接受或避免:数字技术要求对不同数字素养的员工的双重路径效应
Shuang Li1, Yumei Wang2, Xiao Wang1
1College of Digital Economics & Management, Mianyang Teachers' College, Mianyang, China.
Frontiers in psychology
|January 28, 2026
概括
企业数字技术要求可以被视为挑战或障碍,影响员工行为和营业额的意图. 员工的数字素养显著影响这些感知和结果.
科学领域:
- 组织心理学 组织心理学
- 信息系统信息系统信息系统
- 数字化转型 数字化转型
背景情况:
- 了解员工对企业数字技术的反应在数字经济中至关重要.
- 现有的模型,如JD-R和CoR理论,为分析工作场所需求和资源提供了框架.
- 认知评估理论解释了个人如何解释压力因素及其对福祉和行为的影响.
研究的目的:
- 调查员工如何将数字技术要求视为挑战或阻碍压力因素.
- 检查数字素养在数字技术需求与员工成果之间的关系中所起的调节作用.
- 推进数字技术实施的双路径框架,并将压力评估理论扩展到数字环境中.
主要方法:
- 采用了三波纵向调查设计,使用了332个经过验证的员工响应.
- 数据分析包括确认因素分析 (AMOS 23.0) 和等级回归建模 (SPSS 23.0).
- 使用引导调度测试 (PROCESS宏) 来验证理论框架.
主要成果:
- 员工对数字技术要求的评估显著影响了他们的主动行为和营业额的意图.
- 发现数字素养会缓解对技术需求的认知评估,导致不同的行为结果.
- 该研究证实了双路径框架,其中数字素养作为个人资源,塑造了对组织数字需求的反应.
结论:
- 数字技术的要求可以根据评估引起积极的 (积极的行为) 和消极的 (营业额的意图) 员工结果.
- 数字素养是一个关键的个人资源,它调解了数字需求对员工行为的影响.
- 调查结果为数字化转型期间的管理实践提供了见解,强调了员工数字素养的作用.
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