探讨将数字领导力与员工创造力联系起来的机制:一个调节的调解模式
Mengxi Yang1,2, 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
概括
数字化领导力通过提高创新自我效能和知识共享来提高员工的创造力. 当员工为技术做好准备时,这种效应就会得到强化,这凸显了支持性环境的重要性.
科学领域:
- 组织行为
- 数字化转型
- 创新管理
背景情况:
- 数字化颠覆需要员工的创造力来提高组织的竞争力.
- 需要进一步研究将数字领导与创造力联系在一起的机制.
研究的目的:
- 通过数字领导力影响工作场所创造力的心理和社会过程.
- 探讨创新自我效能和知识共享的调解作用.
- 探索技术准备的缓解效应.
主要方法:
- 采用了三波,时间延迟的多来源调查.
- 在一个正在进行数字化转型的中国组织中,
- 社会认知和社会交换理论提供了理论基础.
主要成果:
- 数字化领导力显著提高了员工的创造力.
- 创新自我效能和知识共享部分调解了这种关系,知识共享显示出更强的间接效应.
- 技术准备可以积极缓解数字领导对媒介和创造力的影响.
结论:
- 数字化领导力是员工创造力的关键驱动力,特别是通过促进知识共享.
- 组织应将领导策略与员工的技术准备保持一致, 以最大限度地提高创造力.
- 培养一个数字支持的环境对于有效利用数字领导力至关重要.
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