顺势而为?数字化转型对员工主动变革行为的影响机制研究  

Seizing the Opportunity?a Study on the Impact Mechanism of Digital Transformation on Employees'Proactive Change

作　　者：史青[1] 高亮亮 Shi Qing;Gao Liangliang(School of Business Administration,Xinjiang University of Finance and Economics,Urumqi,Xinjiang 830012,China)

机构地区：[1]新疆财经大学工商管理学院,新疆乌鲁木齐830012

出　　处：《西部经济管理论坛》2024年第1期72-85,共14页West Forum on Economy and Management

基　　金：国家社科基金项目“新发展格局下新疆城乡居民美好生活需要与消费升级研究”(22BJY237);校企合作招标项目“新疆企业数字化管理人才能力评价与应用研究”(2023SLC001)。

摘　　要：随着数字技术的快速发展和应用,数字化转型成为组织发展中的一项重要举措。数字化转型不仅改变了组织的工作方式和流程,还对员工的行为产生极大影响。本研究基于资源保存理论,实证分析了数字化转型影响员工主动变革行为的作用机制和边界条件。研究发现:(1)数字化转型正向影响员工主动变革行为;(2)工作不安全感和工作重塑分别在数字化转型与员工主动变革行为的关系中起着部分中介作用;(3)工作不安全感和工作重塑在数字化转型与员工主动变革行为的关系中起着链式中介作用;(4)组织支持感正向调节工作不安全感和工作重塑之间的关系;(5)组织支持感通过调节工作不安全感和工作重塑之间的关系使工作不安全感和工作重塑的链式中介作用得到加强。基于上述研究结论,文章提出了相应的对策建议:培养员工的变革意识和能力;提升员工的工作重塑意愿;加强员工的组织支持感;营造适度的工作不安全感。Amidst the rapid evolution and widespread application of digital technology,the pursuit of digital transformation has emerged as a pivotal strategic endeavor in organizational advancement.This transformative process not only revolutionizes the operational methods and procedures within organizations but also significantly influences employees'behaviors.Drawing on the resource conservation theory,this paper examines the mechanisms and limitations of digital transformation impacting employees'proactive behavior.The research yields the following findings:(1)Digital transformation substantially fosters employees'proactive behavior;(2)Job insecurity and job crafting independently act as partial mediators in linking digital transformation to employees’proactive behavior;(3)Job insecurity and job crafting collectively play a sequential mediating role between digital transformation and employees’proactive behavior;(4)The perception of organizational support positively moderates the association between job insecurity and job crafting;(5)Organizational support intensifies the sequential mediating role of job insecurity and job crafting by moderating the connection between these factors.Based on these research outcomes,this paper proposes corresponding strategies and recommendations:nurturing employees'adaptability and readiness for change;enhancing employees'inclination towards job crafting;reinforcing the perception of organizational support among employees;and fostering an appropriate sense of job insecurity within the organizational context.

关 键 词：数字化转型 主动变革行为 工作重塑 工作不安全感 组织支持感 

分 类 号：F272.92[经济管理—企业管理]