Structural Modeling of the Relationships of Technology Acceptance and Digital Lifestyle with Employees’ Work Engagement: The Mediating Role of Organizational Commitment
Keywords:
technology acceptance, digital lifestyle, work engagement, organizational commitment, structural equation modelingAbstract
This study aimed to examine the structural relationships of technology acceptance and digital lifestyle with employees’ work engagement and to determine the mediating role of organizational commitment. This applied, quantitative, descriptive-correlational study employed structural equation modeling. The statistical population consisted of faculty members and administrative employees of Islamic Azad University branches in Semnan Province in 2024/2025, from whom 300 participants were selected through simple random sampling. Data were collected using the Technology Acceptance Questionnaire, Digital Lifestyle Questionnaire, Utrecht Work Engagement Scale, and Meyer and Allen Organizational Commitment Questionnaire. Data analysis was conducted using SPSS and AMOS version 22. Pearson correlation analysis, structural equation modeling with maximum likelihood estimation, and bootstrap analysis were applied to test the direct and indirect relationships among the study variables. Technology acceptance had a positive and significant direct effect on work engagement (β=0.24, p=0.001), while digital lifestyle also positively predicted work engagement (β=0.19, p=0.002). Technology acceptance (β=0.39, p=0.001) and digital lifestyle (β=0.31, p=0.001) had significant positive effects on organizational commitment. Organizational commitment, in turn, positively predicted work engagement (β=0.34, p=0.001). Bootstrap analysis indicated that the indirect effect of technology acceptance on work engagement through organizational commitment was 0.13 (95% CI: 0.07–0.21), whereas the corresponding indirect effect of digital lifestyle was 0.10 (95% CI: 0.05–0.17). Thus, organizational commitment partially mediated both relationships. The model explained 42% of the variance in organizational commitment and 62% of the variance in work engagement. The findings indicate that favorable technology acceptance and a digital lifestyle compatible with workplace requirements can enhance employees’ work engagement both directly and indirectly by strengthening organizational commitment. Accordingly, improving technological infrastructure, developing employees’ digital competencies, and reinforcing their psychological attachment to the organization may constitute effective strategies for promoting work engagement in increasingly digitalized work environments.
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Copyright (c) 2025 Sharareh Roohinezhad (Author); Parviz Sabahi (Corresponding author); Faezeh Jahan, Zahra Moghimi (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
