Democratic Governance Of Employment Relations And Employee Creativity In Knowledge-Intensive Organizations

In the era of knowledge economy,enterprise development increasingly depends on the effective utilization of human capital such as employees' knowledge and skills and innovation potential.A large number of knowledge-intensive enterprises gradually replace the traditional labor-intensive and capital-intensive enterprises.In such enterprises,more and more enterprises delegate decision-making power to employees,and introduce various forms of employee stock ownership plans,generally presenting a situation of democratic governance of employment relations.At the same time,knowledge-intensive enterprises pay more and more attention to employee creativity,and which governance mechanism can best stimulate the employee creativity is the key issue for these enterprises.Therefore,this study expects to reveal the influence mechanism between democratic governance of employment relations and employee creativity,so as to provide certain theoretical and practical guidance for enterprises to improve the governance mechanism of employment relations and stimulate employee creativity.Based on AMO framework of strategic human resource management theory and self-determined theory,this study constructs a cross-level concept model between democratic governance of employment relations,intrinsic motivation and employee creativity,and introduces the situational factor of organizational knowledge intensity.Firstly,this study explores the influence mechanism of democratic governance of employment relations on employee creativity in knowledge-intensive organizations.Secondly,this study examines whether organizational knowledge intensity is a mediating variable between democratic governance of employment relations and employee creativity.Finally,organizational knowledge intensity is taken as a moderating variable for the relationship between democratic governance of employment relations and intrinsic motivation.With a sample of 54 enterprises and 276 employees,this study established a cross-level data model.The empirical results showed that:(1)democratic governance of employment relations was positively related to employee creativity.(2)Intrinsic motivation partially mediated the relationship between democratic governance of employment relations and employee creativity.(3)Organizational knowledge intensity moderated the relationship between democratic governance of employment relations and intrinsic motivation.(4)The interaction between democratic governance of employment relations and organizational knowledge intensity influenced employee creativity through intrinsic motivation.The theoretical analysis and empirical results of this study show that democratic management of employment relations is positively correlated with employee creativity,and intrinsic motivation plays a part of intermediary role between the two.Besides,organizational knowledge intensity moderates the relationship between democratic governance of employment relations and employees' intrinsic motivation.On the one hand,this study deepens the understanding of the democratic governance of governance relationships,intrinsic motivation,employee creativity,and organizational knowledge intensity in knowledge-intensive firms.On the other hand,this study provides theoretical reference and practical guidance for constructing a democratic governance mechanism of employment relations and activating employee creativity.