Research On The Influence Of Diversity-Inclusive Human Resource Practice On Individual Creativity

In the context of globalization,urbanization and intergenerational,the gender,race,professional expertise,knowledge and skills,personality,values and educational background of employees in the workplace are diversified.Faced with diversified employees,enterprises need convergent management system to regulate employees and maintain the survival and development of the organization.However,in the information age,the rapid development of economy and science and technology promotes the country and enterprises to develop innovation.Enterprises need to maintain sustained innovation through unique resources and capabilities to maintain their competitive advantages.Facing the double pressures of legalization and differentiation,scholars in the past devoted to studying how to " resreve identity and eliminate differentiation" or " resreve identity and resreve differentiation",lacking the research of " resreve identity and develop differentiation".Based on this,this thesis explores the mechanism of the impact of Diversity-Inclusive Human Resource Practice(DI-HRP)on individual creativity,in order to solve the problem of " resreve identity and develop differentiation ".On the one hand,based on grounded theory and technology,combined with scientific analysis method,this thesis developed the diversity-inclusive human resource practice scale in China.First,the existing and re-extracted initial items were obtained through literature research,information retrieval and grounded interview.Then we collected small sample data,carried out exploratory factor analysis,extracted the items and determined the dimensions.Then through large sample data collection,confirmatory factor analysis was carried out to optimize the items and tested their reliability and validity.Finally,the questionnaire was designed to form the final formal scale.The diversity-inclusive human resources practice scale in China included five dimensions: personalized allocation,diversified selection,inclusive development,participatory assessment,and pertinence salary management.On the other hand,based on resource conservation theory,this thesis explored the potential mechanism and boundary conditions of the influence of diversity-inclusive human resource practices on individual creativity.In this thesis,417 samples data were used for correlation analysis and regression analysis using SPSS and AMOS data processing software to test the direct effect,mediation effect and moderation effect proposed in this thesis.From the research results we can get the following conclusions.Firstly,DI-HRP has a significant positive impact on individual creativity.Secondly,DI-HRP has a significant positive impact on ambidextrous learning.Thirdly,ambidextrous learning has a significant positive impact on individual creativity.Fourth,ambidextrous learning plays a mediating role between DI-HRP and individual creativity.Fifth,charismatic leadership moderates the direct and indirect impact of DI-HRP on individual creativity.Generally speaking,this thesis defined the connotation of DI-HRP,developed the DI-HRP scientific scale in Chinese context,explored the potential mechanism and boundary conditions of the impact of DI-HRP on individual creativity,thus enriching the theoretical research of guiding human resources practice,providing a tool for practical measurement of DI-HRP,and expanding the research of inclusive management practice.