The Effects of Technology Acceptance and Digital Lifestyle on Work Engagement and Employee Deviant Behaviors: The Mediating Roles of Organizational Commitment and Innovative Work Behavior
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Objective: This study aimed to test a structural equation model linking technology acceptance and digital lifestyle to work engagement and employee deviant behaviors, with organizational commitment and innovative work behavior as mediating variables.
Methods and Materials: A quantitative cross-sectional descriptive-correlational design was used. The population included faculty members and administrative employees of Islamic Azad University branches in Semnan Province, Iran, in 2024. A total of 300 participants were selected through simple random sampling. Data were collected using standardized self-report measures of technology acceptance, digital lifestyle, work engagement, organizational deviance, organizational commitment, and innovative work behavior. Data were analyzed using Pearson correlation in SPSS 22 and structural equation modeling with bootstrap analysis in AMOS 22.
Findings: The final model showed good fit: χ²/df = 1.81, GFI = .94, AGFI = .91, CFI = .97, TLI = .96, IFI = .97, NFI = .93, RMSEA = .052, and SRMR = .045. Technology acceptance positively predicted work engagement (β = .24), organizational commitment (β = .39), and innovative work behavior (β = .35), and negatively predicted employee deviance (β = −.18). Digital lifestyle positively predicted work engagement (β = .19), organizational commitment (β = .31), and innovative work behavior (β = .37), and negatively predicted deviance (β = −.14). The model explained 42% of organizational commitment, 55% of innovative work behavior, 62% of work engagement, and 49% of employee deviance. Bootstrap results confirmed significant indirect effects.
Conclusion: Technology acceptance and digital lifestyle were associated with higher work engagement and lower workplace deviance through organizational commitment and innovative work behavior.
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