In the evolving landscape of organizational psychology, the intersection of leadership perceptions and psychological well-being demands urgent scholarly attention, particularly in light of Sustainable Development Goals (SDGs) 3 (Good Health and Well-being), 5 (Gender Equality), and 8 (Decent Work and Economic Growth). This study investigates the psychological impact of workplace gender-based leadership stereotypes on employees' mental well-being, with a nuanced exploration of Big Five personality traits as a mediating mechanism and digital literacy as a moderating factor.
Drawing on social role theory and person-environment fit frameworks, this research addresses how persistent gendered leadership biases-where leadership traits are unconsciously attributed based on gender-can detrimentally affect the psychological well-being of employees, regardless of gender. Using a mixed-method design across diverse organizational cultures, the study reveals that employees with certain personality profiles (e.g., high openness and emotional stability) demonstrate resilience against stereotype-induced stress. Simultaneously, high digital literacy emerges as a critical buffer, fostering autonomy, competence, and inclusion in hybrid and tech-mediated work environments.
By integrating contemporary psychological models with global development priorities, this research highlights the need for stereotype-conscious leadership development, inclusive digital upskilling, and personality-sensitive well-being interventions. The findings contribute actionable insights for organizations seeking to cultivate psychologically safe, gender-fair, and digitally inclusive cultures-thereby advancing SDGs 3, 5, and 8 through evidence-based organizational practice.