IMPACT OF BASIC PSYCHOLOGICAL NEEDS SATISFACTION ON EMPLOYEES’ EXPECTATIONS AND INTENTIONS TO ... 

IMPACT OF BASIC PSYCHOLOGICAL NEEDS SATISFACTION ON EMPLOYEES’
EXPECTATIONS AND INTENTIONS TO SUPPORT DIGITAL TRANSFORMATION IN THE WORKPLACE: APPLIED TO THE FINANCIAL SERVICES SECTOR
Mahmoud Kamal Abouraia, Modern Colleage for Business and Science, Oman / Hany Mohamed Galal, Imam Mohammad Ibn Saud Islamic University, College of Business,, Saudi Arabia / Rania Mohamed Elmorsy, New Mansoura University, Faculty of Business & Delta Higher Institute for Management
and Accounting Information System, Egypt
(Presented at the International Conference on Research in Education and Science (ICRES) which took place on April 27-30, 2024, in Antalya, TURKEY (www.2024.icres...) and at the International Conference on Education in Mathematics, Science and Technology (ICEMST) (www.2024.icems...) organized by the International Society for Technology, Education and Science (ISTES) www.istes.org).
The digital revolution in the workplace has far-reaching effects on workplace redesign, going beyond simple technological adoption or non-adoption. Digital work may call for adjustments to operational and organizational aspects in addition to the tools utilized in organizational activities. In this context, it is critical to meet workers' psychological needs, such as their need for autonomy, for relationships with others, and for digital self efficacy, all of which affect their willingness to accept a work environment that is digital. More precisely, employees are supposed to be more in favor of workplace digital transformation if they believe that the digital environment will improve performance and well-being. The current study, which builds on Self-Determination Theory, attempts to investigate how workers' basic psychological needs affect their expectations for performance, well-being, and intentions to support workplace digital transformation. 195 valid and statistically testable responses were obtained from a sample of 370 people employed in the financial services industry in the Dakahlia Governorate for this study. Based on an inductive methodology, analytical descriptive methodology was used in the study. The findings show that worker autonomy, interpersonal connections, and digital self-efficacy have a major positive influence on workers' expected performance and well being in the digital workplace. Their intentions to support the digital transformation of the workplace are subsequently strengthened as a result. Lastly, it is hoped that the research findings will push pre-digital organizations to face the challenges of digital transformation and help them reevaluate their strategies considering employee engagement.