How does the Application of Digital Intelligence Technology Affect the Innovation Performance of Human Resources Practitioners?
In recent years,digital intelligence technologies,including artificial intelligence,big data,and cloud computing,have accelerated their integration into various fields,bringing significant positive impacts to enterprises by improving performance,gaining competitive advantages,and fostering innovation.Unlike the earlier stages of informatization and digitization in human resource management,digital intelligence human resource management now emphasizes the deep integration of advanced technologies such as digital tools,algorithm models,and intelligent applications with HR practices.This integration creates favorable conditions to support organizational change,reshape work value,and enhance employee experience.Consequently,it also empowers human resource practitioners to become key drivers of innovation within their organizations.The marginal contributions of this paper are as follows:Firstly,this paper broadens the research perspective on how the application of digital technology affects the innovation performance of human resource practitioners,constructing a theoretical framework that examines the impact mechanism at three levels:organization,work,and individual.Secondly,it uses quantitative methods to investigate the impact of digital intelligence technology on the innovation performance of human resource practitioners,enriching the relevant research methods by employing a variety of econometric techniques to conduct quantitative tests based on large-scale survey data of China's human resource practitioners.Thirdly,the paper pays special attention to the significant differences in the innovation effects of digital intelligence technology across different individuals and enterprises,focusing on the nonlinear moderating effects of work experience and job security among human resource practitioners,thereby revealing the heterogeneity effect of digital intelligence technology in promoting innovation performance in various contexts.Based on a review of the existing literature,this paper proposes a theoretical framework on the influence of digital technology application on innovation performance and empirically examines its effects,mechanisms,and heterogeneity.The research shows:First,the application of digital technology has a significant positive impact on the innovation performance of human resource practitioners,particularly in areas such as recruitment,training,performance compensation,and talent analysis,which positively influences their innovation willingness.Second,digital technology application enhances innovation performance by promoting organizational development,improving the value of human resource work,and increasing individual rewards.Compared to economic rewards and changes in internal management responsibilities,the mediating effects of non-economic rewards,changes in work content,and organizational structure reforms on innovation performance are more pronounced.Third,work experience and job security of human resource practitioners have nonlinear moderating effects on the innovation performance of digital technology application.Work experience exhibits an inverted U-shaped effect,while job security shows a U-shaped effect.Fourth,the impact of digital technology application on innovation performance is heterogeneous,with more significant innovation effects observed in state-owned enterprises,small and medium-sized enterprises,manufacturing and traditional service sectors,as well as for female,grassroots management,and low-education-level human resource practitioners.This paper suggests that,on one hand,organizations should fully leverage digital intelligence technologies to drive innovation in human resource management,establishing a digital-oriented and innovation-driven organizational structure,work environment,and incentive mechanism.On the other hand,attention should be paid to the work experience and job security of human resource practitioners,and differentiated digital innovation strategies should be developed based on individual characteristics and enterprise types.
application of digital intelligence technologyinnovation performancehuman resource managementeconomic compensation
NETL
NSTL
万方数据
