数字人力资源管理:量表开发及其对工作绩效的影响
Digital Human Resource Management:Scale Development and Its Impact on Job Performance
胡冬梅 1陈倩2
作者信息
- 1. 西华大学管理学院,成都 610039;西华大学国际经济与管理研究院,成都 610039
- 2. 西华大学管理学院,成都 610039
- 折叠
摘要
数字化转型背景下,企业逐步推行数字人力资源管理.但与此同时实践界和学术界面临着如何更深入地理解数字人力资源管理,及如何发挥其积极作用的挑战.文章首先通过文献梳理和深度访谈,严格遵循科学的量表开发程序,开发了 3个维度共10个题项的数字人力资源管理量表.其次,基于社会信息加工理论,构建了"数字人力资源管理—阻断性压力—工作绩效"的中介模型,运用层次回归分析方法对我国324个企业员工样本进行分析.研究发现,数字人力资源管理对员工工作绩效有显著正向预测作用;存在"数字人力资源管理—阻断性压力—工作绩效"的作用路径.文章为后续的数字人力资源管理研究提供了一个有效的测量工具,同时为企业发展数字人力资源管理以应对数字化转型挑战提供了有益的实践启示.
Abstract
In the context of digital transformation,companies are gradually implementing digital human resource management(Digital-HRM).However,at the same time,practitioners and academics are facing the challenge of how to better understand Digital-HRM and how to play its positive role.In this study,firstly,through literature review and in-depth interviews,we developed a Digital-HRM scale with three dimensions and 10 items by strictly following the scientific scale development procedure.Secondly,based on the social information processing theory,we constructed a mediation model of"Digital-HRM-hindrance stress-job performance",and analyzed 324 samples of employees from enterprises in China using hierarchical regression analysis.The study found that Digital-HRM has a significant positive predictive effect on job performance,and there exists a"Digital-HRM-blocking pressure-hindrance stress"path of action.This study provides an effective measurement tool for subsequent research on Digital-HRM,as well as useful practical insights for enterprises to develop Digital-HRM to meet the challenges of digital transformation.
关键词
数字人力资源管理/阻断性压力/工作绩效/社会信息加工理论/量表开发Key words
Digital Human Resources Management/Hindrance Stress/Job Performance/Social Information Processing Theory/Scale Development引用本文复制引用
出版年
2024
NETL
NSTL
万方数据