Employee Digital Wellness and Work Engagement in Hybrid Work Settings: the Moderating Role of Organizational Support for Wellbeing

Riski Eko Ardianto; Abdi Fadhlan; Ismamudi Ismamudi

doi:10.55606/jimas.v5i2.2533

Authors

Riski Eko Ardianto Universitas Pelita Bangsa
Abdi Fadhlan Universitas Islam Negeri Imam Bonjol Padang
Ismamudi Ismamudi Universitas Pelita Bangsa

DOI:

https://doi.org/10.55606/jimas.v5i2.2533

Keywords:

Digital Wellness, Hybrid Working, Moderation, Organizational, Work Engagement

Abstract

This study aims to examine the effect of Employee Digital Wellness (EDW) on Work Engagement (WE) among administration and digital marketing employees in startup companies implementing hybrid working, and to explore the moderating role of Organizational Support for Wellbeing (OSW). Using a quantitative approach, data were collected through a 5-point Likert scale questionnaire from 160 purposive-sampled respondents. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 4.1.1.7. The findings indicate that EDW positively and significantly affects WE (β=0.621; t=8.943; p<0.001), confirming that employees who manage digital technology usage effectively tend to be more energetic, dedicated, and fully engaged in their work. In addition, OSW also positively influences WE (β=0.412; t=5.672; p<0.001), demonstrating that tangible organizational support in the form of wellbeing policies, flexible work arrangements, and mental health programs enhances work engagement. Moreover, OSW moderates the EDW → WE relationship (β=0.173; t=2.713; p=0.007), indicating that the positive effect of digital wellness on engagement is stronger when organizational support is sufficient. These findings highlight the importance of both personal management of digital wellness and consistent organizational wellbeing policies. Practically, organizations are advised to provide digital wellbeing programs, flexible working arrangements, and managerial support to maximize employee engagement, particularly in hybrid working contexts.

References

Allen, N. J., & Meyer, J. P. (2003). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.2003.tb00612.x

Ayyagari, R., Grover, V., & Purvis, R. (2011). Technostress: Technological antecedents and implications. MIS Quarterly, 35(4), 831–858. https://doi.org/10.2307/41409963

Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476

Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056

Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2003). Dual processes at work in a call centre: An application of the Job Demands–Resources model. European Journal of Work and Organizational Psychology, 12(4), 393–417. https://doi.org/10.1080/13594320344000165

Cabrera, E. F., et al. (2022). Digital wellbeing and employee engagement: Evidence from hybrid work settings. Journal of Business Research, 145, 321–334. https://doi.org/10.1016/j.jbusres.2022.03.045

Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203.x

Day, A., Paquet, S., Scott, N., & Hambley, L. (2012). Perceived information and communication technology (ICT) demands on employee outcomes: The moderating effect of organizational ICT support. Journal of Occupational Health Psychology, 17(4), 473–491. https://doi.org/10.1037/a0029837

Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500

Giumetti, G. W., Haislett, M., & Smith, C. (2019). Technostress and work engagement in digital workplaces. Computers in Human Behavior, 95, 12–23. https://doi.org/10.1016/j.chb.2019.01.016

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279. https://doi.org/10.1037/0021-9010.87.2.268

Ijzerman, H., et al. (2022). Hybrid work and employee wellbeing: Challenges and opportunities. Journal of Occupational Health Psychology, 27(5), 473–486. https://doi.org/10.1037/ocp0000312

Kanten, P., & Ulker, F. (2013). The role of organizational support in work engagement: Evidence from Turkey. Procedia – Social and Behavioral Sciences, 99, 987–993. https://doi.org/10.1016/j.sbspro.2013.10.573

Karatepe, O. M., & Agba, F. W. (2015). The effects of organizational support on work engagement: A moderated mediation model. International Journal of Contemporary Hospitality Management, 27(7), 1455–1473. https://doi.org/10.1108/IJCHM-02-2014-0080

Molino, M., Cortese, C., & Ghislieri, C. (2020). The role of digital skills in reducing technostress in hybrid work. Frontiers in Psychology, 11, 580–592. https://doi.org/10.3389/fpsyg.2020.00580

Park, Y. J., Fritz, C., & Jex, S. M. (2020). Relationships between digital overload and work engagement. Journal of Occupational Health Psychology, 25(5), 347–359. https://doi.org/10.1037/ocp0000170

Pisanti, R., et al. (2016). Psychosocial resources, work engagement, and technostress: Evidence from office employees. Stress and Health, 32(5), 441–451. https://doi.org/10.1002/smi.2638

Ragu‑Nathan, T. S., Tarafdar, M., Ragu‑Nathan, B. S., & Tu, Q. (2008). The consequences of technostress for end users in organizations: Conceptual development and empirical validation. Information Systems Research, 19(4), 417–433. https://doi.org/10.1287/isre.1070.0165

Riedl, R. (2013). The psychology of digital wellness: Managing technology use in modern workplaces. Computers in Human Behavior, 29(6), 2382–2390. https://doi.org/10.1016/j.chb.2013.04.017

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698

Salanova, M., Llorens, S., & Cifre, E. (2020). Digital wellness and engagement in hybrid work: Empirical evidence. Journal of Occupational Health Psychology, 25(2), 101–115. https://doi.org/10.1037/ocp0000164

Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169

Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248

Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326

Stinglhamber, F., & Vandenberghe, C. (2003). Organizations and employees: A review of organizational support theory. Journal of Management, 29(6), 803–857. https://doi.org/10.1016/S0149-2063(03)00059-3

Tarafdar, M., Cooper, C. L., & Stich, J. (2019). The technostress trifecta: Techno-eustress, techno-distress, and coping. Information Systems Journal, 29(1), 6–42. https://doi.org/10.1111/isj.12192

Turel, O., & Gaudioso, F. (2023). Digital overload and employee engagement in hybrid settings. Computers in Human Behavior, 138, 107–122. https://doi.org/10.1016/j.chb.2022.107122

Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2016). Capturing autonomy, competence, and relatedness at work: Validation of the Work-related Basic Need Satisfaction scale. Journal of Occupational and Organizational Psychology, 89(2), 246–269. https://doi.org/10.1111/joop.12133

Van Zyl, L. E., et al. (2020). Employee wellbeing and hybrid work: The role of organizational support. International Journal of Environmental Research and Public Health, 17(19), 7100. https://doi.org/10.3390/ijerph17197100

Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID‑19 pandemic: A work design perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290