Zhu Jian, Zhang Bin, Xie Mingxing, Cao Qiuju
Business School, Xiangtan University, Xiangtan, China.
School of Humanity, Shanghai University of Finance and Economics, Shanghai, China.
Front Psychol. 2022 May 9;13:827057. doi: 10.3389/fpsyg.2022.827057. eCollection 2022.
Industry 4.0 has changed the paradigm in the business practice and business model, and digital technology has brought radical transformations to enterprises. To support this transformation, digital leaders are required to help enterprises transform and lead them to a more promising future. Based on job demands-resources model and person-organization fit theory, this study examines the relationship between digital leadership and employee creativity. Based on a sample of 357 employees from various Chinese companies, this study used SPSS 22.0 and MPLUS 7.0 to examine the hypotheses. The findings indicate the following (a) digital leadership has a positive effect on employee creativity. (b) employee job crafting mediate the relationship between digital leadership and employee creativity. (c) person-organization fit positively moderates the relationship between digital leadership and employee job crafting. (d) person-organization fit positively moderates the indirect effect of digital leadership on employee creativity employee job crafting. The findings reveal the effect mechanism of digital leaders on employee creativity and enrich the literature on antecedents of employee creativity. Practical implications and future research are also discussed.
工业4.0改变了商业实践和商业模式的范式，数字技术给企业带来了根本性的变革。为支持这一变革，需要数字领导者帮助企业转型并引领它们走向更光明的未来。基于工作需求-资源模型和个人-组织匹配理论，本研究考察了数字领导力与员工创造力之间的关系。基于来自中国各公司的357名员工的样本，本研究使用SPSS 22.0和MPLUS 7.0来检验假设。研究结果表明：（a）数字领导力对员工创造力有积极影响。（b）员工工作重塑在数字领导力与员工创造力之间起中介作用。（c）个人-组织匹配正向调节数字领导力与员工工作重塑之间的关系。（d）个人-组织匹配正向调节数字领导力通过员工工作重塑对员工创造力的间接影响。研究结果揭示了数字领导者对员工创造力的影响机制，丰富了员工创造力 antecedents 的文献。还讨论了实践意义和未来研究方向。 （注：原文中“antecedents”翻译为“前因”等更合适，但按要求不能添加解释，此处保留原文英文）
