Government Employees’ Work Engagement and Digital Platform Utilization in Relation to Work Efficiency

Work efficiency in government institutions is increasingly shaped by both employee-related psychological factors and the integration of digital technologies in administrative processes, enabling a more accurate and responsive task performance. This study examined the relationships among government employees’ work engagement, digital platform utilization, and work efficiency in one of the municipalities of Misamis Occidental, Philippines. A descriptive–correlational research design was used involving 132 government employees selected through purposive sampling. Data were gathered using an adapted Work Engagement Questionnaire, a researcher-made Digital Platform Utilization, and Work Efficiency Questionnaire. The data were analyzed using Weighted Mean, Standard Deviation, Pearson Product–Moment Correlation Coefficient, and Regression Analysis. Results revealed very high levels of work engagement and digital platform utilization, as well as high levels of work efficiency among respondents. Further analysis showed that work engagement had a very strong and highly significant relationship with work efficiency, whereas digital platform utilization exhibited significant relationships ranging from weak to strong across dimensions. Regression analysis indicated that both variables significantly predict work efficiency, with work engagement emerging as the stronger predictor compared to digital platform utilization. The study concludes that government employees’ psychological engagement and effective use of digital platforms collectively enhance work efficiency, with employee engagement serving as the more dominant factor in achieving high performance. It is recommended that local government units strengthen employee engagement initiatives and continue developing digital capabilities to further improve efficiency and service delivery in the public sector, with emphasis on sustaining employee motivation as the primary driver of performance.

Digital Transformation, Employee Motivation, Local Governance, Organizational Productivity, Technology Acceptance

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