Wang Guifang, Niu Yue, Mansor Zuraina Dato, Leong Yee Choy, Yan Zhen
Ph.D. in Business and Economics, School of Economics and Management, University Putra Malaysia, 43400UPM, Serdang, Selangor, Malaysia.
Departement of Applied Psychology, University of Nottingham Malaysia Campus, Semenyih, 43500, Malaysia.
Heliyon. 2024 Feb 11;10(4):e25583. doi: 10.1016/j.heliyon.2024.e25583. eCollection 2024 Feb 29.
While dynamic capabilities have been described as crucial for achieving organizational performance in dynamic environments, there has been limited scholarly distinction between dynamic capabilities and employee dynamic capabilities (EDC), especially in the digital era. Consequently, a knowledge gap has emerged. To address this void, this paper aims to investigate the driving factors of EDC and their impact on employee digital performance (EDP). Simultaneously, incorporating the competitive climate (CC) as a moderating variable between employee dynamic capabilities and employee digital performance addresses theoretical gaps in specific regions in China, particularly in small and medium-sized enterprises (SMEs). This study utilizes survey data from SMEs in four Chinese provinces: Shanghai, Guizhou, Guangdong, and Anhui. It employs CB-SEM (AMOS) to analyze the new conceptual framework. Firstly, the research uncovers that the positive relationship between digital capabilities and employee digital performance necessitates employee dynamic capabilities as a mediator. Secondly, there exists a direct and indirect relationship between organizational learning and employee digital performance. Finally, this study discerns that the competitive climate moderates the relationship between employee dynamic capabilities and employee digital performance. This finding demonstrates remarkable alignment with the competitive culture in specific regions of China. The research results encourage SMEs to seize the opportunities presented by emerging digital technologies and industry digitization trends. They should commit to embracing new digital technologies, enhancing digital capability, strengthening organizational learning, fostering a positive competitive climate, and focusing on the development of employee dynamic capability to enhance their competitive edge. The findings of this research contribute not only to academic inquiry but also furnish pertinent decision-making references for relevant departments.
虽然动态能力已被描述为在动态环境中实现组织绩效的关键，但动态能力与员工动态能力（EDC）之间的学术区分有限，尤其是在数字时代。因此，出现了知识差距。为了填补这一空白，本文旨在研究员工动态能力的驱动因素及其对员工数字绩效（EDP）的影响。同时，将竞争氛围（CC）作为员工动态能力和员工数字绩效之间的调节变量，填补了中国特定地区，特别是中小企业（SME）的理论空白。本研究利用了来自中国四个省份（上海、贵州、广东和安徽）中小企业的调查数据。它采用CB-SEM（AMOS）来分析新的概念框架。首先，研究发现数字能力与员工数字绩效之间的正向关系需要员工动态能力作为中介。其次，组织学习与员工数字绩效之间存在直接和间接关系。最后，本研究发现竞争氛围调节了员工动态能力与员工数字绩效之间的关系。这一发现与中国特定地区的竞争文化高度契合。研究结果鼓励中小企业抓住新兴数字技术和行业数字化趋势带来的机遇。它们应致力于采用新数字技术、提升数字能力、加强组织学习、营造积极的竞争氛围，并注重员工动态能力的发展，以增强其竞争优势。本研究的结果不仅有助于学术探究，还为相关部门提供了相关决策参考。
