Using Employee Creativity to Unpack the ‘Black Box’ in the High-Performance Work System (Hpws)-Firm Performance Nexus

Abstract

The extant research findings have identified lacunas (i.e. gaps, unresolved issues, and black box) in the High-Performance Work System (HPWS)-Performance relationship and suggested usage of a mechanism (mediator) that can close up the identified lacunas. Thus, this study investigates whether employee creativity can play a mediating role in the relationship between HPWS and firm non-financial performance. The sample size of the study is 518, and respondents were selected through stratified sampling technique. Data were collected

How Ambidextrous Human Resource System Affect Employee Creativity? A Study in the Pakistani Context

“…Moreover, ‘Performance management systems’ are based on employee development that not only value and reward current performance as well as discretionary conduct but also securing of new aptitude, flexibility or advancement of skills needed for the future, which have been discovered to be viable in cultivating creativity and inspiring employees to obtain new skills and practices (Chan et al, 2004; Collins & Clark, 2003; Whitener, 2001). Finally, the creativity of employees is additionally connected to the organisation’s creative platform or prospects (He et al, 2018), for example, empowerment of employees, collaboration and adaptable work plan, which can give a stage and chance to assist employees to transform expertise, abilities and inspiration into concrete creative practices (Ismail et al, 2020; Jeong & Shin, 2017). A very well-crafted job may provide employees more freedom and input, as well as a greater sense of the importance of their work, enhancing their inner drive and pushing people to think out of the box (Cangialosi et al, 2021).…”