<b>Does digital transformation facilitate employees' deviant behavior? Based on the cognitive appraisal theory of stress</b>.xlsx

Anchored in the Cognitive Appraisal Theory of Stress, this study statistically analyzes 282 sets of two-stage employee data and tests the hypothesis empirically using regression analysis and the Bootstrap method. It delineates the pathway from digital transformation to Techno-overload among employees and its subsequent effect on deviant behavior. The study also evaluates the moderating influence of Perceived Organizational Support and Change Self-Efficacy on this pathway. The findings reveal that digital transformation positively influences deviant behavior among employees. Techno-overload is identified as a mediating factor in the relationship between digital transformation and deviant behavior. Moreover, Perceived Organizational Support and Change Self-Efficacy significantly moderate the mediating effect of Techno-overload. Specifically, the impact of digital transformation on deviant behavior is notably weaker under conditions of high Perceived Organizational Support and high Change Self-Efficacy than when these factors are low.本研究以压力认知评估理论（Cognitive Appraisal Theory of Stress）为理论基础，对282组两阶段员工数据开展统计分析，并采用回归分析与Bootstrap法进行实证假设检验。本研究厘清了数字化转型引发员工技术负荷（Techno-overload）的作用路径，以及技术负荷对员工越轨行为的后续影响；同时评估了组织支持感知（Perceived Organizational Support）与变革自我效能感（Change Self-Efficacy）在该路径中的调节效应。研究结果显示，数字化转型对员工越轨行为具有正向影响；技术负荷在数字化转型与员工越轨行为的关系中发挥中介作用。此外，组织支持感知与变革自我效能感均显著调节技术负荷的中介效应：具体而言，当员工具备较高的组织支持感知与变革自我效能感时，数字化转型对员工越轨行为的影响显著低于二者处于较低水平时的情形。