The impact of digital empowerment on open innovation performance of enterprises from the perspective of SOR

Abstract

IntroductionAs China’s digital transformation index continues to climb and market openness increases, the active implementation of open innovation embedded in digital innovation eco-networks is key to implementing sustainable innovation-driven strategies. The widespread use of digital technologies has broken through the traditional closed boundaries of enterprises and enhanced technology exchange, information communication and R&D collaboration with other innovation agents.However, many enterprises’ digital empowerment efforts only stay at the level of digital technology, but do not rise to the level of corporate strategy. How to comprehensively promote the change of enterprise digital empowerment and help enterprises build a sustainable open innovation ecosystem needs further research.MethodsThis article uses the structure equation model and the necessary condition analysis methods to combine the stimulus-organization-reaction (SOR) theory to analyze the conduction mechanism of digital authorization to open innovation from a cognitive perspective.Results(1) In the era of digital economy, digital empowerment emphasizes the initiative and adaptability of enterprises, and explores a sustainable digital road suitable for enterprises themselves; (2) Organizational emotional ability and organizational disordered atmosphere play a mediating role between digital empowerment and open innovation, but organizational emotional ability has a positive impact on open innovation, while organizational disordered atmosphere is the opposite. (3) Organizational identity positively regulates the relationship between the disordered atmosphere and open innovation.DiscussionThe development of digital technology has adapted deviations with traditional management models. Organizing the investment in digital construction should also pay attention to the digital training and digital thinking of organizational members.Organizations should provide organizational support through various channels, enhance employees’ organizational commitments to create a relationship -shaped psychological contract, regularly carry out digital education and organizational culture, reduce the differential atmosphere between teams, enhance the team’s awareness of cooperation and trust in the teamAnd overall consciousness.

Assessing the impact of employee-centric digital transformation initiatives on job performance: The mediating role of digital empowerment

“…Thus, these employee-centric initiatives significantly influence employees' empowerment and task accomplishment at the workplace. Furthermore, our findings are in line with existing research highlighting the relevance of digital skills training on employee empowerment and job performance (Lingling & Ye, 2023;Cirillo et al, 2023;Straub et al, 2023;Sam et al, 2022;Drydakis, 2022;Munawar et al, 2022;Monje Amor et al, 2021;Fawehinmi et al, 2020;Pham et al, 2020;Karacay, 2018). Also, the results of our study are in line with extant literature that highlights the importance of employees' access to digital platforms at the workplace on empowerment and job performance (Anderski et al, 2023;Jiang et al, 2023;Wang, Wan, Ma, Zhou & Chen, 2023;Bartczak, 2021;Sousa & Rocha, 2019).…”

“…It is essential in achieving efficiency, motivation and overall productivity of grassroots employees in this digital age (Peng & Tao, 2022). Employee digital empowerment requires providing and enabling workers with the digital resources, skills, and tools they need in order to use digital platforms and technology in their job efficiently so as to ensure tasks accomplishment at the workplace (Lingling & Ye, 2023). Based on several studies that have found significant mediating role of employee empowerment between structural empowerment and employees work effectiveness and productivity outcomes (Monje Amor et al, 2021;Hagerman et al, 2017;Hagerman, Skytt, Wadensten, Högberg & Engström, 2016;Meng, Jin & Guo, J.…”

When and how is team cognitive diversity beneficial? An examination of Chaxu climate

“…Second, Chaxu climate tends to engender disruptive social categorizations with status differences, attenuating the positive effects of cognitive diversity. Considering its widespread in Chinese organizations and easily recognized by employees [ 25 , 88 ], managers should pay close attention to initiatives that can decrease members’ shared perceptions of differential treatment. It is paramount to be transparent, objective, and fair when making human resource management (HRM) decisions.…”

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“…One of the key problems is the contradiction between digital technologies and traditional management models. Expanding digital technologies, while offering numerous benefits, can also exacerbate existing challenges in organisational management (Lingling & Li, 2023). This highlights the need for organisations to adapt their management models to make effective use of digital technologies.…”