Exploring the relationship between employee engagement and its antecedents

The moderating role of smartphone use

Bibliographic Data

ID21596155
AuthorsSheng-Wei Lin (0000-0003-0159-611X, National Chung Cheng University), Yuan-Hung Liu, Yuan‐Hung Liu (National Chengchi University), Eugenia Y Huang (National Chengchi University)
Year2021
Volume34
Issue3
Pages1200-1228
Publication date2021-05-24
Open AccessYes
TypeARTICLE
VenueInformation Technology and People (JOURNAL)
Journal identifiersISSN: 0959-3845 • E-ISSN: 1758-5813
PublisherEmerald (PUBLISHER)
DOI10.1108/itp-05-2019-0251
OpenAlexW3032472130
LanguageEN
Citations received5
References cited87

Purpose This study empirically verified employee engagement (EE) as an outcome of organizational communication and confirmed that the formation of EE is strengthened when smartphone use (SU) is at a higher level. Design/methodology/approach A quantitative approach was used in this research, whereby 408 valid samples were collected with an online survey. The hypotheses of direct effects were tested using the structural equation modeling (SEM) procedure, and the moderating effects were tested using the unconstrained product indicator method and the PROCESS macro. Findings The results showed that EE was significantly influenced by person–organizationvalue fit (POVF), transformational leadership (TFL) and job autonomy (JA), and the effects of POVF and TFL were moderated significantly by SU. Although the influence of social support (SS) on EE was insignificant in the full model, SU moderated the effect of SS. The evidence also showed that work–family conflict (WFC) had no negative impact on EE. Research limitations/implications The participants of this study were restricted to a local area. Practical implications Organizations should develop job designs via two-way communication to bring up EE and SU can facilitate the process. Originality/value Previous research has identified EE as an outcome of organizational communication, but this concept has not yet been empirically verified. This research provides evidence to verify the above-mentioned concept and additionally confirms the moderating role of SU

Autonomy · Business · Business administration · Employee engagement · Knowledge management · Management · Originality · Structural equation modeling · Transformational leadership · Computer Science · Impact of Technology on Adolescents · Job Satisfaction and Organizational Behavior · Mathematics · Psychology · Social Psychology · Work-Family Balance Challenges

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