企业数字化转型对员工创新行为的影响:基于一个有调节的中介模型  

Infl uence of Enterprise Digital Transformation on Employees'Innovation Behavior:Based on a Moderated Mediation Model

作　　者：刘高常[1] 王艳蕾 Liu Gaochang;Wang Yanlei

机构地区：[1]江西理工大学经济管理学院

出　　处：《中国人事科学》2024年第11期61-73,共13页Chinese Personnel Science

基　　金：江西省教育科学“十四五”规划重点课题“价值共创视角下平台赋能高等教育数字化转型的路径研究”(项目编号:23ZD019)的阶段性研究成果。

摘　　要：创新是组织发展的关键动力,在数字化转型的背景下,激发员工的创新行为具有重要意义。基于资源保存理论,文章构建了以工作不安全感作为中介变量、竞争氛围作为调节变量的理论模型,探究企业数字化转型对员工创新行为的影响及其内在作用机理。通过对411份有效样本数据进行回归分析发现,企业数字化转型正向影响员工创新行为;工作不安全感在其中发挥部分中介作用;组织的竞争氛围加强了企业数字化转型对工作不安全感的正向影响,并进一步正向调节工作不安全感的中介效应。研究结果拓展了相关领域研究,为管理者与员工正确认识企业数字化转型带来的不安全感提供了实践启示。Innovation has been a key motivation for organizational development,and in the context of digital transformation,stimulating employees'innovation behavior is of great significance.Based on the theory of resource conservation,this paper constructs a theoretical model with job insecurity as the mediating variable and competitive atmosphere as the moderating variable to explore the influence of digital transformation on employees'innovation behavior and its underlying mechanism.Through regression analysis of 411 valid sample data,it is found that digital transformation of enterprises has a positive influence on employees'innovation behavior;job insecurity plays a partial mediating role in it;the competitive atmosphere of the organization strengthens the positive influence of Enterprise digital transformation on job insecurity and further positively moderates the mediating effect of job insecurity.The research results expand the scope of relatedfields and provide practical insights for managers and employees to correctly understand the insecurity brought about by enterprise digital transformation.

关 键 词：企业数字化转型 员工创新行为 工作不安全感 竞争氛围 

分 类 号：C93[经济管理—管理学]