Employee work engagement in the digital transformation of enterprises: a fuzzy-set qualitative comparative analysis

Abstract Information technology has brought about significant changes in enterprises, and new work situations have led to new problems. Employee resistance to new technologies, their ability to learn, and their ability to utilize personal resources to improve work engagement in the face of technological pressure are important factors that companies need to consider when undergoing digital transformation. The influence mechanism of configuration effects on factors around employee work engagement has not been explored, and technostress creators have rarely been included in the configuration as influencing factors in previous studies. On the basis of the job demands-resources (JD-R) model and trait activation theory, this study explored the factors that affect employees’ work engagement at the level of job demands and personal resources. The fuzzy-set qualitative comparative analysis (fsQCA) method was used to investigate the influence of technical stressors, self-efficacy, and the Big Five personality traits on employees’ work engagement. Through a survey of 225 employees in the context of enterprise digital transformation, the results show three driving paths that promote employees’ work engagement: openness to experience conscientiousness, self-efficacy driven, and inhibition to technical stressors. The study also analyzed employees’ low work engagement state, which is driven by an inhibition of agreeableness and extraversion. This research enriches the study of factors influencing work engagement in the digital transformation of enterprises.