Well-Being as a Bridge: Linking Self-Esteem and Adaptability to Organizational Change

This study investigates the relationship between self-esteem, well-being, and adaptability in the context of organisational change, with a focus on employees in the IT sector. Given the rapid technological advancements, the shift to remote working, and the frequent restructuring of teams in the IT industry, the ability to adapt to change is critical for both individual and organisational success. Six hypotheses were tested, examining direct associations, group differences, and the mediating role of well-being. Data was collected from a sample of 98 employees in the IT sector during March and April 2025. The findings revealed significant positive correlations between self-esteem, well-being, and adaptability to organisational change. Contrary to expectations, women reported higher self-esteem levels than men, and no significant gender differences were found in terms of well-being. Employees in managerial positions demonstrated significantly higher levels of both self-esteem and well-being compared to their non-managerial counterparts. Additionally, well-being was identified as a mediator in the relationship between self-esteem and adaptability, underscoring its crucial role in supporting employees’ ability to adjust to change in dynamic work environments. These findings have important implications for organisations, particularly in the IT sector, where change is constant. Interventions aimed at enhancing self-esteem and well-being could play a significant role in fostering employees’ adaptability, ultimately leading to more effective responses to organisational change. Furthermore, these insights may inform the development of support systems that help employees manage the psychological challenges associated with constant change, thereby improving both individual and organisational performance.