小微企业数智化人力资源管理对员工创新行为的影响

Impact of DIHRM on Employees’Innovative Behavior in Small and Micro Enterprises

基于资源保存理论,以工作不安全感为中介变量、员工内部企业社会责任感知为调节变量,构建数智化人力资源管理影响员工创新行为的理论模型,使用层次回归分析和Bootstrap技术对344份小微企业员工样本数据进行实证检验。研究结果表明:数智化人力资源管理与员工创新行为正相关;工作不安全感在数智化人力资源管理与创新行为关系间起部分中介作用;内部企业社会责任感知正向调节数智化人力资源管理,工作不安全感对员工创新行为具有显著影响,内部企业社会责任感知水平越高,在相同的数智化人力资源管理强度下,工作不安全感对员工创新行为的影响越强。研究结论可为小微企业有效实施数智化人力资源管理提供理论支撑和实践指导。

Based on the resource conservation theory(COR theory),taking job insecurity as the mediating variable and employ-ees’internal CSR perception as the moderating variable,a theoretical model of digital intelligent human resource management(DI-HRM)affecting employees’innovative behavior was constructed,and 344 employee sample data of small and micro enterprises were empirically tested by hierarchical regression analysis and bootstrap technology.The results show that digital intelligent human resource management is positively correlated with employees’innovative behavior.Job insecurity plays a part-mediating role in the relationship between digital intelligent human resource management and innovative behavior.Internal CSR perception positively regulates the rela-tionship between digital intelligent human resource management and employees’innovative behavior.The research conclusion pro-vides theoretical direction and practical guidance for small and micro enterprises to effectively implement digital intelligent human re-source management.