摘要
文章从资源保存理论出发,构筑数字化转型对员工敬业度的影响模型,分析工作成就动机、工作不安全感的中介作用和上级发展性反馈的调节作用。通过对417份企业微观调研数据进行多元线性回归分析与Bootstrap检验发现:第一,数字化转型可以激活工作成就动机,从而提升员工敬业度;第二,数字化转型亦会诱发工作不安全感,从而降低员工敬业度;第三,上级发展性反馈强化了数字化转型与工作成就动机之间的关系,弱化了数字化转型与工作不安全感之间的关系;第四,上级发展性反馈强化了数字化转型通过工作成就动机影响员工敬业度的间接路径,弱化了数字化转型通过工作不安全感影响员工敬业度的间接路径。研究结论揭示了数字化转型对员工情感的双刃剑效应,有助于企业员工的敬业度管理,并为数字化转型战略提供了有益的启示。
Steaming from the conservation of resource theory,this article constructs a impact model of digital transformation on employee's engagement,analyzes the mediating role of job achievement motivation and job insecurity,and the moderating role of supervisor's developmental feedback.Through multiple linear regression and bootstrapping on 417 micro survey data,the results show that:firstly,digital transformation enhances job achievement motivation,thereby improving employee's engagement;secondly,digital transformation reduces job insecurity,thereby reducing employee's engagement;thirdly,supervisor's developmental feedback moder-ates the relationship between digital transformation and job achievement motivation positively,while moderating the relationship be-tween digital transformation and job insecurity negatively;fourthly,supervisor's developmental feedback reinforces the mediating effect of digital transformation on employee's engagement through job achievement motivation,and weakens the mediating effect of digital transformation on employee's engagement through job insecurity.The findings reveal the double-edged sword effect of digital transfor-mation on employees'emotions,which contributes to the management of employees'engagement in organizations and provides useful insights into digital transformation strategies.
作者
易凌峰
余志远
陈浩宇
YI Lingfeng;YU Zhiyuan;CHEN Haoyu(School of Economics and Management,East China Normal University,Shanghai 200062,China)
出处
《商业经济与管理》
北大核心
2024年第2期5-16,共12页
Journal of Business Economics
基金
国家自然科学基金面上项目“创业型领导、创新行为与新创企业成长:基于中国高科技企业的跨层研究”(71972074)。
关键词
数字化转型
工作成就动机
工作不安全感
上级发展性反馈
员工敬业度
digital transformation
job achievement motivation
job insecurity
supervisor's developmental feedback
employee's engagement
