员工数字化转型抗拒：概念维度、量表开发与前因检验

摘要/Abstract

摘要： “以人为本”是企业数字化转型的底层逻辑，然而在转型实践中，员工作为基层实施者的认知和诉求却常被忽视。面对由此引发的管理新难题，深入研究员工对数字化转型的抗拒心理已成为学术界和实业界的共同呼声。本研究综合运用质性与定量方法，探讨员工数字化转型抗拒的内涵维度、量表工具与前因机制。研究一运用扎根理论方法探讨了员工数字化转型抗拒的内容结构，挖掘出工作自由侵扰抗拒、主体权益威胁抗拒和付出回报失衡抗拒三个维度。研究二在构建初始量表的基础上，结合探索性(N=205)与验证性(N=547)因子分析方法完成量表开发，确立了二阶三因子的测量模型，并运用多种验证方法确保其具有良好的信度和效度。研究三(N=255)结合资源保存理论，分析并验证了数字变革型领导对员工数字化转型抗拒的抑制作用，以及数字变革自我效能感的中介作用，检验了员工数字化转型抗拒量表的法则效度。研究结果不仅在理论上界定了员工数字化转型抗拒的概念维度，还为后续实证研究提供了具体可操作的量表工具，更为企业克服数字化转型的内部障碍提供了实践启示。

关键词: 员工数字化转型抗拒, 量表开发, 扎根理论, 数字变革型领导, 数字变革自我效能感

Abstract: “People as the core” is the underlying logic of enterprise digital transformation. However, during the digital transformation process, the feelings and demands of employees, as the grassroots implementers, are frequently overlooked. To solve this new organizational management problems, both academics and industrial practitioners need to make an in-depth research on employees' resistance to digital transformation. In response, this study integrates qualitative and quantitative research methods to explore the connotative dimensions, measurement tools, and antecedent mechanisms of employees' resistance to digital transformation. Study 1 employs grounded theory to explore the content structure of employees' resistance to digital transformation, uncovering three dimensions: resistance to the intrusion of work freedom, resistance to the threat of individuals' rights, and resistance to the imbalance of effort and reward. Study 2 develops the scale based on the initial one by combining exploratory(N=205) and confirmatory(N=547) factor analysis methods, establishing a second-order and three-factor measurement model, and employing various methods to ensure its good reliability and validity. Study 3(N=255) draws on the conservation of resources theory to analyze and verify the inhibitory effect of digital transformational leadership on employees' resistance to digital transformation, and the partial mediation effect of digital transformational self-efficacy. The nomological validity of the scale measuring employees' resistance to digital transformation is confirmed based on this result. The research findings not only theoretically define the conceptual dimensions of employees' resistance to digital transformation but also provide concrete and operational scale tools for subsequent empirical research, and further offer practical inspirations for enterprises to overcome internal obstacles in digital transformation.

Key words: employees' resistance to digital transformation, scale development, grounded theory, digital transformational leadership, digital transformational self-efficacy

张樨樨, 郝兴霖. 员工数字化转型抗拒：概念维度、量表开发与前因检验[J]. 管理评论, 2026, 38(1): 153-166.

Zhang Xixi, Hao Xinglin. Employees' Resistance to Digital Transformation: Conceptual Dimensions, Scale Development and Antecedent Examination[J]. Management Review, 2026, 38(1): 153-166.

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