管理工程学报2026，Vol.40Issue(1)：74-86,13.DOI:10.13587/j.cnki.jieem.2026.01.005
数字技术培训对员工数字化创造力的影响机制研究
Research on the influence mechanisms of digital technology training on employee digital creativity
摘要
Abstract
In an era of increasing digitalization,the key factors for the success of corporate organizations in global market competition have fundamentally changed.One of the key challenges is how organizations can develop and enhance employees' work skills in the digital age to achieve the most innovative outcomes.Although scholars have pointed out that the future workforce should possess digital skills and mindsets,research on another essential competency for organizational success in the digital era—"digital creativity"—remains limited.While creativity has long been a popular research topic,the traditional concept of creativity needs to be reinterpreted from the perspective of digital technology as it increasingly permeates personal and professional life.Digital creativity refers to employees' ability to generate new ideas and support business processes using digital technology.Employees' digital creativity not only improves their own job performance but also brings innovation potential to the organization.Therefore,an important issue facing current human resource management is how to stimulate employees' digital creativity. Based on social cognitive theory,this study introduces digital technology training as a factor influencing employees' digital creativity and examines the mediating role of digital self-efficacy in the relationship between digital technology training and employees' digital creativity.Moreover,this study also develops a three-way interaction model to explore the joint moderating effects of self-leadership and leadership empowerment on the relationship between digital technology training and employees' digital self-efficacy,as well as the mediating effect of digital self-efficacy. To test the proposed hypotheses,this study conducted a three-month survey using questionnaires with employees from Chinese manufacturing firms.At Time 1,500 employees were invited to complete a questionnaire that included measures of demographic characteristics,digital technology training,self-leadership,and leadership empowerment,with 432 valid responses collected.At Time 2,414 employees provided valid responses to measures of digital self-efficacy and creative self-efficacy.At Time 3,362 employees reported information related to digital creativity.After matching and excluding invalid data,346 valid questionnaires were obtained for data analysis. Through path analysis using Mplus8.3 software,the empirical study reveals that digital self-efficacy mediates the positive relationship between digital technology training and employees' digital creativity.Self-leadership positively moderates the relationship between digital technology training and employees' digital self-efficacy.Additionally,the three-way interaction among digital technology training,self-leadership,and leadership empowerment has a positive effect on employees' digital self-efficacy and digital creativity.Specifically,when employees have high levels of both self-leadership and leadership empowerment,the positive indirect relationship between digital technology training and employees' digital creativity through digital self-efficacy is most pronounced. This study makes the following three important contributions to existing research:First,by examining the impact of digital technology training as a human resource management practice on employees' digital creativity,this study offers a novel research perspective on enhancing employee digital creativity in the digital era.Second,grounded in the social cognitive theory framework,it examines the mediating role of digital self-efficacy and elucidates the motivational mechanism of how digital technology training influences employees' digital creativity.Finally,by investigating the moderating effects of leadership empowerment and employee self-leadership on both the relationship between digital technology training and digital self-efficacy,and the mediating effect of digital self-efficacy,this study addresses the limitation in previous research regarding the insufficient consideration of multiple boundary conditions. The research conclusions provide the following practical insights for enterprises to effectively stimulate employees' digital creativity:First,conducting digital technology training is crucial for enhancing employees' digital creativity.Therefore,companies should prioritize such training,ensuring that the content covers fundamental digital skills and mindsets,and aligns with employees' needs.Second,it is also essential to take effective measures to boost employees' digital self-efficacy.Specifically,companies should create a supportive environment where employees can successfully apply digital technology,share success stories of digital technology use,provide positive feedback,and organize digital skills competitions.Finally,leaders should empower and support employees' autonomous learning and growth.This approach is particularly beneficial for employees with strong self-leadership abilities,helping them gain more from digital technology training,thereby enhancing their digital self-efficacy and better stimulating their digital creativity.关键词
数字技术培训/数字自我效能感/数字化创造力/自我领导力/领导授权Key words
Digital technology training/Digital self-efficacy/Digital creativity/Self-leadership/Leader empowerment分类
管理科学引用本文复制引用
谢鹏,马璐,韦依依..数字技术培训对员工数字化创造力的影响机制研究[J].管理工程学报,2026,40(1):74-86,13.基金项目
国家自然科学基金项目(72262018) （72262018）
广西民族大学引进人才科研项目(301670662) The National Natural Science Foundation of China(72262018) （301670662）
The Guangxi Minzu University's Talent Introduction and Scientific Research Project(301670662) （301670662）
