인적자원관리에서의 디지털 트랜스포메이션과 업무몰입의 관계에 관한 연구 : 조직혁신의 매개효과 = A Relationship Analysis between Digital Transformation and Work Engagement in Human Resource Management -Mediating Effect of Organizational Innovation-

다국어 초록 (Multilingual Abstract)

Traditional Human Resource Management (HRM) is not efficient in daily affairs, which restricts the rapid development of enterprises to a certain extent. With the rapid development of information technology, Digital Transformation has become the key to the sustainable development of core competitiveness of enterprises, and how to use Digital Transformation to improve Human Resource Management has attracted much attention. Organizational Innovation plays an important role in Human Resource Management, which involves how to use HRM to promote innovation and development within the organization. This paper Absorption on the impact of Digital Transformation of Human Resource Management on Organizational Innovation and Work Engagement. This study aims to explore how the Digital Transformation of Human Resource Management affects Organizational Innovation to improve Work Engagement. Questionnaires are distributed to collect research data from employees. In this paper, we use prior research to design independent variables, dependent variables, and mediating variables, and establish hypotheses for data analysis. Organizational Innovation is used as a mediating variable, Digital Transformation is used as an independent variable, and Work Engagement is used as a dependent variable. The qualitative questionnaire survey method was used to obtain the subjective feelings and opinions of employees and managers, and SPSS was used to conduct empirical analysis to analyze the impact of HRM on Work Engagement from the perspective of Digital Transformation and Organizational Innovation. The research results show that the human resources department plays a bridge role in Digital Transformation and realizes the digitalization of HRM through the Leadership, Culture, and Intrinsic Motivation of Digital Transformation. Organizational Innovation increases employee Work Engagement by fostering a positive organizational Culture and encouraging innovative thinking and practices. In addition, the study also found that Digital Transformation can promote Organizational Innovation and job Work Engagement, and when organizations show a positive attitude towards digitalization, employees are also significantly more engaged, and they are more likely to feel the meaning and value of their work. The findings of this paper provide practical insights for HR professionals, highlighting that the rational and efficient use of Digital Transformation and Organizational Innovation in HRM can improve employee Work Engagement. Through this research, business leaders and HR professionals can better understand the importance of employee Work Engagement in Digital Transformation and Organizational Innovation. In addition, the study also proposes directions for future research in this area, suggesting further exploration of the relationship between HRM practices and organizational outcomes in different industry and cultural contexts.

목차 (Table of Contents)

• Chapter 1 Introductions 1
• 1.1 Research Background 1
• 1.2 Research Objectives and implications 3
• 1.2.1 Research Objectives 3
• 1.2.2 Research implications 4
• 1.3 Research Methods 6
• 1.4 Organization of the Dissertation 6
• Chapter 2 Literature Review 9
• 2.1 Research on HRM 9
• 2.1.1 Formation and Development of HRM 9
• 2.1.2 Definition of HRM 12
• 2.1.3 Theoretical Foundations of HRM 13
• 2.2 Research on Digital Transformation 15
• 2.2.1 Digitalization and Digital Transformation 15
• 2.2.2 Definition of Digital Transformation 16
• 2.2.3 The impact of Digital Transformation on HRM 18
• 2.3 Research on Organizational Innovation 20
• 2.3.1 The connotation of Employees' Innovative behavior 21
• 2.3.2 The connotation of Organizational Innovation 22
• 2.3.3 The impact of Organizational Innovation on HRM 24
• 2.4 Research on Work Engagement 26
• 2.4.1 The connotation of Work Engagement 26
• 2.4.2 Measurement of Work Engagement 27
• 2.4.3 Factors influencing Work Engagement 28
• 2.5 Related theories 29
• 2.5.1 Resource Dependency Theory 29
• 2.5.2 Complementarity Theory 30
• 2.5.3 Social Exchange Theory 31
• Chapter 3 Research Design 33
• 3.1 Research Model 33
• 3.2 Research Hypothesis 34
• 3.2.1 The relationship between Digital Transformation and Work Engagement 34
• 3.2.2 The mediating role of Organizational Innovation 38
• 3.3 Measurement 47
• 3.4 Data Collection and Analysis 51
• Chapter 4 Results and Analysis 54
• 4.1 Demographic Descriptive Statistics 54
• 4.1.1 Descriptive statistical analysis of the sample 54
• 4.1.2 Descriptive Analysis 56
• 4.2 Reliability Analysis 58
• 4.3 Analysis of Validity 61
• 4.4 Correlation Analysis 63
• 4.5 Regression Analysis 65
• 4.6 Hypothesis Results Test 70
• Chapter 5 Conclusion 73
• 5.1 Main Findings and Discussion 73
• 5.2 Implications 76
• 5.2.1 Theoretical Implications 77
• 5.2.2 Practical Implications 79
• 5.3 Limitations and Future Research 81
• 5.3.1 Limitations 81
• 5.3.2 Future Research 82
• References 86
• 국문초록 92
• Appendix: Questionnaire (English) 94
• Appendix: Questionnaire (Chinese) 99