The perceived influence of digitalisation and digital transformation of the Human Capital function on employees’ engagement levels and intention to quit within a large retail corporation in the Western Cape

Abstract

This study was motivated by the need for enquiry into the perception of employees operating within a fast-paced retail environment and having to navigate the complexity of a digitalised Human Capital Function. Employees are considered the backbone of any organisation, and the growth and success of any organisation is usually dependent on its employees. Turnover intention is defined as the cognitive process of thinking, planning and desiring to leave a job. Whilst turnover can prove to be a time-consuming exercise to Human Resources (HR) Practitioners, the cost and damage involved in operating with a disengaged workforce far exceeds the former. Work Engagement has emerged as a critical driver of organisational success which has the potential to significantly influence employee experience, retention and likewise, turnover intention. The objective of the study is to determine the perceived effect of digitalisation on employee experience within a large retail corporation in the Western Cape, and to deduce whether this directly impacts on employees’ work engagement. Moreover, it seeks to investigate whether a relationship exists between work engagement and the intention to quit.