The Mediating Effect of Job Satisfaction on the Relationship between Digital Connectivity and Job Performance

This dissertation aims to investigate the extent to which Digital Connectivity affects Job Performance, directly and through the mediation role of Job Satisfaction among employees in Egyptian private engineering consultancy companies. Building on Maslow’s Theory of Motivation/Satisfaction, the Conservation of Resources Theory, and the Job Demands-Resources Model, a questionnaire is distributed on a sample of employees to test the proposed hypotheses. The sample size used for analysis and interpretation consists of 412 respondents. Hypothesis testing is used to test the research hypotheses to conclude probabilistic statements about population parameters. Structural Equation Modeling technique is adopted to explore complex relationships among variables. The results suggest that increased Digital Connectivity is associated with higher levels of Job Performance and Job Satisfaction. Also, increased Job Satisfaction is associated with higher levels of Job Performance. Furthermore, Job Satisfaction has a mediating effect on the relationship between Digital Connectivity and Job Performance. This research recommends organizations in this industry to promote Digital Connectivity among employees, by facilitating access to relevant technologies and fostering a digital-friendly work environment. As such, organizations may be able to enhance employee performance in their assigned job roles. No studies have been found addressing the impact of Digital Connectivity on Job Performance in this context, thus the research contributes to a better understanding of how Digital Connectivity affects Job Performance.