一项关于数字领导力,数字自我效能和工作参与之间的关系的研究:技术压力的调节作用
Jingke Li1, Yongkang Wang1, Joongoo Han2
1Graduate School, Kangnam University, Yongin, Republic of Korea.
Frontiers in psychology
|March 2, 2026
概括
数字领导力提高了工作参与度,数字自我效能作为部分调解者. 然而,高技术压力削弱了数字领导力和自我效能之间的联系,影响了员工的参与度.
科学领域:
- 组织行为 组织行为
- 信息系统信息系统信息系统
- 心理学 心理学 心理学
背景情况:
- 数字化转型给组织和员工带来了挑战.
- 技术压力可能会对领导力有效性产生负面影响.
- 资源保护 (COR) 理论为理解压力环境中的资源管理提供了一个框架.
研究的目的:
- 调查数字领导力与工作参与之间的关系.
- 检查数字自我效能的调解作用.
- 探索技术压力对数字领导力和数字自我效能联系的缓解效应.
主要方法:
- 采用了两波时间滞后的调查设计.
- 数据来自中国各公司的352名员工.
- 分析了一种包含技术女演员作为主持人的调解模式.
主要成果:
- 数字领导力积极影响员工的工作参与度.
- 数字自我效能部分介绍了数字领导力和工作参与之间的关系.
- 在高技术压力的条件下,数字领导力对数字自我效能的积极影响会减弱.
结论:
- 数字领导对于促进数字化转型中的工作参与至关重要.
- 数字自我效能发挥着重要的调解作用.
- 技术压力作为一个边界条件,突出其在缓解领导力影响方面的重要性.
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