摘要
数字经济背景下,企业数字化转型需要员工技能提升和知识配合。然而,作为微观个体,员工的角色和作用在数字化转型过程中常常被忽略,使其容易产生抗拒心理。基于工作要求—资源模型和个人与环境匹配理论,运用扎根理论探究员工对企业数字化转型产生心理抗拒的影响因素和缓释路径。研究发现,工作要求、工作资源、个体资本、技术接受度、负面体验感5个主范畴对员工数字化转型抗拒存在显著影响。在识别外部因素(工作要求和工作资源)、内部因素(个体资本)、过程因素(技术接受度和负面体验感)的基础上,构建员工数字化转型抗拒影响因素模型,识别其对员工数字化心理抗拒的影响作用,抽象出“工作要求→工作资源→心理抗拒”、“负面体验感→个体资本→心理抗拒”和“个体资本→工作资源→心理抗拒”转型抗拒缓释路径。
With the continuous development and progress of digital information technologies such as big data and artificial intelligence,the digital economy industry has gradually matured,promoting enterprises to break through existing bottlenecks and overcome the challenges brought by the epidemic.Enterprises from all walks of life have begun to carry out digital transformation,and have made a preliminary attempt to promote the development of emerging digital technologies and the traditional real economy.Although digital transformation has received enough attention in China,the digital transformation of most enterprises is still in the primary stage.In the process of digital technology with the economy constantly empowering enterprises to promote transformation,digital transformation has also brought a series of new topics involving management.At the organizational level,"people-orientedness"is the underlying logic of digital transformation of enterprises,and in the process of actual digital transformation of enterprises,the reactions and ideas of individual employees are most easily overlooked.In the face of transformation,employees do not always show an attitude of acceptance and recognition.When digital transformation may threaten their original working conditions and resources,employees will have resistance and conflict,which will hinder the process of digital transformation in enterprises.The existing research has paid attention to the phenomenon of employees'resistance to the digital transformation of enterprises and initially discussed the acceptance of employees'digital transformation.However,domestic research mainly focuses on the influence and function of digital transformation on organizational performance and human resource management,and there is still a lack of research on the influencing factors and action paths of employees'resistance to digital transformation.In this study,semi-structured interviews with multiple-level employees involve enterprises that are currently undergoing or have undergone transformation,including the traditional handicraft industry,the manufacturing industry,and the digital software industry.Forty-five out of fifty-three respondents who have psychological resistance to the digital transformation of enterprises are retained to form the final sample of this study.On the basis of grounded theory,this paper analyzes the original interview data and explores the key influencing factors of employees'psychological resistance to enterprise digital transformation and its mitigation path.It is found that the five main categories of job requirements,job resources,individual capital,technology acceptance and negative experience have a significant impact on employees'resistance to digital transformation.Among them,job requirements and work resources are external factors;individual capital is internal factor;technology acceptance and negative experience are process factors;and their internal dimensions are independent of each other,which can not only affect employees'psychological resistance to digital transformation of enterprises,but also partially overlap and have a common impact on them.Subsequently,a conceptual model of employees'resistance to digital transformation is constructed based on the resource model and the theory of matching between people and environment.At the same time,it abstracts several slow-release paths for employees to resist digital transformation,and expounds its mechanism in detail.Compared with the existing research,this paper has made the following contributions.Firstly,it uses multi-source interview data to analyze the root causes and construct a multi-dimensional factor model of employees'psychological resistance to enterprise digital transformation.Secondly,this paper has some enlightenment on the study of employee satisfaction and resistance in organizations and enriches the theoretical research on employee perspectives in organizations in China.Against the backdrop of the digital economy,this study details the psychological resistance mechanism of key elements to employees'digital transformation,and emphasizes the role of external factors such as job requirements and resources,internal factors such as individual capital,and two process factors such as technology acceptance and negative experience,which improves the theoretical framework of employees'level research in enterprises'digital transformation.By analyzing the system,the logical relationship and chain between elements are revealed,and on this basis,the corresponding integration model is constructed,which is helpful for enterprises encountering such special problems to better promote digital transformation.
作者
邢新朋
周雨洁
王建华
刘天森
Xing Xinpeng;Zhou Yujie;Wang Jianhua;Liu Tiansen(School of Business,Jiangnan University,Wuxi 214122,China;School of Economics and Management,Harbin Engineering University,Harbin 150001,China)
出处
《科技进步与对策》
CSSCI
北大核心
2024年第21期120-130,共11页
Science & Technology Progress and Policy
基金
国家社会科学基金重大项目(21&ZD134)
国家社会科学基金青年项目(22CGL030)
教育部人文社科基金青年项目(20YJC630170)
江苏省社会科学基金青年项目(19GLC004)。
关键词
数字化转型
心理抗拒
工作要求
个体资本
扎根理论
Digital Transformation
Psychological Resistance
Job Requirement
Individual Capital
Grounded Theory