Martínez-Arvizu Orlando Josué, Salazar-Altamirano Mario Alberto, Galván-Vela Esthela, Anaya-Aguilar Rosa, Anaya-Aguilar Carmen
Faculty of Commerce and Administration of Tampico, Autonomous University of Tamaulipas, Tampico, Mexico.
CETYS University, Tijuana, Mexico.
BMC Psychol. 2025 Jul 1;13(1):686. doi: 10.1186/s40359-025-02980-x.
This study focuses on analysing the relationship between digital innovation, innovation culture, creativity, and happiness at work in the context of small and medium-sized enterprises (SMEs) in Mexico. As digitalisation transforms work processes, it becomes essential to understand how these factors interact and impact employee well-being, especially in emerging economies.
The research adopted a non-experimental quantitative approach using a cross-sectional design. A multigroup analysis was applied through Structural Equation Modelling (SEM) to examine the relationships between variables in two groups of companies (small and medium-sized). The sample included 208 workers from various sectors in Mexico. Likert scale questionnaires, based on validated instruments, were used to measure digital innovation, innovation culture, creativity, and happiness at work.
The results revealed that digital innovation positively impacts employee creativity, especially in small companies (β = 0.140, p < 0.10), where more flexible structures allow greater autonomy. However, in medium-sized companies, the effect of digital innovation on happiness at work largely depends on an innovation culture (β = 0.533, p < 0.001) that promotes experimentation and collaboration. Creativity has a positive and significant effect on happiness at work (β = 0.447, p < 0.001), highlighting the importance of an organisational environment that values creativity. The model explained 67.2% of the variance in happiness at work, emphasising the crucial role of these variables in enhancing employee well-being.
The study confirms that the synergy between digital innovation, innovation culture, and creativity is crucial for fostering happiness at work, although the effect varies depending on company size. In small companies, organisational flexibility facilitates the direct effect of digitalisation on creativity and happiness at work. However, in medium-sized companies, a stronger focus on innovation culture is required to maximise these benefits. These findings suggest the need for differentiated strategies to promote organisational well-being across companies of different sizes.
本研究聚焦于分析墨西哥中小企业背景下数字创新、创新文化、创造力与工作幸福感之间的关系。随着数字化改变工作流程，了解这些因素如何相互作用并影响员工福祉变得至关重要，尤其是在新兴经济体中。
本研究采用非实验性定量方法，采用横断面设计。通过结构方程模型（SEM）进行多组分析，以检验两组公司（小型和中型）中变量之间的关系。样本包括来自墨西哥各行业的208名员工。基于经过验证的工具的李克特量表问卷用于测量数字创新、创新文化、创造力和工作幸福感。
结果显示，数字创新对员工创造力有积极影响，尤其是在小公司（β = 0.140，p < 0.10），那里更灵活的结构允许更大的自主权。然而，在中型公司中，数字创新对工作幸福感的影响很大程度上取决于促进实验和协作的创新文化（β = 0.533，p < 0.001）。创造力对工作幸福感有积极且显著的影响（β = 0.447，p < 0.001），凸显了重视创造力的组织环境的重要性。该模型解释了工作幸福感方差的67.2%，强调了这些变量在提高员工福祉方面的关键作用。
该研究证实，数字创新、创新文化和创造力之间的协同作用对于促进工作幸福感至关重要，尽管其效果因公司规模而异。在小公司中，组织灵活性促进了数字化对工作创造力和幸福感的直接影响。然而，在中型公司中，需要更加强调创新文化以最大化这些益处。这些发现表明需要针对不同规模的公司制定差异化战略，以促进组织福祉。
