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| The Impact of Workplace Digitalization on Employee Innovative Behavior: A Moderated Mediation Model |
| Ouyang Chenhui,Ma Zhiqiang,Zhu Yongyue |
| (School of Management, Jiangsu University, Zhenjiang 212013, China) |
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Abstract In the digital era, digital innovation in the workplace is not only a competitive advantage, but also a core of survival. As the intellectual capital that affects the competitive advantage of organizations, innovative talents are the key to promoting the digital transformation of workplace and a power source for enterprises to achieve high-quality development. It is of theoretical and practical significance to explore how to stimulate employees' innovation potential and enhance their innovative behavior in the digital process. #br# Some studies have explored the role of facilitators or hindrances to employees' innovative behavior in the context of the current digital transformation of work styles. These studies have various focuses including specific forms of digitalization in the workplace, the digital transformation strategies at the enterprise level, the specific leadership in the digital age, etc., while neglecting employees' perceived attitudes and emotions toward digitalization at the individual level. Workplace digitalization is a new concept defined as a process oriented towards system, process and role changes within an organization, as measured by employees' attitudes and feelings towards digitalization of the workplace. A large number of jobs and careers will become unpredictable and unstable, and the ability of employees to process and apply information and data, create new content, and continually reflect on and adapt their digital practices will determine the survival and prosperity of individuals and organizations in the digital age. When employees actively apply digital tools to their work in a responsible and effective manner, it means that they are more likely to have the awareness, mindset and ability of innovation and will exhibit more innovative behaviors. Therefore, as a variable characterizing employees' positive attitudes and emotions toward the acceptance and use of digitalization, workplace digitalization may be more effective in triggering employees' innovative behaviors, while the specific mechanisms and boundary conditions between them are rarely explored in a systematic and in-depth manner.#br# A second-stage moderated mediation model is constructed based on the trait activation theory to explore the specific mechanism of the workplace digitalization effect on employees' innovative behavior by introducing employee career agility and organizational innovative culture as mediating and moderating variables, respectively. The data collected from 473 valid samples through a three-stage follow-up survey are analyzed by SPSS and AMOS software. It is found that workplace digitalization has a significant facilitating effect on employees' career agility including technological adaptivity, agile learning and career navigation; employees' career agility significantly and positively predicts employee innovative behavior and partially mediates the positive effect of workplace digitalization on employee innovative behavior; organizational innovative culture positively moderates the positive relationship between employees' career agility and innovative behavior, and positively moderates the mediating role of career agility in workplace digitalization and employees' innovative behavior. #br# How to drive employees' innovative behaviors is one of the long-standing hot topics in the fields of organizational behavior and human resource management. In the context of digital transformation in the workplace, this study explores the specific mechanisms of the effect of workplace digitalization on employees' innovative behaviors. It has examined and revised the measurement scale of workplace digitalization based on Chinese organizational contexts, which helps to promote relevant empirical studies and provides a measuring tool to uncover specific mechanisms of the impact of workplace digitalization on employees' emotions, cognition and behaviors. On the basis of this, this study explores the pathway of workplace digitalization to stimulate employee innovative behavior, and it advances the study of the impact of workplace digitalization on employees on one hand; on the other hand, it enriches the research on employee innovative behavior in digital transformation. In addition, this study reveals the moderating role of innovation culture. While responding to the call for research on the "contextualization" of organizational behavior, it helps to verify the boundary conditions of the process of workplace digitalization on employee innovative behavior and improve the study of the mechanism of workplace digitalization. This paper not only provides a complete explanatory framework for the relationship between workplace digitalization and employee innovative behavior, but also makes a deeper interpretation of the relationship between innovation culture and innovative behavior.#br#
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Received: 02 November 2022
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