High-performance work system and employee creativity: The roles of perceived organisational support and devolved management
By Guiyao Tang, Bingjie Yu, Fang Lee Cooke, Yang Chen. 2017
105 citations recorded by the source corpus.
Purpose The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity. Design/methodology/approach The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions. Findings The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity. Research limitations/implications The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts. Practical implications When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours. Originality/value This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.
Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/357ec410dc90126c19fa0b53bf481e94929d32dc
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In Organizational Behavior and Human Resource Management
Citations in the corpus
- Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model (2019, background): “Several empirical evidences have linked POS to greater level of well-being, increased commitment, positivity, work engagement (Chiang, Han, & Chuang, 2011; Tang et al., 2017) and lower turnover intention (Chaudhary et al., 2015).”
- The influence of perceived organizational support on employee creativity: The mediating role of work engagement (2021, background): “This is consistent with several recent empirical studies identifying a positive and significant relationship between POS and EC (Duan et al., 2020; Tang et al., 2017; Zhang et al., 2016).”