A Study on the Impact of Digital Transformation on Employee Relations in Listed Companies
Abstract
This study investigates how digital transformation influences employee relations in Chinese A-share listed companies and whether corporate cultural fit strengthens this relationship. Drawing on survey data from 482 valid employee questionnaires, we operationalize digital transformation, employee relations, and cultural fit as mean-based composite indices and assess measurement quality through reliability (Cronbach’s α, CR) and validity tests (EFA, CFA, AVE, Fornell–Larcker). Hierarchical OLS regression results show that digital transformation is positively associated with employee relations (b = 0.58, p < 0.001). Cultural fit also has a significant positive effect (b = 0.59, p < 0.001) and moderates the main relationship: the interaction term is positive and significant (b = 0.21, p = 0.001), indicating that the effect of digital transformation on employee relations is stronger under high cultural fit. Simple slope analysis further confirms this pattern (high-fit β = 0.68 vs. low-fit β = 0.32). The findings highlight that digital transformation improves employee relations not only through technology adoption but also through culturally supported change processes, offering practical guidance for integrating digital initiatives with human-centered management.
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This work is licensed under a Creative Commons Attribution 4.0 International License.
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