The Impact Of High-Performance Work System On Employee's Creativity

Under the background of China's economic structural transformation,in order to promote the transformation of economic development mod and optimize economic structure,we must improve corporate's creativity.In the era of knowledge economy,organizational innovation is an important way for enterprises to gain competitive advantage,as well as to achieve long-term development.While employees are the main body of innovation activities.The key point to achieving organizational innovation lies in the creativity of employees.How to cultivate and motivate employees' creativity has become the focus and difficulty for enterprises.According to the theory of creativity components,professional knowledge,creation related processes and task motivation are the three core components of employee's creativity,and high-performance work system(HPWS)happens to be able to influence employees' abilities,motivations,and opportunities.Human resource management is one of the important management practices of the organization.A lot of enterprises view strategic human resource management as one of the important means to gain competitive advantage.However,compared with the “planned” and “implemented” of human resource practices,the practices of employees “perceived” are directly affecting employees' attitudes and behaviors.Therefore,it is of great significance to further explore the relationship between high-performance work system and employee creativity from the perspective of employee perception.Although previous studies explored the relationship between high-performance work system and employee creativity,the research on the mechanisms and boundaries of the relationship is not sufficient.Therefore,based on the individual level of employees,this study explores the impact of employee-perceived high-performance work system on employee creativity,as well as the mediating role of knowledge sharing and the moderating role of psychological safety.This study further tested the hypotheses and research models by using 358 valid sample data that collected under the Chinese scenario.The results showed that:(1)employee-perceived high-performance work system is positively related to knowledge sharing and employee creativity;(2)knowledge sharing willingness and knowledge sharing ability partially mediate the relationship between high-performance work system and employee creativity partially;(3)employee psychological safety moderates the relationships between high-performance work system and knowledge sharing willing and knowledge sharing ability;(4)furthermore,the moderating role of psychological safety on the relationship between highperformance work system and employee creativity is partially mediated by knowledge sharing willing and knowledge sharing ability.Finally,based on theoretical and empirical research,this study confirms that the highperformance work system in China's scenario takes into account both commitment-oriented and control-oriented human resource practices once again.When cultivating and stimulating employee creativity,companies can build and utilize systematic human resource practices to enhance employee creativity,and consciously implement practices and measures that can influence professional knowledge,creation-relevant processes and task motivations.At the same time,companies should strive to create conditions to promote and stimulate knowledge sharing,improve employees' knowledge willingness and knowledge sharing ability.After all,only knowledge is effectively flowed among members,organizations can achieve long-term innovation.Finally,companies should also pay attention to employees' psychological security,and cultivate it.Low-risk interpersonal perception is the key to dispel employee concerns,and is a guarantee for employees to freely share knowledge and express innovative ideas.