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Abstract
Background
The impact of perceived organizational support on the creativity of science-technology talents in the digital era is an important domain for fostering innovation power and the long-term competitive advantage of enterprises. The main purpose of this study is to reveal the “black box” mechanism of perceived organizational support on the creativity of science-technology talents in the digital environment, guide enterprises to attach importance to perceived organizational support and enhance the creativity of science-technology talents.
Methods
Based on resource conservation theory and social exchange theory, this study took the science-technology talents of Chinese high-tech enterprises as the research object, combined 380 matching data of science-technology talents and supervisors, and used AMOS, MPLUS, and SPSS software to test all hypotheses.
Results
Perceived organizational support has a significant positive impact on the creativity of science-technology talents, affective commitment and innovative self-efficacy. Affective commitment and innovative self-efficacy have significant positive effects on the creativity of science-technology talents. Digital thinking positively moderates the relationship between perceived organizational support and affective commitment, innovative self-efficacy. Affective commitment and innovative self-efficacy play a moderated mediation role between perceived organizational support and the creativity of science-technology talents.
Conclusion
Perceived organizational support promotes the creativity of science-technology talents through affective commitment and innovative self-efficacy, which is moderated by digital thinking. These findings not only help deepen and expand the theoretical research on perceived organizational support and creativity, but also inspire managers to guide science-technology talents to work creatively from the aspects of affective commitment, innovative self-efficacy and digital thinking.
Ethics Statement and Informed Consent
The study protocol was approved by School of Business and Tourism Management, Yunnan University. The guidelines outlined in the Declaration of Helsinki were followed and written informed consent was obtained from all individual participants included in the study.
Author Contributions
All authors made substantial contributions to research design, acquisition of data, or analysis and interpretation of data; took part in drafting the article or revising it critically for important intellectual content; agreed to submit to the current journal; provided final approval of the version to be published; and agree to be accountable for all aspects of the work.
Disclosure
Authors declare that they have no conflict of interest.