| Given the development of economic restructuring, China national development strategy is gradually changed from investment driven to innovation driven. Organizational creativity is paid more and more attention by organization leaders, and becoming the core drive force of organization sustainable growth. Organizational creativity is coming from employee creativity. This makes organization lead think over how to enhance individual employee’s creativity. Human resource management practice is an important management practice to manage the core valued resources in company: human resources. Human resource management practice is considered as system factor at organization level, having influence to the variables at organization level, such as organizational creativity. Meanwhile, people are the management target of human resource management practices, and human resource management policy has direct effect on individual employee, so human resource management practices can also influence the variables at individual level, such as employee creativity. Human resource management practices can both influence organizational creativity and employee creativity at the same time. It shows its significant effect on enhancing organizational innovation capability.Some scholars have already paid attention to the significant affect on innovation and creativity from human resource management practice. The existing researches indicate human resource management practices including staffing, training, performance evaluation, award, feedback and etc. have positive effect on organizational innovation and creativity. Meanwhile, the existing researches point out the current human resource management practices can change employee’s ability, attitude and behavior in order to generate positive effect on employee creativity. In the past study on the relationship between human resource management practices and employee and organizational innovation and creativity, scholars have not made systematic research on creativity oriented human resource management practice. Creativity oriented human resource management practice not only succeed to identity of strategic human resource management system, but also particularly supporting innovation. It is expected to know the influence mechanism between creativity oriented human resource management practice and employee and organizational creativity.First of all, we need to study the theoretical definition, framework and dimensions of creativity oriented human resource management practice. This research develops the theoretical definition, framework and dimensions of creativity oriented human resource management practice based on Ability-Motivation-Opportunity(AMO) form and creativity component theory. Secondly, this research respectively studies the influence and internal mechanism between creativity oriented human resource management practice and the creativities at organization level and employee level based on a resource-based view of the firm and the new institutional theory. This part of research is divided into two levels.(1) At organization level, we discuss how creativity oriented human resource management practice can influence organizational creativity based on the perspective from organizational culture and organizational system. In the mechanism of creativity oriented human resource management influencing organizational creativity, what are the roles organizational innovative culture and organizational organic structure respectively play.(2) At individual level, we discuss how creativity oriented human resource management practice as a situational factor from organization, and creative leadership as a situational factor from supervisor influence employee creativity by influencing employee creativity self-efficacy. This research is intended to answer the following questions: at organizational level, whether organizational innovative culture can moderate the relationship between creativity oriented human resource management practice and organizational creativity? Whether organizational organic structure can mediate the relationship between organizational innovative culture and organizational creativity? At individual level, whether employee creativity self-efficacy can moderate the relationship between creativity oriented human resource management practice and employee creativity? Whether creative leadership can mediate the moderation effect of employee creativity self-efficacy?Based on the above specified research mindset and questions, this study focus on the following three aspects of research.Research 1, make the definition on the concept of creativity oriented human resource management practice and develop its framework and dimensions.Based on the literature review on the past research of strategic human resource management system and innovation and creativity, and integrating with the outcome from the focus interview with 15 human resource professional managers from 5 knowledge intensive companies, it comes up with the initial scale and framework of creativity oriented human resource management practice. By using of the collected data from new scale, we prove its reliability and validity. The exploratory factor analysis tells the scale of creativity oriented human resource management practice is composed of three factors: enhancing innovation knowledge and skill, enhancing the incentive based on innovation performance and enhancing offering higher level innovation opportunity. The confirmatory factor analysis and reliability and validity test results also prove the new scale of creativity oriented human resource management practice this study developed is valid.Research 2, based on the multi-source data collection from 260 human resource professionals, 156 middle/high level managers and 256 employees from 135 organizations, we discuss the influence mechanism between creativity oriented human resource management practice and organizational creativity from organizational culture and organizational system perspective.The analysis on the relationship between creativity oriented human resource management practice and organizational creativity shows: creativity oriented human resource management practice has significantly positive influence on organizational creativity.The analysis on the moderation relationship on organizational innovative culture shows: organizational innovative culture moderates the relationship between creativity oriented human resource management practice and organizational creativity.The analysis on the mediation relationship on organizational organic structure shows: organizational organic structure mediates the relationship between organizational innovative culture and organizational creativity. When organizational organic structure becomes higher, the extent of organizational innovative culture influencing organizational creativity becomes more significantly. When organizational organic structure becomes lower, the extent of organizational innovative culture influencing organizational creativity becomes weaker.Research 3, we discuss the cross-level influence mechanism between creativity oriented human resource management practice and employee creativity from situational factor perspective. The analysis on the cross-level relationship between creativity oriented human resource management practice and employee creativity shows: creativity oriented human resource management practice has significantly positive influence on employee creativity.The analysis on the moderation relationship on employee creativity self-efficacy shows: employee creativity self-efficacy moderates the relationship between creativity oriented human resource management practice and employee creativity.The analysis on the mediation relationship on employee perceived creative leadership shows: creative leadership mediates the relationship between creativity oriented human resource management practice and employee creativity self-efficacy. When creative leadership becomes higher, the extent of creativity oriented human resource management practice influencing employee creativity self-efficacy becomes more significantly. When creative leadership becomes lower, the extent of creativity oriented human resource management practice influencing employee creativity self-efficacy becomes weaker. Creative leadership’s mediation effect on the employee creativity self-efficacy’s moderation relationship between creativity oriented human resource management practice and employee creativity is not supported.Given the research effort, this study has some theoretic innovations from the following three aspects:(1) Define the concept of creativity oriented human resource management practice and develop its framework and dimensions. Raising the concept of creativity oriented human resource management practice enriches the modern human resource management theory.(2) Proves the path of creativity oriented human resource practices influencing organizational creativity via organizational innovative culture, and validates organizational organic structure’s mediation effect on the relationship between organizational innovative culture and organizational creativity.(3) Proves employee creativity self-efficacy’s cross-level moderation effect in the middle of creativity oriented human resource management practice and employee creativity, and validates supervisor’s creative leadership’s mediation effect on the relationship between creativity oriented human resource practices and employee creativity self-efficacy.
|
PDF Full Text Request