<![CDATA[Digital transformation has reshaped organizational systems, work processes, and employee roles, requiring organizations to strengthen their human resource adaptability alongside technological implementation. This study aims to examine the relationships between digital leadership and adaptive organizational culture with employee performance through the mediating role of readiness for change. A quantitative approach with an explanatory research design was employed. The research involved employees working in organizations undergoing digital transformation, with respondents selected through purposive sampling based on their experience in using digital work systems. Data were collected using a Likert-scale questionnaire measuring digital leadership, adaptive organizational culture, readiness for change, and employee performance and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that digital leadership and adaptive organizational culture play important roles in strengthening employees’ readiness to respond to organizational change and supporting employee performance. Readiness for change also serves as an important mechanism linking leadership and organizational culture with employee performance. These findings emphasize that successful digital transformation requires not only technological adoption but also the integration of effective digital leadership, an adaptive organizational culture, and employee readiness. The study provides practical implications for organizations seeking to improve employee performance through more human-centered and adaptive digital transformation strategies.]]>
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