EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL PERFORMANCE IN THE DIGITAL WORKPLACE

Abstract

The rapid adoption of digital technologies has transformed the traditional workplace and changed the way employees communicate, collaborate and perform their duties. Digital workplaces provide employees with greater flexibility, access to information, virtual collaboration and technology-enabled work processes. At the same time, excessive digital dependence, communication barriers, work overload and reduced interpersonal interaction may influence employee engagement and organizational performance. The present study examines the relationship between employee engagement and organizational performance in the digital workplace. The study focuses on three major dimensions of employee engagement: employee involvement, digital workplace support and employee commitment, and examines their influence on organizational performance. A descriptive and analytical research design was adopted for the study. Primary data were collected from 350 employees working in organizations that use digital workplace technologies. Convenience and purposive sampling techniques were adopted for selecting respondents. Factor analysis was used to identify the underlying dimensions of employee engagement and organizational performance, while Structural Equation Modelling (SEM) using AMOS was employed to examine the causal relationships among the constructs. The factor-analysis results indicate satisfactory factor loadings and reliability. The proposed SEM demonstrates acceptable model fit and indicates that employee engagement has a positive and significant influence on organizational performance. The findings suggest that organizations should strengthen digital communication, employee participation, technological support and recognition practices to improve employee engagement and overall organizational performance.