Abstract
In the rapidly evolving landscape of Digital Transformation (DT), organizations and employees alike face unprecedented challenges and opportunities. This study investigates the impact of psychological resilience, openness to experience, learning agility, and adaptation to digital transformation on life satisfaction of employees in technology-driven workplaces. Grounded in Subjective Well-Being (SWB) Theory and Conservation of Resources (COR) Theory, this research employs a cross-sectional survey design, collecting data from 169 professionals across various digitally transforming industries. Using Partial Least Squares Structural Equation Modelling (PLS-SEM), the findings reveal that adaptation to digital transformation, psychological resilience, and learning agility significantly enhance life satisfaction, while openness to experience does not exhibit a meaningful effect. Furthermore, demographic factors such as gender, age, and work experience do not significantly influence life satisfaction, underscoring the pivotal role of psychological adaptability over static individual differences. These results highlight the importance of fostering resilience-building initiatives, digital upskilling programs, and structured change management strategies to support employees in navigating technological disruptions. By shifting the discourse from personality-driven adaptability to resource-based psychological agility, this study provides novel insights into the mechanisms through which employees sustain well-being amidst digital change. The findings offer crucial implications for human resource development, emphasizing that organizations must prioritize adaptability-oriented training to ensure workforce satisfaction and long-term productivity in an era of continuous technological evolution.