System for analyzing influence of digital technology application on work performance

Abstract

The invention relates to the technical field of data processing, in particular to a system for analyzing the influence of digital technology application on work performance. The intermediary variable of task remodeling is displayed, and the technology acceptance plays a role in adjusting, so that the association strength between the digital technology application and the task remodeling is influenced; the digital technology plays a core role in enterprise transformation, not only promotes the innovation of a business mode, but also deeply affects the working mode and performance of employees; task remodeling serves as a dynamic process that employees actively adjust working elements to better adapt to personal requirements and skills, and is a key for improving work performance. The technology acceptance theory refers to the digital technology acceptance degree of the employees and is determined by the perceptual usability and usefulness. According to the method, theoretical guidance and practical enlightenment are provided for organizing how to effectively utilize the digital technology in digital transformation, motivate employees to perform task remodeling and how to improve the technology acceptance so as to finally improve the work performance.

Description

Technical Field

[0001] The invention relates to the technical field of data processing, in particular to an analysis system based on the influence of digital technology application on work performance. Background Art

[0002] Against the backdrop of a rapidly rising uncertainty in the global economic environment, companies are experiencing unprecedented disruptive changes, which has dramatically shortened the window for digital transformation and faced more intensive and complex challenges. In this context, "reinventor" companies stand out, positioning talent strategy as the key to successful transformation, focusing on building an internal ecosystem that includes digital skills training and a positive culture of change. Companies are deeply aware that improving employees' digital skills and efficient human-machine collaboration can not only significantly enhance work efficiency, but also greatly stimulate employees' innovation potential. Therefore, full employee participation has become a necessary condition for digital transformation. Companies need to focus on optimizing employee experience, activate the capabilities and potential of each employee through this process, strengthen the active role of talents in transformation, ensure that everyone can play an active role in the transformation process, and jointly promote the company into the digital age.

[0003] There is a complex intermediary mechanism between the application of digital technology and the improvement of employee work performance, namely task reshaping, which requires enterprises to not only adopt technical tools, but also systematically reshape the nature of work and the roles of employees by optimizing work processes, improving employees' digital skills, and building a supportive organizational culture, so as to ultimately translate into significant performance improvements. Therefore, research should explore in depth how enterprises can effectively encourage employees to reshape their tasks during the digital transformation process to promote the continuous growth of employee performance, which is particularly critical in the face of a rapidly changing global economic environment and fierce market competition.

[0004] Digital economy is a new engine for national economic growth and a new driving force for sustainable development of enterprises. With the vigorous development of digital and information technology, more and more enterprises are introducing digital technologies such as big data, cloud computing, the Internet of Things, blockchain and artificial intelligence to achieve digital transformation and improve digital performance. The digital transformation of enterprises is to introduce advanced digital technologies into production management, organizational operations and R&D innovation. More and more scholars believe that in addition to relying on traditional technological innovation and market-driven transformation and upgrading, traditional manufacturing enterprises can also rely on the empowerment of digital technology for transformation and upgrading. The digital transformation boom is manifested in enterprises taking advantage of the opportunities brought by digital technology to take action, and digital technology triggers organizational strategic changes. As an important driving force for digital transformation, digital technology will help enterprises achieve sustainable development goals in the context of the digital economy era. Therefore, in the context of my country's digital transformation, how enterprises use digital technology to achieve high performance has become a research topic.

[0005] Most of the research on the paths, methods, and results of enterprise digital transformation focuses on the macro perspective and enterprise resources, and there are few studies that take into account the direct factors of the main technology users - employees. The application of digital technology is the key to digital transformation. Based on reality, the application of digital technology provides conditions for employees to change their working methods and improve work efficiency. Then, can the proactive behavior of employees when using digital technology applications serve as an intermediary factor affecting work performance, thereby becoming a key node between digital technology application and work performance? This chain effect needs to be further analyzed. Therefore, effectively mobilizing employees to adapt to and utilize digital technology is the key for enterprises to obtain the benefits of digital transformation, but existing research rarely pays attention to the key role of employee behavior in enterprises obtaining digital transformation performance. This invention explores this chain reaction from the perspective of employees. Summary of the invention

[0006] In order to make up for the shortcomings of the existing technology, the present invention proposes an analysis system based on the impact of digital technology application on work performance, so as to reveal the intrinsic connection between digital technology application, task reshaping and work performance, as well as the regulatory mechanism of technology acceptance therein.

[0007] The technical solution adopted by the present invention to solve the technical problem is as follows: the analysis system based on the impact of digital technology application on work performance described in the present invention is displayed through the mediating variable of task reshaping, and technology acceptance plays a moderating role, affecting the strength of the association between digital technology application and task reshaping; Digital technology plays a core role in corporate transformation. It not only promotes the innovation of business models, but also profoundly affects the working methods and performance of employees. Task reframing, as a dynamic process whereby employees proactively adjust job elements to better suit their individual needs and skills, is key to improving job performance; Technology acceptance theory refers to employees’ acceptance of digital technology, which is determined by perceived ease of use and usefulness, two factors that directly influence employees’ willingness and behavior to use technology; How digital technology plays a key role in enterprise transformation and in improving employee work performance; enterprises should attach importance to the rational application of digital technology, encourage employees to reshape their tasks, and at the same time improve technology acceptance to maximize the potential benefits of technology and promote the improvement of overall enterprise performance.

[0008] Preferably, through task reshaping, employees are able to adjust the difficulty, complexity, and workload of their work to match their personal abilities and needs, thereby increasing job satisfaction and engagement.

[0009] Preferably, employees can also enhance their work ability and autonomy and improve their work performance by acquiring and adjusting work resources; employees can indirectly promote performance improvement by changing their perception of work to make it more consistent with their personal interests, values ​​and career expectations, thereby enhancing their job identification and satisfaction.

[0010] Preferably, at the enterprise level, the level of technology acceptance not only reflects employees' attitudes toward digital technology, but also affects the actual application effect of digital technology in the work process; employees with high technology acceptance actively use digital technology to reshape tasks, thereby improving work performance.

[0011] Preferably, digital technologies include big data, cloud computing, the Internet of Things, artificial intelligence and blockchain; they constitute the technological cornerstone of the digital transformation of modern enterprises, improving connectivity, knowledge integration and the speed of innovation.

[0012] Preferably, the factors affecting task reshaping can be divided into individual factors, organizational environment and task characteristics. Individual factors include employee personality, motivation and skills; organizational environment includes leadership style, organizational culture and work atmosphere; task characteristics include task complexity, task importance and task relevance.

[0013] The beneficial effects of the present invention are as follows: To reveal the intrinsic connection between digital technology application, task reshaping and work performance, as well as the regulatory mechanism of technology acceptance therein. To verify whether digital technology application has a positive impact on work performance through the mediating variable of task reshaping, and to explore the regulatory effect of technology acceptance in this process. To provide theoretical guidance and practical inspiration for how organizations can effectively use digital technology in digital transformation, motivate employees to reshape tasks, and improve technology acceptance, so as to ultimately achieve improved work performance. This is of great significance for enterprises to formulate digital strategies, optimize human resource management, and enhance overall competitiveness. BRIEF DESCRIPTION OF THE DRAWINGS

[0014] The present invention is further described below in conjunction with the accompanying drawings and implementation modes.

[0015] Figure 1 It is a structural diagram of the present invention. DETAILED DESCRIPTION

[0016] In order to make the technical means, creative features, objectives and effects achieved by the present invention easy to understand, the present invention is further described below in conjunction with the accompanying drawings and preferred embodiments.

[0017] like Figure 1 As shown in the figure, an analysis system based on the impact of digital technology application on job performance is presented through the mediating variable of task reshaping, while technology acceptance plays a moderating role, affecting the strength of the association between digital technology application and task reshaping. Digital technology plays a core role in corporate transformation. It not only promotes the innovation of business models, but also profoundly affects the working methods and performance of employees. Task reframing, as a dynamic process whereby employees proactively adjust job elements to better suit their individual needs and skills, is key to improving job performance; Technology acceptance theory refers to employees’ acceptance of digital technology, which is determined by perceived ease of use and usefulness, two factors that directly influence employees’ willingness and behavior to use technology; How digital technology plays a key role in enterprise transformation and in improving employee work performance; enterprises should attach importance to the rational application of digital technology, encourage employees to reshape their tasks, and at the same time improve technology acceptance to maximize the potential benefits of technology and promote the improvement of overall enterprise performance.

[0018] Specifically as follows; Digital technology plays a core role in enterprise transformation. It not only promotes the innovation of business models, but also profoundly affects the working methods and performance of employees. Digital technologies, such as big data, cloud computing, the Internet of Things, artificial intelligence, and blockchain, constitute the technical cornerstone of the digital transformation of modern enterprises. They can significantly improve connectivity, knowledge integration, and innovation speed. However, the application of digital technology is not smooth sailing. The initial investment costs and management expenses may offset some performance improvements, making the direct benefits of technology less obvious. Therefore, this study focuses on the indirect impact of digital technology on employee work performance, especially through the mediating mechanism of task reshaping, to reveal that even under the initial cost challenges, digital technology can still promote the long-term development and competitive advantage of enterprises by improving employee performance.

[0019] Task reshaping, as a dynamic process in which employees proactively adjust job elements to better suit their personal needs and skills, is the key to improving job performance. Through task reshaping, employees can adjust the difficulty, complexity, and workload of their work to match their personal abilities and needs, thereby improving job satisfaction and engagement. In addition, employees can also enhance their work capabilities and autonomy by acquiring and adjusting work resources (such as information, skills, and social support), further improving their work performance. Job reshaping theory emphasizes that by changing employees' perceptions of their work to make it more consistent with their personal interests, values, and career expectations, they can enhance their job identity and satisfaction, thereby indirectly promoting performance improvement.

[0020] The Technology Acceptance Theory (TAM) points out that employees' acceptance of digital technology is mainly determined by perceived ease of use and usefulness, which directly affect employees' willingness and behavior to use technology. At the enterprise level, the level of technology acceptance not only reflects employees' attitudes towards digital technology, but also affects the actual application effect of digital technology in the work process. Employees with high technology acceptance are more likely to actively use digital technology to reshape tasks, thereby improving work performance.

[0021] In short, the relationship between digital technology, task reshaping and work performance is intricate, but through in-depth research, it can be revealed how digital technology plays a key role in corporate transformation, especially in improving employee work performance. Enterprises should attach importance to the rational application of digital technology, encourage employees to reshape their tasks, and improve technology acceptance to maximize the potential benefits of technology and promote the improvement of overall corporate performance. Through such research, it can not only provide empirical evidence for the digital transformation of enterprises, but also provide support for government decision-making and the healthy development of the industry, and jointly promote the sustainable development of society and economy.

[0022] In the application of information systems, digital technology is considered to have the following seven attributes: programmability, addressability, perceptibility, communicability, memorability, traceability, and relatability. The programmability and addressability of digital technology enable information systems to adapt to different usage scenarios and needs more flexibly. Perceptibility enables information systems to obtain environmental information in real time and make corresponding adjustments and optimizations based on this information. Communicability and relatability enable data exchange and collaboration between different devices to achieve the interconnection of information systems. Memorability and traceability enable information systems to record and store a large amount of historical data and analyze these data to provide more accurate and reliable decision support. Digital technology is widely used in information systems through its unique attributes, improving the flexibility, intelligence, environmental perception, device interconnection, and data storage and analysis capabilities of the system. These applications not only enrich the functions of information systems, but also significantly improve user experience, enabling information systems to better serve daily life and work. This is highly consistent with the concept of experience computing, that is, mediating and enriching people's daily experience through everyday objects embedded with computing power.

[0023] In enterprise management, digital technology is manifested in the form of three different but related elements in the field of enterprise application: digital components, digital platforms, and digital infrastructure. Digital components include digital software, applications, and digital media content, which provide specific functions or values ​​to users. Digital platforms refer to a series of shared service protocols and architecture systems that provide hosting services for digital components. Digital infrastructure refers to digital technology tools and systems that provide communication, collaboration, and computing services. In the relationship between the three, digital infrastructure acts as an external promoter, and digital components and digital platforms are the results of the digital transformation of enterprises.

[0024] Finally, from the perspective of the functions and purposes of digital technology, the main functions and purposes of digital technology are to improve efficiency, promote innovation, strengthen communication and collaboration, and support data-driven decision-making. By automating complex processes and tasks, digital technology has significantly improved operational efficiency and accuracy, increased corporate productivity, and optimized the efficiency of corporate resource use. At the same time, the application of big data and artificial intelligence technologies makes it possible to extract insights from unprecedented amounts of data to provide support for decision-making.

[0025] The factors affecting task reshaping can be divided into three levels: individual factors, organizational environment, and task characteristics. Individual factors include employee personality, motivation, and skills; organizational environment includes leadership style, organizational culture, and work atmosphere; and task characteristics include task complexity, task importance, and task relevance.

[0026] From previous studies, the mechanism of job crafting mainly affects the results of employees and organizations by changing job requirements, resources and job cognition. From the perspective of job requirements, employees adjust the difficulty, complexity and workload of their jobs to adapt their jobs to their abilities and needs, thereby improving their job satisfaction and work engagement. From the perspective of job resources, employees enhance their work ability and autonomy by adjusting and acquiring job resources. This acquisition and adjustment process can not only improve employees' work performance, but also help improve their innovation ability. From the perspective of job cognition, employees change their understanding and cognition of work to make their work more in line with their interests, values ​​and career expectations. This change in cognition can improve employees' job identity and job satisfaction. These changes affect employees' psychological state and behavior, and further affect their work performance, career satisfaction and occupational health.

[0027] Task reshaping proposes that employees' proactive behavior is to make changes to themselves in order to match work resources with work requirements. It also defines four dimensions of job reshaping, namely increasing structural work resources, increasing social work resources, increasing challenging work requirements, and reducing hindering work requirements; according to the characteristics of reshaping work, it divides job reshaping into requirement reshaping and resource reshaping. Through combination, eight different types of reshaping are formed, namely behavioral approach-type requirement reshaping, behavioral approach-type resource reshaping, behavioral avoidance-type requirement reshaping, behavioral avoidance-type resource reshaping, cognitive approach-type requirement reshaping, cognitive approach-type resource reshaping, cognitive avoidance-type requirement reshaping, and cognitive avoidance-type resource reshaping.

[0028] Therefore, task reshaping is not only an improvement to the existing work process, but also a way for employees to respond to external changes (such as technological progress, changes in market demand, etc.). It is regarded as a dynamic, multidimensional process, involving the behavior of employees to actively adjust the number, scope, and completion methods of work tasks during the work process. As a proactive behavior issued by employees themselves, it enables individuals to make adaptive modifications to the content and execution strategies of work tasks based on their personal strengths and preferences, and achieve a balance between work resources and work requirements. This adjustment enables employees to more fully display their talents, ensure that work results are consistent with personal goals, and improve work effectiveness and personal sense of accomplishment. This process not only responds to employees' desire for autonomous control, but also meets their needs to realize their potential, effectively activates intrinsic motivation, and improves job satisfaction. This definition aims to emphasize that the goal of task reshaping is not only to improve efficiency and innovation, but also to enhance the adaptability of the organization and the career development potential of employees.

[0029] The above shows and describes the basic principles, main features and advantages of the present invention. It should be understood by those skilled in the art that the present invention is not limited to the above embodiments. The above embodiments and descriptions are only for explaining the principles of the present invention. Without departing from the spirit and scope of the present invention, the present invention may have various changes and improvements, which fall within the scope of the present invention. The scope of protection of the present invention is defined by the attached claims and their equivalents.

Claims

1. An analysis system based on the impact of digital technology application on job performance, which is presented through the mediating variable of task reshaping, and technology acceptance plays a moderating role, affecting the strength of the association between digital technology application and task reshaping; characterized by: Digital technology plays a core role in corporate transformation, not only driving innovation in business models, but also influencing the way employees work and their performance; Task reframing, as a dynamic process whereby employees proactively adjust job elements to better suit their individual needs and skills, is key to improving job performance; Technology acceptance theory refers to employees’ acceptance of digital technology, which is determined by perceived ease of use and usefulness, two factors that directly influence employees’ willingness and behavior to use technology; How digital technology plays a key role in enterprise transformation and in improving employee work performance; enterprises should attach importance to the rational application of digital technology, encourage employees to reshape their tasks, and at the same time improve technology acceptance to maximize the potential benefits of technology and promote the improvement of overall enterprise performance.

2. The analysis system based on the impact of digital technology application on work performance according to claim 1 is characterized by: Through task reshaping, employees can adjust the difficulty, complexity and workload of their work to match their personal abilities and needs, thereby improving job satisfaction and engagement.

3. The analysis system based on the impact of digital technology application on work performance according to claim 2 is characterized by: Employees can also enhance their work ability and autonomy and improve their work performance by acquiring and adjusting work resources; employees can indirectly promote performance improvement by changing their perception of work to make it more consistent with their personal interests, values ​​and career expectations, thereby enhancing their job identification and satisfaction.

4. The analysis system based on the impact of digital technology application on work performance according to claim 1 is characterized by: At the enterprise level, the level of technology acceptance not only reflects employees' attitudes toward digital technology, but also affects the actual application effect of digital technology in the work process; employees with high technology acceptance actively use digital technology to reshape tasks, thereby improving work performance.

5. The analysis system based on the impact of digital technology application on work performance according to claim 1 is characterized by: Digital technologies include big data, cloud computing, the Internet of Things, artificial intelligence and blockchain; they constitute the technological cornerstone of the digital transformation of modern enterprises, improving connectivity, knowledge integration and the speed of innovation.

6. The analysis system based on the impact of digital technology application on work performance according to claim 1 is characterized by: The factors affecting task crafting can be divided into individual factors, organizational environment and task characteristics. Individual factors include employees' personality, motivation and skills; organizational environment includes leadership style, organizational culture and work atmosphere; task characteristics include task complexity, task importance and task relevance.

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