数字化领导力与员工创新行为

——基于社会信息加工的理论视角

张恒¹，高中华²

（1.山东工商学院 工商管理学院，山东 烟台 264005；

2.中国社会科学院 工业经济研究所，北京 100006）

摘要：数字经济时代，数字化领导力已成为推动组织数字化转型和实现颠覆性创新的关键要素，并日益受到学术界关注。然而，目前鲜有研究从组织的微观视角出发探讨数字化领导力对员工创新行为的影响。为此，依据社会信息加工理论，构建了一个有调节的中介模型，旨在深入剖析数字化领导力对员工创新行为的作用机理及其适用的边界条件。研究结果显示：(1)数字化领导力对员工创新行为具有正向影响；(2)数字化领导力通过激发员工学习目标导向进而增强其创新行为；(3)发展型人力资源管理实践会增强数字化领导力对员工学习目标导向的积极作用，进而调节学习目标导向在数字化领导力与员工创新行为的中介作用。即发展型人力资源管理实践水平较高时，数字化领导力将会激发更高的员工学习目标导向，进而增加员工创新行为。该研究不仅从组织微观层面拓展了学术界对数字化领导力影响员工认知和行为的认识，也为数字时代下的组织管理实践提供重要参考。

关键词：数字化领导力；学习目标导向；创新行为；发展型人力资源管理实践；社会信息加工理论

作者简介：张恒(1995—)，男，山东工商学院工商管理学院讲师；高中华(1984—)，女，中国社会科学院工业经济研究所研究员、教授、博士生导师，通信作者。

基金项目：国家社会科学基金重大项目“我国强化产业现代化人才支撑的实现路径与对策研究”(23ZDA065)

引用格式：张恒,高中华.数字化领导力与员工创新行为——基于社会信息加工的理论视角[J].首都经济贸易大学学报,2025,27(4):100-112.

Digital Leadership and Employee Innovation Behavior

—A Theoretical Perspective Based on Social Information Processing

ZHANG Heng¹, GAO Zhonghua²

(1. Shandong Technology and Business University, Yantai 264005;

2. Chinese Academy of Social Science, Beijing 100006)

Abstract: In recent years, as digital technologies continue to restructure business processes and new organizational forms, organizations increasingly need new types of leadership that can adapt to the digital context. Digital leadership is the ability of leaders to use a range of digital technologies and digital resources such as data to drive digital innovation and change, thereby influencing the attitudes, emotions, and behaviors of the members. The existing studies on digital leadership mainly focus on the theoretical analysis of the concept, structure, and influence of digital leadership, and there is little literature on the mechanism of digital leadership on employee innovation behavior from an organizational perspective. Based on the theory of social information processing, this study explores the intermediary mechanism of learning goal-oriented digital leadership's influence on employee innovation behavior and the boundary conditions of developmental human resource management practices from the perspective of individual information processing.

This study selected employees in regions such as Beijing and Shenzhen as research objects, covering intelligent manufacturing, medical care, transportation, finance, and other industries. In the first round of the survey, participants were asked to fill out questions about digital leadership, developmental human resource management practices, and basic demographic information. Half a month later, the same group was invited to participate in a second survey to evaluate their learning goal orientation and employee innovation behavior. Finally, after eliminating unqualified samples, 428 effective matching samples were obtained in two stages.

Data analysis shows that digital leadership positively affects employees' innovation behavior; digital leadership positively affects employees' innovation behavior through the learning goal-oriented intermediary transmission mechanism; the positive effect of digital leadership on subordinates' learning goal orientation is positively moderated by the developmental human resource management practices. Additionally, the developmental human resource management practices positively moderate the mediating role of digital leadership in influencing employees' innovative behavior through learning goal orientation, that is, there is a moderated mediating effect.

This study tests the positive effect of digital leadership on employee innovation behavior at the organizational level and expands its research scope in organizational behavior. From the perspective of individual information processing of leadership style, this study confirms the mediating role of learning goal orientation between digital leadership and employees' innovative behavior. This study finds that developmental human resource management practices are important boundary conditions for the application of digital leadership to individual innovation behavior. Enterprises should not only strengthen the cultivation and development of digital leadership but also pay attention to the training of employees' learning goal orientation, and maximize the role of developmental human resource management practices in the digital era.

Keywords: digital leadership; learning goal orientation; innovation behavior; developmental human resource management practices; social information processing theory

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