Relationship Between Digital Transformation Indicator and Job Performance of Employees in Saudi Arabian Universities: A Mediating Role of Employee Engagement
Research Background: While digital transformation progresses in various industries, its effects on employee work performance in higher education institutions (HEIs) are less researched, especially the mediating effect of employee engagement. Therefore, this research aims to determine the impact of digital transformation indicators, including Learning Management Systems, Digital Training, Development, and Digital Culture, on Job Performance, and the mediating role of Employee Engagement between Digital Transformation indicators and Job Performance.
Methodology: A cross-sectional survey was administered using a quantitative approach to academic and administrative staff working at a Saudi Arabian university. Structural Equation Modeling (SEM) was employed as the analysis tool.
Results: The findings indicate that Learning Management Systems (LMS) have both direct and indirect (through employee engagement) positive effects on job performance. Although digital training, development, and culture do not directly affect job performance, their indirect impacts through employee engagement are considerable. Employee engagement itself has strong predictive power for job performance.
Implications: The research proposes a conceptual model connecting digital transformation, organizational behavior, and performance, providing actionable knowledge for HEI leaders to enhance technology-driven efforts by maximizing employee engagement. Conclusion: Combining digital innovation with an employee-focused strategy maximizes the efficacy of digital spaces in academia.
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