Employee engagement, digital experience, support, and resilience among university staff
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Date
2023-10-14
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University of Fort Hare
Abstract
The research examined resilience as a mediating factor in the correlation among employee engagement, perceived organisational support, and digital experience A cross-sectional (survey) study using an explanatory design and convenience sampling techniques were used to sample 282 respondents, both male and female from University of Fort Hare. Responses were collected using a standardised, validated questionnaire. To propose a model employing structural equation modelling, multiple regression analysis, and Pearson correlation analysis, and five hypotheses were constructed and tested. The findings indicate that Employee engagement and the digital experience are unrelated concepts; r = -0.044, p>0.01. Employee engagement and perceived organisational support have a strong beneficial link, r = 0.247, p<0.01, and there is a positive link between resilience and employee engagement, r = 0.075, p<0.01. Resilience fully mediates the relationship between digital experience and employee engagement, F (0.2347) = 0.0136; R2= 0.061; p<0.05. In addition, resilience mediates the link between perceived organisational support and employee engagement, F (0.2304) =0.029; R2= 0.061; p<0.05. Based on the findings, the study concludes that resilience mediates the relationship between perceived organisational support and employee engagement, and for the relationship between digital experience and employee engagement to exists, resilience needs to exist as a mediator. The researcher recommends that new information regarding perceived organisational support and resilience should be shared with the workforce by employers and labour managers, particularly university employees, to strengthen the influence of employee engagement.
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Keywords
Organizational resilience, Psychology, Industrial, Burn out (Psychology)