The Effect Of High Performance Work System On Employees' Creativity Based On The Resource Conservation Perspective

High performance work systems(HPWS)are a complementarity cluster of human resource management practices.Under the background of environmental dynamics and uncertainties,the impact of high performance human resource system on employee and organizational innovation has attracted wide attention.Many researchers have demonstrated that HPWS have positive effects on employees' attitude,and then promote employees to turn their attitudes into positive innovation behavior.However,some scholars have suggested that HPWS may stimulate more employees' extrinsic motivation,and have cracking out effect on intrinsic motivation of employee innovaiton.Furthermore,High-performance human resources system will bring tremendous pressure to employees to complete performance indicators,resulting in their emotional anxiety,role overload,which is detrimental to employee creativity.Are these different conclusions contradictory?It is necessary to re-examine the relationship between high-performance human resource systems and employee creativity.Based on the literature review,the study finds that most of the current studies of the relationship between HPWS and employees' creativity treat employee creativity as a one-dimensional variable.It is believed that creativity is homogeneous.In fact,creativity covers from minor amendments to fundamental breakthroughs.It is difficult to accurately reflect the impact of different kind of creativity by using a single variable,which may lead to inconsistencies in research conclusions.Therefore,We adopt viewpoint of Madjar et al.(2011)dividing creativity into radical creativity and incremental creativity.By studying the impact of high performance human resource system on different types of creativity,we can compare the differences between different types of creativity.it is possible to integrate the inconsistant conclusions of existing research.According to job demands-resources model,HPWS is a combination of series of work resources and requirements.Resource conservation theory assumes that people will strive to acquire,preserve,protect and cultivate the resources they value.The resources contained in the HPWS will arouse employees' perception of resource acquistion.High requirements of employees will lead to potential loss of resources,thereby enabling employees to respond to the environment.Therefore,according to the theory of resource preservation,this paper comprehensively reflects the impact of HPWS on different types of creativity and the mechanisms.In addition,the theory of resource conservation holds that there are multiple resources in the organization,and resources interact with each other.Therefore,we should not only consider the HPWS resources,but also consider the impact of other forms of resources on the HPWS resources.Team leaders as agents of organization have many "tangible resources"(such as salaries,bonuses)and "intangible resources"(such as recognition,encouragement,praise)?Accordingly,we believe that team level leadership is an important condition for the performance of HPWS.This study further examines the multilevel moderated effect of transformational and transactional leadership on the relationship between HPWS and and radical creativity and incremental creativity through indirect effect of employees' goal orientationQuestionnaires were distributed to 33 working teams from 13 enterprises in finance,consulting,industrial design and manufacturing,advertising and other industries.Finally,29 supervisor questionnaires and 285 employee questionnaires were obtained.The cross level path analysis is used to test the main effect,mediated effect and moderated effect of the relationship between HPWS and employees'radical/incremental creativity.The results show that the HPWS has a double-edged sword effect on employees' radical creativity.On one hand,HPWS has a significant positive impact on employees' radical creativity through the mediation of learning goal orientation.On the other hand,HPWS has a significant negtive impact on employees' radical creativity through the mediation of performance-avoid goal orientation.Meanwhile,HPWS has positive effect on employees' incremental creativity through the mediation effect of learning goal orientation,but the mediation effect of performance-avoid goal orientation between HPWS and incremental creativity is not significant.The results of moderating effect shows that transformational leadership at the team level positively moderates the indirect effect of HPWS on radical creativity and incremental creativity through learning goal orientation.Team level transactional leadership negatively moderates the indirect effect of HPWS on radical creativity through performance goal orientationThese results indicates managers need to have a comprehensive understanding of the "double-edged sword" function of HPWS.The key to improving radical creativity is to enhance employees learning goal orientation.At the same time,the employees'work burden and pressure can be alleviated to reduce the potential resource lossing of radical creativity.At the same time,the enterprise should deepen the understanding of the staff based on the goal oriented content.Besides,in team leadership,managers should recognize and play the advantage of transformational leadership style,meanwhile curb the negative effects of transactional leadership style.