Digital Leadership, Management Strategies, and Employees’ Adaptability in Hybrid Work Environments in Bir Revenue Region 18

This study examined the level of digital leadership, management strategies in hybrid work environments, and employees’ adaptability in BIR Revenue Region 18. Specifically, it determined the level of digital leadership in terms of digital competence, visionary and strategic digital leadership, communication and virtual collaboration, empowerment and trust-based leadership, and adaptability support; assessed the level of management strategies implemented in hybrid work environments in terms of strategic planning and work design, human resource management and capability development, communication, coordination, and performance management, and change management and organizational support; and evaluated employees’ adaptability in terms of behavioral and task adaptability, learning agility and skill adaptation, psychological adaptability and resilience, social and collaborative adaptability, and openness to change and innovation. Furthermore, the study determined the significant relationships between digital leadership and employees’ adaptability, and between management strategies and employees’ adaptability. Finally, it examined the predictive influence of digital leadership and management strategies on employees’ adaptability in hybrid work environments.
A quantitative descriptive-correlational research design was employed in the study. Mean and standard deviation were used to determine the levels of the variables, while Pearson r correlation and multiple regression analysis were utilized to determine relationships and predictive influence.
The findings revealed that digital leadership and employees’ adaptability were rated “Very High,” while management strategies in hybrid work environments were rated “High.” Correlation analysis revealed strong and significant positive relationships between digital leadership and employees’ adaptability (r = 0.709, p = 0.000), and between management strategies and employees’ adaptability (r = 0.769, p = 0.000). However, regression analysis showed that management strategies significantly predict employees’ adaptability (β = 0.697, p = 0.001), while digital leadership does not have a significant independent effect when both variables are considered simultaneously.
The study concluded that management strategies are the primary driver of employees’ adaptability in hybrid work environments. It is recommended that organizations strengthen communication systems, strategic planning, human resource development, and change management practices to sustain adaptability and organizational effectiveness in digitally mediated work settings.

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