EXPLORING THE IMPACT OF ORGANIZATIONAL TRANSFORMATION AND ENTREPRENEURIAL ENVIRONMENT ON EMPLOYEE RETENTION IN CHINESE ORGANISATION: THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT

Abstract

In preparation for what the future of employment may bring, businesses are coping with massive shifts. Workers' habits are shifting, emerging technology are upending established ways of doing business, and meeting customer expectations has increased the need to think quickly on one's feet and creatively. Considering these shifts, companies are starting to see employee experience as a top strategic priority. To address these new challenges in the workplace, the employee experience conceptual framework has emerged due to the growing importance of human-centered design methodologies in HR and organisational development. Nevertheless, practitioners in this new area of study still don't fully grasp employee experience design, its significance, or the processes involved in its creation and management. Consequently, these are the primary research topics that this article employs to investigate the employee experience. The phrase "employee experience" is defined and investigated in this thesis. Additionally, they want to look at how employee engagement acts as a mediator between employee experience and organisational commitment and effectiveness. To link and impact the connection between the suggested dimensions, the person-environment fit theory is used as a theoretical foundation. The research is quantitative and draws from both exploratory and descriptive methods. The structural, experimental, and measurement variables are all assessed using the SEM model. There is strong evidence that shows how employee experience affects employee engagement. The evidence for a direct correlation between years of service and loyalty to one's employer is weak and unsubstantiated.