Abstract: “People-oriented” is the underlying logic and development cornerstone of the digital transformation of enterprises. However, in the tide of digital economy, the important role played by employees as micro individuals is often ignored. In practice, employees’ resistance has become an important factor hindering enterprises’ digital transformation. How to avoid employees’ digital transformation resistance is worth further discussion. From the perspective of configuration, this article has constructed a linkage model of antecedent conditions based on job demands-resources model. Furthermore, taking 235 employees of digital transformation enterprises as the research objects, fuzzy-set qualitative comparative analysis (fsQCA) and necessary condition analysis (NCA) methods are comprehensively adopted to explore the sufficient and necessity causality between antecedent conditions and digital transformation resistance. This article has the following research conclusions. First, although no single antecedent condition can constitute the necessary condition of digital transformation resistance, control deprivation can play a universal role in the induction and alleviation of digital transformation resistance. Second, we have found that digital transformation resistance is the result of the linkage effect of multiple conditions. Specifically, there are four configurations that cause high digital transformation resistance, such as “high-pressure environment and resource shortage”. Moreover, digital skill requirement and control deprivation are complementary in the related configurations. Third, there are four configurations that cause non-high digital transformation resistance, such as “deep transformation and resource support”, which can prove that there is an asymmetric causal relationship between antecedent conditions and digital transformation resistance. Finally, based on the mechanism analysis of the configuration results, this article has condensed the attribute types, typical configurations and alleviating paths of employees’ digital transformation resistance. This article has the following theoretical contributions. On the one hand, this article comprehensively adopts NCA and fsQCA methods to identify the necessary conditions of digital transformation resistance. The research results can respond to the suggestions of scholars on method fusion and provide reference for a more granular understanding of digital transformation resistance. On the other hand, this article has constructed linkage model about antecedent conditions of employees’ digital transformation resistance, and on this basis, applied fsQCA to explore the sufficient condition configuration formed by multidimensional antecedent conditions. In addition, this article focused on the asymmetric characteristics of configuration, and discussed the configuration that led to high digital transformation resistance and non-high digital transformation resistance at the same time. In this way, this article can more deeply explore the micro individual psychological cognitive mechanism under the digital economy environment. This article has the following implications for enterprises’ digital transformation. First, enterprises should pay attention to the appropriate application of digital technology, so as to avoid excessive invasion of employees’ personal privacy. At the same time, digital skills training should be actively carried out to help employees adapt to the rapidly updated digital skills requirements. Second, enterprises need to ensure the resource supply of employees in the digital transformation by improving digital platform and creating an organizational support atmosphere. Finally, enterprises need to strengthen employees’ adaptability to digital transformation by enhancing their zhong-yong thinking style and psychological capital. At the same time, managers should convey positive ideas to employees so that they can seize the valuable opportunities for self-improvement in the digital transformation.