人智协作中员工工作自主权对其创新行为的影响机制研究

The effects of employee work autonomy in human-intelligent system collaboration on innovative behavior

摘要:

随着智能系统在组织中的深入应用，现代组织正逐渐从传统的人人协作转向进一步叠加人智协作。以往研究缺乏人智协作特征因素对员工创新行为的影响研究。本研究基于资源保存理论构建了一个有调节的双中介模型，探析了人智协作中员工工作自主权对员工创新行为的“增益-减损”双重作用机制及其边界条件。通过对来自28家企业的414份员工问卷调查数据分析发现：（1）人智协作中员工工作自主权对员工创新行为产生显著正向影响；（2）自我效能感、阻碍性压力在人智协作中员工工作自主权和员工创新行为之间起中介作用；（3）人智关系正向调节了人智协作中员工工作自主权对自我效能感和阻碍性压力的影响，并强化了自我效能感和阻碍性压力在人智协作中员工工作自主权与员工创新行为之间的中介效应。研究结论揭示了人智协作中员工工作自主权对员工创新行为的作用机制，对组织引入智能系统推进人智协同组织变革实践具有重要启发意义。

Abstract:

As the integration of intelligent systems within organizations becomes increasingly prevalent, there is a discernible shift from conventional human-to-human collaboration to a more cohesive form of collaboration that encompasses both human participants and intelligent systems. The existing body of literature has largely neglected to examine the impact of the characteristics inherent in human-intelligent system collaboration on employee innovative behavior. Utilizing the conservation of resources theory, this study proposes a moderated dual-mediation model to explore the dual mechanisms at play and their boundary conditions concerning innovative behavior. An analysis of data gathered from 414 employee questionnaires across 28 organizations reveals several key findings: (1) Employee work autonomy within the context of human-intelligent system collaboration significantly enhances employee innovative behavior; (2) Self-efficacy and hindrance stress function as mediators in the relationship between employee work autonomy in human-intelligent system collaboration and innovative behavior; (3) The relationship between human and intelligent systems positively moderates the effect of employee work autonomy in human-intelligent system collaboration on self-efficacy and hindrance stress, thereby amplifying the mediating roles of self-efficacy and hindrance stress in the relationship between employee work autonomy in human-intelligent system collaboration and employee innovative behavior. These findings elucidate the mechanisms through which employee autonomy in human-intelligent system collaboration influences innovative behavior, providing valuable insights for organizations seeking to implement intelligent systems to enhance human-intelligent system collaboration and support organizational change initiatives.