Caroline Angela, Coun Martine J H, Gunawan Agus, Stoffers Jol
Faculty of Management, Open University of the Netherlands, Heerlen, Netherlands.
Department of Business Administration, Faculty of Social and Political Sciences, Parahyangan Catholic University, Bandung, Indonesia.
Front Psychol. 2025 Jan 17;15:1448555. doi: 10.3389/fpsyg.2024.1448555. eCollection 2024.
Knowledge Society 5.0 and Industry 5.0 require workers with adaptable employability skills and who engage in innovative work behavior that help companies to create innovative products and processes that are difficult for competitors to imitate. Extant research examines employability, and innovative work behavior, but there are still few articles that include digital literacy in their study. In fact, digital literacy is closely related to human resources in the new workforce whose daily activities are closely related to digital technology. Through bibliometric analysis and a systematic literature review of the interplay among digital literacy, employability, and innovative work behavior we synthesize research trends, measurements, theoretical frameworks, and conceptual models on these topics. In addition, some contextual considerations will be utilized to ensure accurate data interpretation. Findings suggest that there is no generic measure of digital literacy, especially in business contexts, that links this concept to either employability or innovative work behavior. Digital literacy is particularly important to increase employability and stimulate both innovative behavior and performance. Future research should explore these topics using various methodologies and theoretical frameworks, combining them with multiple perceptions across workers and countries, especially considering the pace of technological development.
知识社会5.0和工业5.0需要具备适应性就业能力的工人，他们要参与创新工作行为，以帮助公司创造竞争对手难以模仿的创新产品和流程。现有研究考察了就业能力和创新工作行为，但仍很少有文章在研究中纳入数字素养。事实上，数字素养与新劳动力中的人力资源密切相关，他们的日常活动与数字技术紧密相连。通过文献计量分析和对数字素养、就业能力和创新工作行为之间相互作用的系统文献综述，我们综合了这些主题的研究趋势、测量方法、理论框架和概念模型。此外，还将利用一些背景因素来确保准确的数据解读。研究结果表明，不存在通用的数字素养衡量标准，尤其是在商业环境中，无法将这一概念与就业能力或创新工作行为联系起来。数字素养对于提高就业能力以及激发创新行为和绩效尤为重要。未来的研究应使用各种方法和理论框架来探索这些主题，将它们与来自不同国家和工人的多种观点相结合，尤其要考虑技术发展的速度。
