مدل‌یابی معادلات ساختاری رفتارهای انحرافی کارکنان بر اساس پذیرش فناوری و سبک زندگی دیجیتال با نقش میانجی تعهد سازمانی

شراره روحی نژاد; پرویز صباحی; فائزه جهان; زهرا مقیمی

Authors

Sharareh Roohinezhad Department of Psychology, Se.C., Islamic Azad University, Semnan, Iran. Author https://orcid.org/0009-0006-4164-914X
Parviz Sabahi Department of Psychology, Semnan University, Semnan, Iran. https://orcid.org/0000-0001-6654-1289
Faezeh Jahan Department of Psychology, Se.C., Islamic Azad University, Semnan, Iran. Author https://orcid.org/0000-0002-2501-3583
Zahra Moghimi Department of Public Administration, Se.C., Islamic Azad University, Semnan, Iran. Author https://orcid.org/0000-0002-5087-836X

Keywords:

Technology Acceptance, Digital Lifestyle, Employee Deviant Behaviors, Organizational Commitment, Structural Equation Modeling

Abstract

This study aimed to examine the structural relationships of technology acceptance and digital lifestyle with employee deviant behaviors, with particular emphasis on the mediating role of organizational commitment. This quantitative study employed a descriptive-correlational design based on structural equation modeling. The statistical population consisted of faculty members and administrative employees of Islamic Azad University branches in Semnan Province in 2024–2025, from whom 300 participants were selected using simple random sampling. Data were collected using a Technology Acceptance Questionnaire based on Davis’s model, the Digital Lifestyle Questionnaire developed by Khademian and Hosseini, Bennett and Robinson’s Organizational Deviance Scale, and Meyer and Allen’s Organizational Commitment Questionnaire. Data were analyzed using Pearson correlation coefficients and structural equation modeling in SPSS and AMOS version 22. The mediating effects of organizational commitment were examined using bootstrap analysis. Structural model analysis showed that technology acceptance had a significant negative direct effect on employee deviant behaviors (β=-0.18, p=0.003) and a significant positive effect on organizational commitment (β=0.39, p<0.001). Digital lifestyle also had a significant negative direct effect on deviant behaviors (β=-0.14, p=0.005) and a significant positive effect on organizational commitment (β=0.31, p<0.001). Organizational commitment significantly and negatively predicted employee deviant behaviors (β=-0.29, p<0.001). Bootstrap analysis demonstrated significant indirect effects of technology acceptance (β=-0.11) and digital lifestyle (β=-0.09) on deviant behaviors through organizational commitment, supporting partial mediation. The estimated structural model demonstrated satisfactory fit (χ²/df=1.81, CFI=0.97, TLI=0.96, RMSEA=0.052, SRMR=0.045). Greater technology acceptance and a purposeful, adaptive digital lifestyle are associated with lower employee deviant behaviors both directly and indirectly through enhanced organizational commitment. Accordingly, improving employees’ technology experience, encouraging healthy and responsible patterns of digital technology use, and strengthening organizational attachment and commitment may constitute effective strategies for reducing deviant behaviors in increasingly digitalized workplaces.

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