Introduction The inception of Industry 4.0 (which includes smart digital technologies and intelligence), as well as the rapidly enforced adoption of the technological revolution due to the lockdown regulations during the COVID-19 pandemic, brought new situational demands, challenges and opportunities for both employees and organizations across the globe. Individuals are required to develop personal enablers (both intrapersonal and intradigital attributes) to optimize their psychological fortitude. Research on the intrapersonal resources needed by employees to have the fortitude to adapt to remote working conditions as a result of the digital era, is currently lacking. The igital era brought about the question of how individuals’ career adaptability and career wellbeing (as a set of agile adaptable attributes) relate to their perceptions of the value-oriented psychological contract, and whether these intrapersonal resources can contribute to a psychological fortitude model for remote working employees. Method This study utilized a survey method to investigate the correlations between agile adaptable attributes and the valueoriented psychological contract of global digital-mindset human resource and financial service organizations. Based on further canonical correlations, structural equation modeling was conducted to develop and recommend a psychological fortitude model for remote working adults in the digital age. Results Close theoretical and empirical associations were found between career adaptability and career wellbeing (as agile adaptable variables) and the perceived value-orientated psychological contract. Discussion This study proposed a psychological fortitude model (consisting of intrapersonal resources) that organizations and career practitioners can use as a basis to enhance employees’ psychological fortitude in the digital age, as well as for further career research.

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Psychological fortitude model for digitally mindset working adults

This chapter explores the theoretical elements of flourishing in virtual teams, seeking to provide industrial psychologists, human resource practitioners and organisations with recommendations on creating organisational conditions that assist virtual team members to flourish. The chapter starts by giving context to the prevalence, use and importance of the virtual team within the context of the imminent 4th industrial revolution. Subsequently, the differences between the virtual team and the traditional team are highlighted. This is followed by a discussion of the available literature on flourishing and, specifically, flourishing in the modern workplace. In addition, the elements and importance of the flourishing virtual team will be explored. The chapter concludes by discussing some practical implications for virtual team flourishing and makes suggestions for further research.

Organisational Conditions for Flourishing in Virtual Teams

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Organisational Conditions for Flourishing in Virtual Teams