The commitment to digital change is a strategic feedback tool that describes employees’ support for digital transformation. This paper explains the formation mechanism of employees’ commitment to digital change. The research group collected 417 cross-sectional data questionnaires and 119 longitudinal tracking data questionnaires, testing the research hypothesis using hierarchical regression method and cross-lag analysis respectively. The findings are as follows: Firstly, employee’s job crafting has a positive impact on digital change commitment. Secondly, work stress and intrinsic need have parallel mediating effects on digital change commitment. Thirdly, paradoxical leadership has a positive moderating effect on the relationship between job crafting and change committee. These conclusions provide new explanations and guidance suggestions for human resource management and organizational administration in enterprises’ digital transformation.