【摘要】 聚焦于数字化转型情境之下，基于资源保存理论和工作要求-资源模型探析员工数字转型角色冲突影响员工创新绩效的作用机制，重点考察现场非正式学习在二者之间发挥的中介作用，以及数字技术可供性的调节作用。通过对237份问卷进行数据分析，结果表明，员工数字转型角色冲突负向影响员工创新绩效，现场非正式学习在二者间起到部分中介作用；随着数字技术可供性的提高，员工数字转型角色冲突对现场非正式学习的负向影响减弱，现场非正式学习在员工数字转型角色冲突和员工创新绩效间的中介作用同样减弱。因此，企业在推进数字化转型的同时，应关注员工角色状态，提升员工的数字技术可供性感知，从而降低员工因数字转型角色冲突对创新产生的不利影响。更多还原

【Abstract】 Focusing on the context of digital transformation, based on the resource conservation theory and job demand-resource model, this paper investigates employee digital transformation role conflict affecting employee innovation performance, with a focus on the mediating role of informal field-based learning and the moderating role of digital technology availability. According to the results of a data analysis of 237 valid questionnaires, employee digital transformation role conflict negatively affects employee innovation performance, and informal field-based learning partially moderates the relationship. With the improvement of digital technology availability, the negative impact of employee digital transformation role conflict on informal field-based learning is weakened, and the mediating role of informal field-based learning between employee digital transformation role conflict and employee innovation performance is also weakened. Therefore, while promoting digital transformation, enterprises should pay attention to the role status of employees and improve their perception of digital technology availability so as to reduce the adverse impact of employee digital transformation role conflict on innovation.更多还原