| The current international economic environment is relatively complex,so the market environment faced by companies in all walks of life is also changing rapidly,and it is relatively difficult to occupy a place in the market and develop for a long time.Facing such a situation is a great challenge for the company,and it also increases the difficulty and pressure of the employees’ work.In this context,the company and the team have higher and higher requirements for the employees,the workload of the employees is constantly increasing,and the work efficiency needs to be constantly improved,which brings great work pressure to the employees and seriously damages their physical and mental health.How to improve employees’ well-being at work has become an urgent problem to be solved.Improving employee well-being can help enterprises better achieve their goals.Enterprises with low employee well-being at work will face serious impacts in the future development,such as frequent employee job-hopping,job burnout,reduced performance and intensified conflicts among employees.At the same time,the rapid development of digital technology has improved the efficiency and convenience of work.More and more companies are using digital means to improve communication efficiency and enhance their competitiveness in the market.Under this context,enterprise digitalization has become a means to face the complex environment,and employees are more willing to take the initiative to redesign the resources around them and reinvent their work as a way to change the work situation.Facing the complexity of the existing work,it can also reduce the existing pressure and improve the happiness to some extent.Therefore,based on the above background,from the perspective of individual employee behavior,this paper selects the new concept of digital job crafting as the independent variable and employee well-being as the dependent variable to conduct research.In addition,this paper enriches the existing variables from selfefficacy and proactive personality traits in exploring the mechanism of digital job crafting and employee well-being model,in order to contribute to how to manage employees and enhance employee well-being.This paper thus takes digital job crafting as an entry point and conducts a study on the mechanisms influencing employee well-being in digital enterprises.First,we reviewed domestic and international literature on digital job crafting,self-efficacy,proactive personality,and employee well-being to understand the current state of research and to select the measurement methods for the variables,and to provide literature references for the hypothesis formulation and questionnaire design.In addition,the theoretical model of the relationship between digital job crafting,self-efficacy,proactive personality and employee well-being was constructed based on the resource conservation theory and motivation theory,which were combined with the research content.Then,based on the existing established questionnaires,after designing this paper’s questionnaire and distributing and collecting them,the following conclusions were finally obtained through the empirical analysis:(1)Digital job crafting positively affects employee well-being.(2)The relationship between digital job crafting and employee self-efficacy is positive.(3)The relationship between perceived self-efficacy and employee well-being is positive.(4)Perceived self-efficacy plays a positive mediating role between digital job crafting and employee well-being.(5)Proactive personality can positively moderate the positive relationship between digital job crafting and employees’ self-efficacy.(6)Proactive personality can positively moderate the mediating effect of self-efficacy in the relationship between digital job crafting and employee well-being.Finally,based on the above conclusions,this paper provides suggestions from the perspectives of digital job crafting,employee initiative,perceived self-efficacy and employee well-being,hoping to provide some insights for managers to improve employee well-being. |
