领导AI符号化与员工数字化创造力:基于认知-情感个性系统理论

财经论丛 ›› 2026, Vol. 42 ›› Issue (10): 100-111.

领导AI符号化与员工数字化创造力:基于认知-情感个性系统理论

高中华¹, 张恒²

1.中国社会科学院工业经济研究所,北京 100006;
2.山东工商学院工商管理学院,山东烟台 264005

收稿日期:2025-03-12 出版日期:2026-10-10 发布日期:2026-10-09
通讯作者: 张恒(1995—),男,山东济宁人,山东工商学院工商管理学院讲师
作者简介:高中华(1984—),女,北京市人,中国社会科学院工业经济研究所研究员、教授
基金资助:
国家社会科学基金重大项目(23ZDA065)

Leaders AI Symbolization and Employees Digital Creativity: Based on the Cognitive-Affective Personality System Theory

GAO Zhonghua¹, ZHANG Heng²

1. Institute of Industrial Economics, Chinese Academy of Social Sciences, Beijing 100006, China;
2. School of Business and Management, Shandong Technology and Business University, Yantai 264005, China

Received:2025-03-12 Online:2026-10-10 Published:2026-10-09

摘要/Abstract

摘要： 近年来,随着数字技术的深度应用,如何有效激发AI工作场景下员工的数字化创造力,已成为企业数字化转型过程中亟待破解的关键议题。本文基于认知-情感个性系统理论,构建了一个有调节的链式中介模型,深入探讨领导AI符号化通过角色宽度自我效能感与和谐式工作激情对员工数字化创造力的激活路径,以及员工AI技能在该过程中的调节作用。通过对387份员工的两阶段匹配数据进行分析,结果表明:领导AI符号化显著正向预测员工数字化创造力;领导AI符号化分别通过角色宽度自我效能感与和谐式工作激情的单独中介作用,以及通过二者的链式中介作用促进员工数字化创造力;员工AI技能调节领导AI符号化对角色宽度自我效能感的正向影响,进而调节角色宽度自我效能感与和谐式工作激情在领导AI符号化与员工数字化创造力之间的链式中介作用。

关键词: 领导AI符号化, 数字化创造力, 角色宽度自我效能感, 和谐式工作激情, AI技能

Abstract: In recent years, with the widespread application of digital technologies, how to effectively stimulate employees digital creativity in AI-enabled work environments has become a critical issue to be addressed in the process of corporate digital transformation. Based on the cognitive-affective personality system theory, a moderated chain mediation model was constructed to analyze thoroughly the activation path of leaders AI symbolization on employees digital creativity through role breadth self-efficacy and harmonious work passion, as well as the moderating role of employees AI skills in this process. By analyzing the matched data from 387 employees at two stages, the results indicate that leaders AI symbolization can significantly and positively predict employees digital creativity. Leaders AI symbolization promotes employees digital creativity through the separate mediating roles of role breadth self-efficacy and harmonious work passion, as well as their combined chain mediation effect. Furthermore, employees AI skills moderate the positive impact of leaders AI symbolization on role breadth self-efficacy, thereby strengthening the chain mediation effect of role breadth self-efficacy and harmonious work passion in the relationship between leaders AI symbolization and employees digital creativity.

Key words: Leaders AI Symbolization, Digital Creativity, Role Breadth Self-efficacy, Harmonious Work Passion, AI Skills

中图分类号:

C933.2

高中华, 张恒. 领导AI符号化与员工数字化创造力:基于认知-情感个性系统理论[J]. 财经论丛, 2026, 42(10): 100-111.

GAO Zhonghua, ZHANG Heng. Leaders AI Symbolization and Employees Digital Creativity: Based on the Cognitive-Affective Personality System Theory[J]. Collected Essays on Finance and Economics, 2026, 42(10): 100-111.

参考文献

[1] Park J., Woo S. E., Kim J. Attitudes towards Artificial Intelligence at Work: Scale Development and Validation [J]. Journal of Occupational and Organizational Psychology, 2024, 97(3): 920-951.
[2] 张志学, 华中生, 谢小云. 数智时代人机协同的研究现状与未来方向[J]. 管理工程学报, 2024, 38(1): 1-13.
[3] Shao Z., Li X., Wang Q. From Ambidextrous Learning to Digital Creativity: An Integrative Theoretical Framework [J]. Information Systems Journal, 2022, 32(3): 544-572.
[4] 过旻钰, 朱永跃. 意义构建理论视角下领导积极结果框架对员工数字化创造力的影响研究[J]. 管理学报, 2024, 21(4): 550-559.
[5] Jia N., Luo X., Fang Z., et al. When and How Artificial Intelligence Augments Employee Creativity [J]. Academy of Management Journal, 2024, 67(1): 5-32.
[6] Tang P. M., Koopman J., Mai K. M., et al. No Person Is an Island: Unpacking the Work and After-Work Consequences of Interacting with Artificial Intelligence [J]. Journal of Applied Psychology, 2023, 108(11): 1766-1789.
[7] Bruno C. Creativity in the Design Process: Exploring the Influences of the Digital Evolution [M]. Cham: Springer, 2022.
[8] 王倞, 妥艳媜, 白长虹, 等. 数智时代组织的场景创造力构建机制研究——基于4家中国文旅企业的多案例分析[J]. 南开管理评论, 2024, 27(9): 4-16.
[9] 薛宪方, 邱泽敏, 郭晗, 等. 授权型领导对数字化创造力的影响机制研究[J]. 应用心理学, 2023, 29(6): 493-502.
[10] 朱健, 张彬. 因循守旧, 还是独辟蹊径?数字化领导对团队与个体创造力的多层次影响[J]. 科技进步与对策, 2023, 40(23): 129-139.
[11] 王倩. 数字化时代工作特征、个体特征与员工数字化创造力——创新自我效能感的中介作用和性别的调节作用[J]. 技术经济, 2020, 39(7): 72-79.
[12] He G., Liu P., Zheng X., et al. Being Proactive in the Age of AI: Exploring the Effectiveness of Leaders' AI Symbolization in Stimulating Employee Job Crafting [J]. Management Decision, 2023, 61(10): 2896-2919.
[13] 洪贝尔, 毛江华, 郭紫俊, 等. 领导的AI时尚: AI符号化与领导效能[J]. 外国经济与管理, 2024, 46(10): 121-134.
[14] Mischel W., Shoda Y. A Cognitive-Affective System Theory of Personality: Reconceptualizing Situations, Dispositions, Dynamics, and Invariance in Personality Structure [J]. Psychological Review, 1995, 102(2): 246-268.
[15] Schaubroeck J. M., Shen Y. M., Chong S. H. A Dual-Stage Moderated Mediation Model Linking Authoritarian Leadership to Follower Outcomes [J]. Journal of Applied Psychology, 2017, 102(2): 203-214.
[16] 刘云硕, 刘园园, 张帆, 等. 威胁还是挑战: 人工智能使用对员工创新绩效的双刃剑效应[J]. 财经论丛, 2024, 40(9): 91-102.
[17] Vallerand R. J., Blanchard C., Mageau G. A., et al. Les Passions de l'Âme: On Obsessive and Harmonious Passion [J]. Journal of Personality and Social Psychology, 2003, 85(4): 756-767.
[18] 张昊民, 孟洪林, 刘春秀, 等. 职场负面八卦会抑制员工越轨创新行为吗？一个被调节的链式中介模型[J]. 中国人力资源开发, 2022, 39(7): 26-40.
[19] 郭润萍, 龚蓉, 魏嘉, 等. 包容型领导与员工隐性知识共享——基于认知—情感人格系统理论视角[J]. 科学学与科学技术管理, 2025, 46(3): 185-198.
[20] 高天茹, 贺爱忠. 职场排斥对知识隐藏的影响机理研究: 一个被调节的链式中介模型[J]. 南开管理评论, 2019, 22(3): 15-27.
[21] Chowdhury S., Budhwar P., Dey P. K., et al. AI-Employee Collaboration and Business Performance: Integrating Knowledge-Based View, Socio-Technical Systems and Organizational Socialization Framework [J]. Journal of Business Research, 2022, 144: 31-49.
[22] 谢鹏, 马璐, 韦依依. 数字技术培训对员工数字化创造力的影响机制研究[J/OL]. 管理工程学报, 2026, 1-13. https://doi.org/10.13587/j.cnki.jieem.2026.01.
[23] Margherita E. G., Braccini A. M. Industry 4. 0 Technologies in Flexible Manufacturing for Sustainable Organizational Value: Reflections from a Multiple Case Study of Italian Manufacturers [J]. Information Systems Frontiers, 2023, 25(3): 995-1016.
[24] Tsai C. Y., Marshall J. D., Choudhury A., et al. Human-Robot Collaboration: A Multilevel and Integrated Leadership Framework [J]. The Leadership Quarterly, 2022, 33(1): 101594.
[25] 王雁飞, 黄佳信, 朱瑜. 基于认知-情感整合视角的包容型领导与建言行为关系研究[J]. 管理学报, 2018, 15(9): 1311-1318.
[26] 蒋建武, 龙晗寰, 胡洁宇. 工作场所人工智能应用对员工影响的元分析[J]. 心理科学进展, 2024, 32(10): 1621-1639.
[27] Parker S. K., Williams H. M., Turner N. Modeling the Antecedents of Proactive Behavior at Work [J]. Journal of Applied Psychology, 2006, 91(3): 636-652.
[28] Wu C. H., Parker S. K. The Role of Leader Support in Facilitating Proactive Work Behavior: A Perspective from Attachment Theory [J]. Journal of Management, 2017, 43(4): 1025-1049.
[29] Gong Y., Huang J., Farh J. Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy [J]. Academy of Management Journal, 2009, 52(4): 765-778.
[30] 黄勇, 崔敏, 颜卉. 见贤思齐: 领导创造力对员工创造力的跨层次影响机制[J]. 科学学与科学技术管理, 2021, 42(4): 158-174.
[31] Tierney P., Farmer S. M. Creative Self-Efficacy Development and Creative Performance over Time [J]. Journal of Applied Psychology, 2011, 96(2): 277-293.
[32] Odoardi C. The Relationship between Proactive Goal Generation and Innovative Behavior at Work [J]. Journal of Management Development, 2015, 34(5): 553-565.
[33] Liu D., Chen X. P., Yao X. From Autonomy to Creativity: A Multilevel Investigation of the Mediating Role of Harmonious Passion [J]. Journal of Applied Psychology, 2011, 96(2): 294-309.
[34] 孙甫丽, 蒋春燕. 自我决定视角下创新氛围、和谐型激情与员工持续创新行为研究[J]. 科技进步与对策, 2019, 36(10): 138-145.
[35] Wilson H. J., Daugherty P. R. Collaborative Intelligence: Humans and AIare Joining Forces [J]. Harvard Business Review, 2018, 96(4): 114-123.
[36] Xia Q., Chiu T. K., Lee M., et al. A Self-Determination Theory (SDT) Design Approach for Inclusive and Diverse Artificial Intelligence (AI) Education [J]. Computers and Education, 2022, 189: 104582.
[37] 朱永跃, 窦笑宇, 李炳耀. 主观社会地位对制造业工人工匠精神的影响: 基于认知-情感个性系统理论[J]. 技术经济, 2023, 42(8): 145-155.