摘要
基于意义构建理论,提出了一个被调节的中介模型,具体考察了数字变革型领导力影响员工数字化转型开放性的作用机制及其边界条件。通过对247名来自企业员工的调研数据进行实证分析,结果显示:数字变革型领导力对员工数字化转型开放性存在显著的正向影响;学习惰性在数字变革型领导力与员工数字化转型开放性之间发挥了中介作用;变革自我效能感则在这一过程机制中起到了调节作用。
Drawing on the sensemaking theory,this paper proposes a moderated mediation model to explore the influencing mechanism and boundary condition of digital transformational leadership on employees'openness to digital transformation.The research sample was collected from 247 enterprise employees,and the results show that digital transformational leader-ship is positively related to employees'openness to digital transformation;learning inertia plays a mediating role between digital transformational leadership and employees'openness to digital transformation;change self-efficacy moderates such mediation relationship.
作者
周昊杨
刘洪
ZHOU Hao-yang;LIU Hong(School of Business,Nanjing University,Nanjing 210093)
出处
《软科学》
CSSCI
北大核心
2024年第4期89-94,128,共7页
Soft Science
基金
国家自然科学基金项目(71832006)。
关键词
数字变革型领导力
数字化转型开放性
学习惰性
变革自我效能感
digital transformational leadership
openness to digital transformation
learning inertia
change self-efficacy
