Abstract
Purpose
This study aims to provide a nuanced understanding of the relationship between task-technology fit and employee innovative behavior, as well as the role of creative self-expectations.
Design/methodology/approach
Hierarchical regression analysis was used to test the proposed multilevel model on a sample of 407 employees working in Chinese companies.
Findings
Task-technology fit stimulates employee innovative behavior through the regulation of creative self-expectations and positive emotions. When creative self-expectations is low, the promoting effect of task-technology fit on innovative behavior is enhanced. However, when creative self-expectations is too high, this effect is reversed due to employees’ preference for challenging and complex work.
Practical implications
In the process of enterprise digital transformation, managers should not only focus on the alignment between employees' skills and individual task expectations, but also pay attention to employees' emotions and individual trait differences, to enhance the likelihood of innovative behavior occurrence and achieve successful enterprise digital transformation.
Originality/value
This study enriches the research on task-technology fit and provides recommendations for organizations to achieve digital transformation.