数字就业需求和资源:就业需求-资源模型的背景下数字化
Alexander Scholze1, Achim Hecker1,2
1Institute for Management and Economics in Health Care, UMIT TIROL-Private University for Health Sciences and Health Technology, 6060 Hall in Tirol, Austria.
概括
数字化通过改变工作需求和资源,影响白领员工. 组织必须管理数字需求并利用资源来促进数字健康并防止员工倦怠.
科学领域:
- 工作场所心理学 工作场所心理学
- 组织行为组织行为.
- 数字化转型数字化转型
背景情况:
- 数字化为白领员工引入了新的工作需求和资源.
- 现有的理论框架需要调整以应对数字工作场所的变化.
- 了解技术对员工福祉和动机的影响至关重要.
研究的目的:
- 调查工作场所数字化对白领员工的影响.
- 扩大就业需求-资源 (JD-R) 模型,包括数字就业需求和资源.
- 为组织提供有关管理数字化影响的见解.
主要方法:
- 定性三角化方法. 定性三角化方法.
- 系统的文献审查.
- 对15次跨学科专家采访进行主题分析.
主要成果:
- 该研究为分析数字化的压力,动机和组织后果奠定了理论基础.
- 扩展了JD-R模型,以涵盖数字就业需求和资源.
- 对数字就业需求和资源的有效管理对于积极的结果至关重要.
结论:
- 组织应利用数字资源并管理数字需求,以优化数字化的好处.
- 积极主动管理是将数字化转化为有价值的就业资产的关键.
- 优先考虑数字健康对于可持续的工作场所转型至关重要.
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