee tasks (Brynjolfsson & McAfee, 2017). While these
technological changes have created new opportunities for efficiency, innovation, and global
connectivity, they have also introduced complex challenges for employee wellness and
resilience. Employee wellness encompasses the physical, psychological, and social well-
being of workers, whereas resilience refers to the ability of employees to adapt positively in
the face of stress, uncertainty, and organisational change (Cooper & Lu, 2019).
Understanding the interplay between digitisation, wellness, and resilience is crucial in an era
where digital transformation is not a matter of choice but a business necessity.
One of the key drivers of this research is the recognition that digitisation has simultaneously
improved and strained employee wellness. On the one hand, digitisation enables flexibility
through remote work, digital communication tools, and the automation of repetitive tasks,
which may enhance work-life balance and job satisfaction (Wang et al., 2020). On the other
hand, it has created new psychosocial risks, including work intensification, technostress,
constant connectivity, and blurred boundaries between personal and professional life
(Tarafdar et al., 2019). These risks can negatively impact mental health, leading to burnout,
anxiety, and reduced organisational commitment. The COVID-19 pandemic further
accelerated digitisation across industries, with millions of employees shifting to remote and
hybrid work models. This highlighted both the resilience-building potential of digital tools and
the wellness challenges they pose, such as social isolation, digital fatigue, and inequities in
access to technology (Kniffin et al., 2021).
From a resilience perspective, digitisation has redefined the skills and psychological
resources that employees must possess to thrive. Resilience is no longer limited to coping
with routine workplace stressors but increasingly involves adapting to constant digital
disruptions, technological upgrades, and organisational restructuring (Luthans et al., 2015).
Employees with higher resilience are more likely to view technological change as an
opportunity rather than a threat, thereby maintaining their productivity and well-being.
However, resilience is not merely an individual trait; it is shaped by organisational practices,
leadership support, and workplace culture. For example, organisations that promote digital
literacy, provide psychological support, and encourage employee participation in change
management foster greater resilience in their workforce (Shoss, 2021).
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