Exploring the HRM-performance relationship: the role of creativity climate and strategy

Abstract

Exploring the HRM-performance relationship: the role of creativity climate and strategy Purpose While an established stream of research evidence has demonstrated that Human Resource Management (HRM) is positively related to organisational performance, explanations of this relationship remain underdeveloped while performance has been considered in a narrow fashion. Exploring the relevant but often neglected impact of creativity climate, this paper examines key processes (mediation and moderation) linking high-performance human resource practices with a broad range of organisational performance measures. Design/methodology/approach The paper draws on a People Management Survey of 169 HR managers from top performing firms in the Republic of Ireland. Findings The findings provide general support for the role of creativity climate as a key mediator in the HRM-performance relationship, while strategic orientation was found to play a significant role in moderating the impact between HRM and employee performance but not HPWS, HR performance and organisational performance. Practical implications HPWS are found to directly impact a range of organisational performance outcomes. Creativity climate provides an understanding of the mechanisms through which such impact takes effect. Organisations should develop a clear and consistent general HR philosophy to realise HR and organisational performance, but also pay due attention to the key contingencies in terms of nature of employee desired behaviours. Originality/value The paper offers a more intricate understanding of the key factors shaping both the operation and impact of the HRM-performance relationship. Purposeful consideration of multi-faceted dimensions of organisational outcomes enabled a more nuanced and considered explication of the impact of HPWS.

Environmental innovation practices and green product innovation performance: A perspective from organizational climate

“…Second, this study explores the mediating role of creativity climate; our findings show that creativity climate mediates the link between EIP and green product innovation performance. The existing studies have suggested that high performance work systems are positively and significantly related to creativity climate, which contributes to organizational performance (Heffernan et al, ). Other research has focused on the outcomes of creativity climate.…”

“…Prior researchers have found that fostering a creativity climate contributes to firms both the individual and organizational levels (Ghosh, ; Woodman, Sawyer, & Griffin, ). A climate that is conducive to creativity is characterized by the formal and informal practices that guide and inform supportive, self‐initiated, and persistent ways to work, which can support the development and execution of new and novel ideas, which in turn enhance organizational creativity and innovation (Baer & Frese, ; Heffernan, Harney, Cafferkey, & Dundon, ). Following this logic, we propose that creativity climate positively influences green creativity.…”

Performance management in context: formative cross-functional performance monitoring for improvement and the mediating role of relational coordination in hospitals

“…As a research context, Ireland is relatively unique in lacking a substantive body of research exploring people management issues at national level (for notable exceptions see Heffernan, Harney, Cafferkey, and Dundon 2016;Guthrie, Flood, Liu, and MacCurtain 2009). In particular, there is an identified deficit of sector specific studies incorporating multilevel respondents (Cafferkey and Dundon 2015).…”

How Transformational Leadership Fuels Employee’s Creative Performance Behaviors in the Workplace?

“…According to Yström, Aspenberg, & Kumlin, (2015) climate for creativity play a central role in motivating the workforce to think creatively. Creativity supporting climate consist of policies, practices, procedures, routines, and rewards that support creative ideas (Heffernan, Harney, Cafferkey, & Dundon, 2016). As mentioned by Mafabi, Munene, Ahiauzu, Mafabi, & Munene,(2015), the climate for creativity mainly characterized by recognition and reward for creative work and fair evaluation of creative work.…”