| 1,432 | 0 | 287 |
| 下载次数 | 被引频次 | 阅读次数 |
已有研究聚焦数智化对员工效率的积极影响,但鲜有研究基于延迟退休与老龄化的现实国情,关注年长员工的适应需求并探讨工作场所数智化给该群体带来的冲击和挑战。鉴于此,本研究基于压力认知评价理论,引入转型机会和转型威胁的双重中介,探讨工作场所数智化对年长员工适应绩效的双刃剑作用机制。基于291名专精特新企业年长员工的数据分析发现:工作场所数智化通过增加年长员工的转型机会,最终正向影响适应绩效;工作场所数智化同时导致年长员工的转型威胁,最终负向影响适应绩效;企业内年龄刻板印象越高,工作场所数智化对年长员工转型机会的正向影响越小,同时工作场所数智化对转型威胁的正向影响越强。研究在数智化与老龄化双重背景下探究了年长员工适应需求,揭示了工作场所数智化对年长员工“阻力”亦“助力”的双重效果,丰富了年龄包容型人力资源理论,为企业减少数智化转型威胁、消除年龄刻板印象,最终赋能年长员工生涯适应提供了借鉴。
Abstract：Existing research predominantly focuses on the positive effects of digital intelligence transformation on employee efficiency, yet few studies address the adaptation needs of older employees or examine the challenges and impacts of workplace digitalization and intelligence on this group within the context of delayed retirement and population aging. To bridge this gap, this study, grounded in the stress cognitive appraisal theory, investigates the dual-effect mechanism of workplace digitalization and intelligence on older employees' adaptive performance by introducing the dual mediating roles of transformation opportunities and threats. Analysis of data from 291 older employees in SRDI enterprises reveals that workplace digitalization and intelligence positively influences adaptive performance by enhancing transformation opportunities, while simultaneously exerting a negative influence by increasing transformation threats. Furthermore, higher levels of age-based stereotypes within an enterprise weaken the positive impact of workplace digitalization and intelligence on transformation opportunities for older employees and strengthen its positive impact on transformation threats. Conducted against the dual backdrop of digitalization and aging, this research explores the adaptation needs of older employees, uncovering the dual nature of workplace digitalization and intelligence as both a "hindrance" and a "facilitator", enriches age-inclusive human resource theory, and offers insights for enterprises to mitigate digital transformation threats, eliminate age stereotypes, and ultimately empower career adaptation for older employees.
1.曾薇,邹丽娜,倪爽.(2023).被支持还是被监控？网络半透明对情感承诺的双刃剑效应.中国人力资源开发, 40(7),34-49.
2.陈耘,陈祝慧,赵富强,刘晰.(2023).身未老,心先衰？老龄化本质主义信念影响工作倦怠的作用机制研究.中国人力资源开发, 40(3), 24-36.
3.党红艳,李云鹏.(2023).数字技术创新背景下的员工转型:整合框架与研究展望.科技进步与对策, 40(23), 149-160.
4.董韫韬,汤明月,陈晓萱.(2024).数字化变革中的沟通措辞——机会与威胁措辞影响员工技术采纳的机制与边界条件.外国经济与管理, 46(10), 135-152.
5.傅金娣,孙元,胡峰.(2025).企业数字化社交技术使用如何赋能员工即兴能力？——基于交互记忆的视角.管理世界, 41(1), 168-189.
6.高中华,徐燕.(2023).智能制造师徒关系理论构建及对团队双元创新的驱动机制.心理科学进展, 31(8), 1411-1428.
7.郭爱妹.(2022).“内化”抑或“分离”:年龄刻板印象对成功老化的影响.南京师大学报(社会科学版),(6), 105-114.
8.韩颖,许薛璐.(2024).人工智能技术与人力资本结构升级:内在机理与经验检验.江西财经大学学报,(2):13-26.
9.姜平,宗宽道,赵琛徽,龙立荣.(2025).化阻力为助力:企业数字化转型中反向师徒制的有效性及作用机制.心理科学进展, 33(7), 1-20.
10.刘小禹,余彩婷.(2024).悲欣交集:数字技术与员工情绪.外国经济与管理, 46(6), 134-152.
11.毛宇飞,胡文馨,曾湘泉.(2024).数智化技术应用如何影响人力资源从业者的创新绩效?.经济管理, 46(12), 81-103.
12.穆怀中,赵志超,杜芳雨.(2024).数智时代何以共同奋斗?——工作场所数智化对劳动者福利态度的影响.郑州大学学报(哲学社会科学版), 57(6), 26-34.
13.宋建,王怡静.(2024).企业数字化转型是就业机遇还是替代危机:来自中国上市公司文本分析的证据.中国软科学,(4), 131-143.
14.汤丹丹,温忠麟.(2020).共同方法偏差检验:问题与建议.心理科学, 43(1), 215-223.
15.万鹏宇,郑景丽,张振铎.(2024).艺多真不压身?副业对多重职业者职业应对效能的双刃剑作用.商业经济与管理,(11), 43-51.
16.王艳霞,周珊.(2024).个人-工作匹配视角下的人机协作身份威胁与工作重塑.中国人力资源开发, 41(8), 23-37.
17.文革,黄聪.(2024).数字化时代技术冲击意识对职场焦虑影响研究:悖论思维的调节作用.中国人力资源开发,41(8), 38-52.
18.辛迅,刘婷婷.(2023).工作中成功老龄化的前因机制.心理科学进展, 31(11), 2183-2199.
19.邢新朋,周雨洁,王建华,刘天森.(2024).基于扎根理论的员工数字化转型抗拒因素与缓释路径研究.科技进步与对策, 41(21), 120-130.
20.叶龙,刘怡彤,郭名,杨松林.(2023).年长员工相对剥夺感对知识隐藏行为的影响:组织心理所有权和年龄刻板印象威胁的作用.中国人力资源开发, 8(8), 6-22.
21.张乐,陈菊红,董海林,王昊.(2024).制造企业数智化能力:维度探索与量表开发.科技进步与对策, 41(11), 79-88.
22.张艳华.(2024).人工智能技术对就业的替代效应——来自劳动者工作任务视角的经验验证.中国流通经济, 38(10),3-17.
23.张振铎,孙谋轩,钟杰.(2022).接受与给予帮助行为匹配对适应性绩效的影响.管理科学, 35(3), 16-29.
24.张志菲,罗瑾琏,李树文,唐慧洁,王象路.(2024).企业数智化变革悖论应对的能力基础:悖论协同能力探索.西安交通大学学报(社会科学版), 44(1), 100-110.
25.周琦玮,李倩,梁爽.(2024).员工对企业数字化转型的反应研究:基于压力的理论视角.心理科学进展, 32(4), 594-615.
26.朱张祥,吴卫.(2025). AI冲击意识对旅游企业员工主动学习行为的影响研究:一个有调节的链式中介模型.旅游科学, 1-19.
27. Bal P. M., De L. A. H., Van D. H. B. I., Zacher H.,Oderkerk F. A.&Otten S.(2015). Young at heart, old at work?Relations between age,(meta-) stereotypes, self-categorization,and retirement attitudes. Journal of Vocational Behavior, 91, 35-45.
28. Dabi?M., Maley J. F.,?varc J.&Po?ek J.(2023). Futureof digital work:Challenges for sustainable human resourcesmanagement. Journal of Innovation&Knowledge, 8(2), 100353.
29. Duan Y., Liu H., Wang Z.&Tse H. H. M.(2024). Forthe sake of my job security:examining the effect of age-basedstereotype threat on older workers'knowledge hiding. Journal ofKnowledge Management, 29(1), 204-221.
30. Hanrahan E. A., Thomas C. L.&Finkelstein L. M.(2023).You're Too Old for That! Ageism and Prescriptive Stereotypes inthe Workplace. Work, Aging and Retirement, 9(2), 204-220.
31. Klein G.&Zwilling M.(2024). The Weakest Link:Employee Cyber-Defense Behaviors While Working from Home.Journal of Computer Information Systems, 64(3), 408-422.
32. Knight R. L., Chalabaev A., McNarry M. A., MackintoshK. A.&Hudson J.(2022). Do age stereotype-based interventionsaffect health-related outcomes in older adults? A systematic reviewand future directions. British Journal of Health Psychology, 27(2),338-373.
33. Kraimer M. L., Shaffer M. A., Bolino M. C., Charlier S.D.&Wurtz O.(2022). A transactional stress theory of global workdemands:A challenge, hindrance, or both? Journal of AppliedPsychology, 107(12), 2197-2219.
34. Li F., Liu S., Zhang F.&And Huang H.(2022).Moderating Effects of Self-Efficacy and Time Pressure on theRelationship Between Employee Aging and Work Performance.Psychology Research and Behavior Management, 15, 1043-1054.
35. Li J., Li H.&Fu B.(2025). The impact of technostress onolder workers seeking knowledge from younger colleagues:anemotional perspective. Internet Research.
36. Nagarajan N. R.&Sixsmith A.(2023). Policy Initiatives toAddress the Challenges of an Older Population in the Workforce.Ageing International, 48(1), 41-77.
37. Pfrombeck J., Burmeister A.&Grote G.(2024). Olderworkers'knowledge seeking from younger coworkers:Disentanglingcountervailing pathways to successful aging at work. Journal ofOrganizational Behavior, 45(1), 1-20.
38. Ra?ticováM.,?ácha J., LakomyM.&And Mishra P. K.(2025). Technostress Among Older Workers:A Central EuropeanPerspective. Psychology Research and Behavior Management, 18,1211-1225.
39. Sixsmith A., Horst B. R., Simeonov D.&Mihailidis A.(2022). Older People's Use of Digital Technology During theCOVID-19 Pandemic. Bulletin of Science, Technology&Society,42(1-2), 19-24.
40. Syrek C., Kühnel J., Vahle-Hinz T.&de Bloom J.(2022).Being an accountant, cook, entertainer and teacher—all at thesame time:Changes in employees'work and work-related well-being during the coronavirus(COVID-19) pandemic. InternationalJournal of Psychology, 57(1), 20-32.
41. Vailati R. F.&Pagnini F.(2022). Age-based stereotypethreat:a scoping review of stereotype priming techniques and theireffects on the aging process. Aging&Mental Health, 26(7), 1444-1450.
42. Van Veldhoven Z.&Vanthienen J.(2023). The role oftrade associations in the digital transformation of their industry.Digital Transformation and Society, 2(3), 235-256.
43. Vuchkovski D., Zalaznik M., Mitr?ga M.&Pfajfar G.(2023). A look at the future of work:The digital transformation ofteams from conventional to virtual. Journal of Business Research,163, 113912.
44. Wang C., Zhang Y.&Feng J.(2024). How do olderemployees achieve successful ageing at work through generativityin the digital workplace? A self-affirmation perspective. Journalof Occupational and Organizational Psychology, 97(4), 1475-1501.
45. Zhang Z., Xiao H., Gao W., Sun M.&Sun X.(2024).Information and communication technology availability demandand leadership behavior:A daily diary experience samplingmethod analysis. International Journal of Hospitality Management,122, 103845.
基本信息:
DOI：10.16471/j.cnki.11-2822/c.2025.12.001
中图分类号:F272.92;F49
引用信息:
[1]万鹏宇,郑景丽,吕潮林,等.阻力还是助力？工作场所数智化对年长员工适应绩效的影响[J].中国人力资源开发,2025,42(12):6-18.DOI:10.16471/j.cnki.11-2822/c.2025.12.001.
基金信息:
重庆市教委人文社会科学研究重点项目（25SKGH040）