摘要
随着数字技术的深度渗透与应用,企业数字化转型已成为推动经济发展的重要引擎。然而,这一进程在提升运营效率的同时,也带来了工作与生活边界模糊、职业倦怠加剧、技能更新压力等多重员工福祉挑战。基于组织支持感理论视角,本研究系统探讨了数字化转型如何通过影响员工的组织支持感知,进而对其幸福感产生双重作用。研究指出,数字化转型过程中出现的“永远在线”文化、社交疏离感及绩效监控等问题,其根源在于组织支持的缺失或错位。据此,本文从情感性支持与工具性支持两个维度,构建了一套系统化、可操作的员工幸福感提升策略体系,具体包括构建包容性文化、强化数字领导力、优化数字工具与流程、完善培训与激励机制等。本研究不仅丰富了数字化转型与员工幸福感关系的理论探讨,也为企业在实践中通过强化组织支持来缓解数字化负面影响、提升员工体验与组织效能提供了切实可行的路径。
With the deep penetration and application of digital technology,corporate digital transformation has become a significant engine driving economic development.However,while enhancing operational efficiency,this process also brings multiple challenges to employee well-being,such as the blurring of work-life boundaries,increased job burnout,and pressure for skill updates.From the perspective of Perceived Organizational Support(POS)theory,this study systematically explores how digital transformation exerts a dual impact on employee well-being by influencing their perception of organizational support.The research indicates that issues emerging during digital transformation,such as the"always-on"culture,social alienation,and performance monitoring,stem from the absence or misalignment of organizational support.Accordingly,building upon the two dimensions of emotional support and instrumental support,this paper constructs a systematic and actionable strategy system for enhancing employee well-being.Specific strategies include fostering an inclusive culture,strengthening digital leadership,optimizing digital tools and processes,and improving training and incentive mechanisms.This study not only enriches the theoretical discussion on the relationship between digital transformation and employee well-being but also provides a practical pathway for enterprises to mitigate the negative impacts of digitalization and enhance employee experience and organizational effectiveness by strengthening organizational support in practice.
作者
张猛
ZHANG Meng(Henan Polytechnic University,Jiaozuo 454000,China)
关键词
数字化转型
员工幸福感
组织支持感
人力资源管理
策略体系
digital transformation
employee well-being
perceived organizational support
human resource management
strategy system
