Research On The Influence Mechanism Of Idiosyncratic Deals On Employees’ Creativity

With the development of dynamic business environment,the demand of enterprises for innovation is increasing gradually.In the digital economy era,enterprises require employees to accomplish more tasks in order to reduce labor cost.The changing times have also prompted a need for diversity among employees.The new employment model,the individual agreement,is considered to be an effective management measure to attract and motivate employees because it meets their diversity needs and provides autonomy.It is very important to improve employees’ creativity.Although individual protocols can influence employees’ creativity,the existing literature on their mechanism is insufficient.After combing the existing research on individual protocols,learning agility,work procrastination,employee creativity and multitasking characteristics,the mediating role of learning agility between individual protocols and employee creativity,as well as the regulating role of multitasking characteristics,are explored based on work-request-resource model and resource conservation theory.In this study,2,037 valid questionnaires were distributed in three phases using online questionnaires,using SPSS 26.0 software data for reliability and validity testing,descriptive statistical analysis,correlation analysis,and common method bias testing to examine the master effects of individual protocols and employee creativity,the mediating effects of learning agility and work procrastination,and the mediating effects of multitasking work characteristics,further validated by the Process4.0 macro program.The study found a positive correlation between individual agreements and employee creativity.Individual agreements are positively associated with learning agility and work delays;Learning agility and procrastination mediate between individual agreements and employee creativity;Multitasking features act as a negative regulator between individual protocols and learning agility and procrastination.Finally,according to the results of this study,some suggestions are put forward for human resources management practice,and the shortcomings of this study and the prospect of future research are summarized.