Prediction of Organizational Commitment by Digital Work Engagement and Psychological Empowerment
Keywords:
organizational commitment, digital work engagement, psychological empowermentAbstract
This study aimed to examine the predictive role of digital work engagement and psychological empowerment in determining organizational commitment among employees in Tunisia. A correlational descriptive design was employed, involving 399 full-time employees selected using stratified random sampling based on Morgan and Krejcie’s sample size table. Participants worked in various sectors across Tunisia and had at least six months of experience in digitally supported work environments. Standardized instruments were used to measure organizational commitment, digital work engagement, and psychological empowerment. Data were analyzed using SPSS-27. Pearson correlation was conducted to assess the relationships between organizational commitment and the two independent variables, while multiple linear regression was performed to determine the combined and individual predictive power of digital work engagement and psychological empowerment on organizational commitment. The results revealed significant positive correlations between organizational commitment and both digital work engagement (r = .63, p < .001) and psychological empowerment (r = .59, p < .001). The multiple regression model was statistically significant (F(2, 396) = 167.24, p < .001), with an R² value of .46, indicating that digital work engagement and psychological empowerment jointly explained 46% of the variance in organizational commitment. Both digital work engagement (β = .44, t = 8.71, p < .001) and psychological empowerment (β = .37, t = 7.89, p < .001) were significant individual predictors. The study highlights that digital work engagement and psychological empowerment are strong and complementary predictors of organizational commitment in a digitally evolving workforce. These findings underscore the importance of fostering both psychological autonomy and digital involvement to sustain employee commitment in hybrid and remote work settings.
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