This thesis investigates the influence of Self-Determination Theory (SDT) and Social Exchange Theory (SET) on employee well-being and intention to stay in the context of digitalized onboarding processes. Employing a mixed-method approach, this study integrates quantitative analysis via structural equation modelling (SEM) and qualitative insights to evaluate the alignment of digital onboarding practices with SDT and SET principles.
Our research indicates that the digitalization of onboarding processes in the post-pandemic era has a substantial positive impact on employee engagement, well-being, and intention to stay. This is achieved through the utilization of tools such as gamification, which aligns with the values of SDT and SET. Gaps in the current literature were identified, particularly in the application of these theories in diverse cultural settings and varying organizational sizes.
Our study underscores the importance of harmonizing technological efficiency with personal interactions in HR management, especially in the context of onboarding strategies. It emphasizes the need for adaptability in HR practices, catering to a diverse and increasingly technology-savvy workforce. An approach which advocates for onboarding initiatives that are not only informative and inspiring, but also crucial for fostering long-term engagement and adaptability within a dynamic work environment.

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