【摘要】 基于社会认知理论，从人力资源管理过程视角出发，解析数字化人力资源管理如何通过增强员工感知的人力资源管理强度促进员工创新行为，同时，引入组织创新激励政策作为权变因素，考察其在员工感知的人力资源管理强度与员工创新行为之间的调节作用以及被调节的中介效应。采用235份员工三时点调研数据，使用Mplus7.0进行路径分析以检验研究假设，结果表明：(1)数字化人力资源管理与员工感知的人力资源管理强度正相关；(2)员工感知的人力资源管理强度与员工创新行为正相关；(3)员工感知的人力资源管理强度在数字化人力资源管理与员工创新行为之间具有显著中介作用；(4)组织创新激励政策在员工感知的人力资源管理强度与员工创新行为之间具有显著调节作用；(5)组织创新激励政策显著正向调节员工感知的人力资源管理强度在数字化人力资源管理与员工创新行为之间的中介效应。更多还原

【Abstract】 In recent years, the rapid development of the digital economy has brought profound digital changes in the management of human resources in companies. Digital human resource management has thus become a hot topic in the theoretical community. Digital human resource management has a range of new features that are expected to help improve organizational effectiveness in some ways, and is one of the most important tools for cultivating agile organizational capabilities in the digital age. However, there is limited theoretical and empirical evidence to demonstrate the link between digital human resource management and key organizational outcomes, making it difficult to adequately and effectively guide the implementation of digital human resource management in practice. It is of significance to expand the understanding of the impact effects of digital human resource management. In an external business environment with increasing uncertainty, innovation is inextricably linked to the survival and development of enterprises, and employees are the key performers of their innovative activities. This is why previous research has paid particular attention to establishing the link between human resource management and employees′ innovative behavior. In particular, in the digital economy the high frequency of competitive rhythms has increased the demand for employee innovation in all types of enterprises. However, there has been a lack of research on whether and how digital human resource management affects employees′ innovative behavior to date. In the context of the above statement, this study analyzes how digital human resource management promotes employees′ innovative behavior by enhancing their perceived strength of human resource management system based on social cognitive theory and from the perspective of human resource management process. The organizational innovation incentive policy is also introduced as a contingency factor to examine its moderating effect among employees′ perceived strength of human resource management system and employees′ innovation behavior and the corresponding mediating effect of being moderated. The study further uses 235 employee three-wave time-lagged research data and conducts path analysis using Mplus 7.0 to test the research hypotheses. The results show that first digital human resource management is positively correlated with employees′ perceived strength of human resource management system; second, employee perceived strength of human resource management system and employee innovative behavior are positively correlated; third, employee perceived strength of human resource management system has a significant mediating role between digital human resource management and employee innovative behavior; fourth, organizational innovation incentives have a significant moderating effect between employees′ perceived strength of human resource management system and employees′ innovative behavior; fifth, organizational innovation incentive policies significantly and positively moderate the mediating effect of employee perceived strength of human resource management system between digital human resource management and employee innovation behavior. This study makes several theoretical contributions: by constructing and testing the relationship line of “digital human resource management → employee perceived strength of human resource management system → employee innovative behavior”, the results and aftereffects of digital human resource management are strongly expanded.On the one hand, the antecedents of employee innovative behavior are also enriched in the relevant context of the digital economy. On the other hand, by demonstrating the contingency effect of organizational innovation incentives on the relationship between employees′ perceived strength of human resource management system and their innovative behaviors, it enriches the boundaries of the human resource management process mechanism(captured by employees′ perceived strength of human resource management system) from the perspective of human resource management content, and thereby responds to previous research on exploring human resource management processes. It also responds to the call of previous studies to explore the interactive effects of human resource management processes and content. There are new ideas for companies to work on their management practices. The study inspires companies to build superior digital human resource management systems to improve the strength of human resource management system and stimulate employee innovation, as well as focus on building organizational strength of human resource management system. Finally, the positive moderating effect of organizational innovation incentive policies on the relationship between employees′ perceived strength of human resource management system and their innovative behavior is pointed out, suggesting companies to develop and implement innovation-oriented management policies to motivate employees to be more innovative.更多还原