工作安全感在数字化领导对工作满意度和生活满意度影响中的中介作用

IF 1.2 Q4 MANAGEMENT Marketing and Management of Innovations Pub Date : 2023-01-01 DOI:10.21272/mmi.2023.1-11
Ethem Topcuoglu, Onur Oktaysoy, S. Erdogan, Erdogan Kaygin, Engin Karafakioglu
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引用次数: 1

摘要

数字领导作为技术创新在企业生活中的反映而出现在管理思维中。除了拥有领导技能外,数字领导者还可以被定义为在信息技术方面有天赋,有远见,能够创新思考,提高公司绩效并创造业务所需的变革的领导者。文献强调,数字化领导实践和数字化转型努力可能会因为害怕失业、倾向于保持常规以及表现出对转型的抵制而失败。然而,人们认识到,这些方法通常是基于预见,并没有得到实际实践的支持。为此,本文试图利用资源基础观(Resource Based View, RBV)的应用结果来解释员工工作保障满意度在数字化领导对工作满意度和生活满意度的影响中的中介作用。这项研究对一家工业企业的403名员工进行了调查。通过Smart-PLS程序分析获得的数据,并使用结构方程模型测量中介效应。模型发现,数字领导对工作满意度有显著影响(0.199),对生活满意度有显著影响(0.182),对工作安全感感知有显著影响(0.312)。再次发现,工作安全感感知对数字领导对工作满意度的影响具有部分中介作用(0.156),工作安全感感知对数字领导对生活满意度的影响具有部分中介作用(0.150)。本研究表明,在设计良好的数字化转型中,数字化领导者可以提高员工的工作满意度和生活满意度,而工作安全感在这种提高中起中介作用。企业的数字化转型创造了一个环境,让高绩效员工比低绩效员工脱颖而出,并展示他们的才能。因此,可以认为数字技术对人才的突出性有显著影响,并通过利用RBV提高员工的工作满意度和生活满意度。由于其结构特征,数字化领导通过对组织的质的提升做出贡献,为企业更有效地利用人力资源,实现必要的组织转型,提高员工对工作安全感的感知铺平了道路。
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The Mediating Role of Job Security in The Impact of Digital Leadership on Job Satisfaction and Life Satisfaction
Digital leadership emerges as the reflection of technological innovation in business life into administration mentality. As well as possessing leadership skills, digital leaders can be defined as leaders who are talented in terms of information technologies, visionary, can think innovatively, increase the corporation’s performance and create the transformation required by the business. The literature emphasizes that digital leadership practices and digital transformation efforts can fail due to fear of being unemployed, the tendency to maintain the usual, and showing resistance to transformation. However, it is realized that these approaches are generally based on foresight and are not supported by real practices. In this regard, the mediating effect of job security satisfaction of employees on the impact of digital leadership upon job satisfaction and life satisfaction is tried to be explained with application findings by utilizing from Resource Based View (RBV). The study was conducted with 403 employees working in an industrial organization. The data obtained were analysed through the Smart-PLS program, and the mediating effect was measured using a structural equation model. The model found that digital leadership had a significant effect (0.199) on job satisfaction, digital leadership had a significant effect (0.182) on life satisfaction, and digital leadership had a significant effect of 0.312 on the perception of job security. Once again, it was found that the perception of job security had a partial mediating effect (0.156) on the effect of digital leadership upon job satisfaction, and the perception of job security had a partial mediating effect (0.150) on the effect of digital leadership upon life satisfaction. The present study indicated that in a well-designed digital transformation, digital leaders could increase employees’ job and life satisfaction, and job security had a mediating impact upon this increase. Digital transformation in businesses creates an environment that allows high-performing employees to stand out more than low-performing employees and to display their talents. Thus, it could be stated that digital technologies have a significant effect on the prominence of talented individuals and increase employees’ job satisfaction and life satisfaction by utilizing RBV, as well. As a consequence of its structural characteristics, digital leadership paves the way for more effective use of human resources in the enterprise, the realization of the necessary organizational transformation, and the increase in the perception of job security of the employees thanks to the contribution it provides to the qualitative improvement of the organization.
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