EXAMINING THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT IN THE IMPACT OF ORGANISATIONAL TRANSFORMATION AND ENTREPRENEURIAL ENVIRONMENT ON EMPLOYEE RETENTION IN CHINESE ORGANISATIONS

Abstract

Huge changes are occurring as companies get ready for the future of work. The need to think creatively and rapidly on one's feet has grown in response to rising consumer demands, changing worker habits, and new technologies that disrupt traditional business practices. Considering these changes, employee experience is becoming recognised as a key strategic focus for firms. The increasing relevance of human-centered design approaches in human resources and organisational development has led to the emergence of the employee experience conceptual framework, which aims to solve these emerging workplace concerns. However, professionals in this emerging field of study still lack a complete understanding of employee experience design, its relevance, or the procedures associated with its development and administration. As a result, these are the main areas of inquiry into the employee experience that this article takes up. A definition and investigation of the term "employee experience" are presented in this thesis. The researchers would also want to examine the role of employee engagement as a go-between for the employee's experience and the organization's dedication and performance. The notion of person-environment fit is used as a theoretical basis to establish and influence the relationship between the proposed dimensions. The study uses quantitative techniques derived from descriptive and exploratory research. The structural equation model (SEM) is used to evaluate the experimental, measurement, and structural factors. There is much data that demonstrates the relationship between employee engagement and employee experience. Weak and unproven research suggests a clear association between length of service and employee loyalty.