数字化工作重塑及其对工作绩效的促进作用：基于人-任务-技术匹配视角

doi:10.3724/SP.J.1042.2023.01133

摘要/Abstract

摘要：

随着数字经济和数字技术的蓬勃发展, 企业数字化转型已从部分头部企业的“可选项”转变成了更多企业的“必选项”。然而, 很多企业在数字化转型过程中面临着绩效增长慢、转型持续力不足等问题。员工数字能力、数字技术及数字化工作要求间的不匹配(即人-任务-技术不匹配)是导致上述困境的主要原因之一。员工如何积极主动地改变数字化工作特征环境、实现人-任务-技术匹配, 从而提升工作绩效已成为兼有时代特色和现实意义的问题。因此, 本项目拟综合运用访谈法、多源多时点问卷调查、日志调查等方法, 聚焦于数字化工作这一新的工作实践, 尝试结合工作重塑研究和人-任务-技术匹配思想, 率先提出数字化工作重塑概念, 并系统探讨其对工作绩效的促进机制。同时从同事、领导及组织结构角度, 考察同事对数字化工作重塑支持、数字化领导、低组织正式化在员工数字化工作重塑影响其工作绩效过程中发挥的调节作用。本项目研究有望为工作重塑研究开拓新的研究主题, 同时从自我管理、主动适应视角推进员工数字化研究, 并为员工主动适应数字化转型、提高工作绩效提供理论依据和实践指导。

关键词: 数字化, 数字化工作重塑, 人-任务-技术匹配, 工作绩效

Abstract:

With the booming development of digital economy and digital technology, digital transformation has changed from an “optional” choice for some leading enterprises to a "mandatory" requirement for more enterprises. However, many companies face several problems in the digital transformation process such as slow performance growth and insufficient transformation sustainability. Among possible reasons for these problems, the misfit between employees' digital competencies, digital technologies, and digital job demands (i.e., individual-task-technology misfit) is the main one. Therefore, understanding how employees can proactively change the digital job environment and increase individual-task-technology fit to improve job performance has both theoretical and practical implications. On the basis of the new work environment element of digital technology, this project intends to introduce the individual-task-technology fit theory and explore new digital job crafting strategies to help employees actively adapt to the digital transformation of enterprises and promote individual-task-technology fit, in turn improving job performance.
Specifically, this project focuses on digital work, a new type of work practice, with particular attention to employees' adaptation to digital work. In order to help employees adapt to and manage their digital work, this project will propose a new concept called digital job crafting, which refers to the process by which employee make physical and cognitive changes in digital task characteristics, interpersonal interactions, and digital technology use in order to match personal needs, digital technology use, and digital work demands. We propose that digital job crafting promotes job performance via individual-task-technology fit. We intend to use multi-wave surveys and diary surveys to explore the mechanisms for the effect of digital job crafting on employees' job performance. Meanwhile, from the perspectives of colleagues, leaders, and organizational structure, this project will examine digital job crafting support, digital leadership, and organizational formalization as potential boundary conditions of the relationship between digital job crafting and job performance.
This project firstly proposes the concept of “digital job crafting” and develops a theoretical model of the promoting mechanism of digital job crafting on job performance. This project will contribute to expanding digital job research from a proactive adaptation perspective and initiate new research themes for job crafting research. It also provides theoretical guidance and practical intervention plans for employees to proactively adapt to digital transformation and gain digital intelligence dividends.

Key words: digitalization, digital job crafting, individual-task-technology fit, job performance

中图分类号:

B849: C93

史燕伟, 谢菊兰, 王雅妮, 张南. (2023). 数字化工作重塑及其对工作绩效的促进作用：基于人-任务-技术匹配视角. 心理科学进展 , 31(7), 1133-1145.

SHI Yanwei, XIE Julan, WANG Yani, ZHAGN Nan. (2023). Digital job crafting and its positive impact on job performance: The perspective of individual-task-technology fit. Advances in Psychological Science, 31(7), 1133-1145.

图/表 1

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