School of Management, Xihua University, Chengdu, China.
Research Institute of International Economics and Management, Xihua University, Chengdu, China.
PLoS One. 2024 Aug 15;19(8):e0307195. doi: 10.1371/journal.pone.0307195. eCollection 2024.
In recent years, an increasing number of companies have begun implementing digital-HRM. However, much of the existing research primarily discusses digital-HRM from a "thing" perspective or explores its consequences at the organizational level. There has been limited research focusing on individual employees, particularly on how digital-HRM impacts their psychological states and performance. Drawing on job demands-resources theory, this study examines the relationship between digital-HRM and employee innovative performance, as well as cyberloafing. We conducted a time-lagged study involving 487 employees across various industries in China and employed partial least squares path modeling. The results suggest that digital-HRM enhances employee innovative performance by increasing the sense of work gain, while it reduces cyberloafing by decreasing relative deprivation. Perceived ease of technology use was found to positively moderate these relationships. By rigorously investigating the critical psychological mechanisms of the sense of work gain and relative deprivation, and the essential boundary condition of perceived ease of technology use, this study aims to develop a comprehensive conceptual framework that deepens our understanding of how digital-HRM, as an emerging job resource in the digital era, influences employee behavior. Adopting a human-centered approach, the research theoretically extends the study of digital-HRM's impact at the individual level and finds that digital-HRM influences employee performance in a mutually beneficial manner. These findings provide practical insights for organizations to actively implement digital-HRM and maximize its benefits.
近年来，越来越多的公司开始实施数字化人力资源管理（digital-HRM）。然而，现有的研究大多从“物”的角度探讨数字化人力资源管理，或者在组织层面上探讨其后果。很少有研究关注个体员工，特别是数字化人力资源管理对他们的心理状态和绩效的影响。本研究以工作要求-资源理论为基础，考察了数字化人力资源管理与员工创新绩效和网络闲逛之间的关系。我们在中国的各个行业进行了一项时间滞后的研究，涉及 487 名员工，并采用了偏最小二乘路径建模。结果表明，数字化人力资源管理通过增强工作增益感来提高员工的创新绩效，同时通过降低相对剥夺感来减少网络闲逛。感知技术易用性被发现对这些关系具有积极的调节作用。通过严格考察工作增益感和相对剥夺感的关键心理机制，以及感知技术易用性的基本边界条件，本研究旨在开发一个全面的概念框架，深化我们对数字化人力资源管理作为数字时代新兴工作资源如何影响员工行为的理解。本研究采用以人为中心的方法，从理论上扩展了对数字化人力资源管理在个体层面影响的研究，并发现数字化人力资源管理以互惠互利的方式影响员工绩效。这些发现为组织积极实施数字化人力资源管理并最大限度地发挥其效益提供了实践见解。
