Enhancing employee engagement through digital HR practices: the mediating role of organizational trust in algerian universities

This study attempts to investigate the impact of virtual human resource practices on employee engagement, including the mediating role of organizational trust. Following the quantitative methodology, data were collected through a sample of 418 employees in several universities in Algeria. The hypotheses have been tested using SPSS and AMOS software. These have presented results which support the impact of using technology, virtual learning, and development and virtual employee self-service systems on the engagement of employees that are mediated by organizational trust. The practical implication here is that universities increase digital HR practices that reinforce organizational trust, as such practice increases employee engagement in an organization. This will add to the literature of analyses that correlate digital human resource practices and employee engagement within the higher education sector, laying emphasis on the role of trust as a mediating variable. This study is original in focusing on universities in Algeria, hence serving critical recommendations to decision-makers and human resource professionals for boosting employee engagement in these uncertain times of digital transformations.

• employee engagement
• organizational trust
• mediating effect of trust
• virtual learning
• university human resources
• digital transformation

• 8 — العمل اللائق ونمو الاقتصاد

• Employer Branding and e-HRM
• Job Satisfaction and Organizational Behavior
• Human Resource and Talent Management
• employee engagement
• organizational trust
• mediating effect of trust
• virtual learning
• university human resources
• digital transformation
• Organizational Behavior and Human Resource Management
• Business, Management and Accounting