Date of Conferral

2023

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Cheryl Lentz

Abstract

Work engagement is a challenge for information technology leaders in the digital industry because employees with engagement concerns may exhibit decreased commitment and increased workplace incivility towards the organization, thereby impacting business profits. Grounded in the job demands-resource theory, the purpose of this quantitative correlational study was to examine the relationship between human capital, relational capital, and work engagement initiatives in technology companies in the United States. The participants were 125 supervisors and full-time personnel from the metropolitan region of Atlanta, Georgia, who completed an online-based survey. The results of the multiple linear regression were significant, F (18, 106) = 9.27, p < .001, R2 = 61.2. In the final model, two predictors were significant, dedication (t = 9.43, p = .03, ß = 0.60) and absorption (t = 6.61, p = .03, ß = 0.38). A key recommendation is for technology leaders to engage employees by embracing a creative thinking environment, acknowledging employees’ ideas, and providing supportive communication. The implications for positive social change include the potential to increase employee value, maximizing their capacity for achievement. Reducing negative work engagement in a digital economy, keeping skilled employees within small- to mid-size companies, and helping employees sustain high levels of engagement while increasing economic value.

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