The roles of supervisor dark triad traits and ICT adoption on employee engagement and organizational outcomes in Ghanaian technical universities

Abstract

Employee engagement is a key factor influencing positive organizational outcomes, such as job satisfaction and enhanced performance. This study explores the impact of employee engagement in Ghana's technical universities using the Job-Demands Resource theory, Affective Event theory, and Activation theory. It examines ICT adoption as a mediator and supervisor Dark Triad traits as a moderator in the relationship between employee engagement and organizational outcomes. The study employs a descriptive and explanatory research design with a positivist philosophy, targeting 3,003 teaching and non-teaching staff from five Ghanaian technical universities. From a sample size of 341, 280 valid responses were analyzed using Structural Equation Modeling (SEM). Findings indicate that employee engagement positively affects both task and citizenship performance, is correlated with ICT adoption, and ICT adoption partially mediates the relationship between employee engagement and organizational outcomes. The direct impact of supervisor Dark Triad traits, specifically Machiavellianism and narcissism, was not supported, while psychopathy affected organizational outcomes. Supervisor Dark Triad traits did not moderate the employee engagement-organizational outcomes relationship. The study underscores the importance of fostering employee engagement and ICT adoption in Ghana's technical universities to enhance performance. It also highlights the need for awareness and management of negative supervisor traits, particularly psychopathy. These insights contribute to the literature and provide practical recommendations for leaders and managers in educational institutions to promote employee engagement and leverage technology for organizational success.