デジタルリーダーシップと従業員の創造性を結びつけるメカニズムの探索: モデレートされた仲介モデル

Mengxi Yang^1,2, Muhammad Talha¹, Shuainan Zhang¹

¹School of Economics and Management, University of Chinese Academy of Sciences, Beijing 100190, China.

Behavioral sciences (Basel, Switzerland)

|August 28, 2025

まとめ

デジタルリーダーシップは従業員の創造性を高め革新の自己効能と知識の共有を促進しますこの効果は,従業員が技術に備えるときに増幅され,サポートする環境の重要性を強調します.

科学分野:

組織的行動
デジタル変革
イノベーション管理

背景:

組織の競争力を高めるために従業員の創造性を必要としています
デジタルリーダーシップとクリエイティビティを結びつけるメカニズムはさらに研究が必要です

研究の目的:

デジタルリーダーシップが職場の創造性に影響を与える心理的・社会的プロセスを調査する.
イノベーションの自己効能と知識の共有の仲介的な役割を検討する.
テクノロジー準備の緩和効果を探求する.

主な方法:

3つの波,時間遅延,複数のソースの調査が採用されました.
デジタル・トランスフォーメーションを進めている中国の組織で 234人の従業員と上司から集めたデータです
社会的認知と社会的交換の理論は理論的基盤を提供した.

主要な成果:

デジタルリーダーシップは従業員のクリエイティビティを大きく高めます
イノベーションの自己効能と知識の共有は,この関係を部分的に仲介し,知識の共有はより強い間接的な効果を示しています.
デジタルリーダーシップが媒介者やクリエイティビティに与える影響はテクノロジーの準備がポジティブです

結論:

デジタルリーダーシップは,特に知識の共有を促すことで,従業員の創造性の主要な原動力です.
組織は創造性を最大化するためにリーダーシップ戦略を従業員の技術準備に合わせるべきです
デジタルリーダーシップを効果的に活用するには,デジタルに配慮した環境を育むことが不可欠です.

キーワード:

デジタルリーダーシップ従業員の創造性イノベーションの自己効率性知識の共有社会認知理論社会交流理論テクノロジーの準備

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