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Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity.

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High-commitment work systems boost employee creativity. This effect is amplified by high team cohesion and complex tasks within firms, promoting innovation.

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Area of Science:

  • Organizational Psychology
  • Management Science
  • Human Resource Management

Background:

  • Employee creativity is crucial for high-technology firm competitiveness.
  • Understanding multilevel influences on creativity is essential for effective management.
  • Previous research has not fully integrated macro, meso, and micro-level factors.

Purpose of the Study:

  • To investigate a multilevel combinational model of employee creativity.
  • To examine the impact of firm-level high-commitment work systems on individual creativity.
  • To explore the moderating roles of team cohesion and team task complexity.

Main Methods:

  • Utilized 3-level, 2-wave time-lagged data from 55 high-technology firms, 238 teams, and 1,059 individuals in China.
  • Employed random coefficient modeling analyses to test multilevel hypotheses.
  • Examined cross-level effects of macro-level (firm) and meso-level (team) factors on micro-level (individual) creativity.

Main Results:

  • Firm high-commitment work systems positively impact individual creativity.
  • High team cohesion strengthens the positive effect of firm systems on creativity.
  • Increased team task complexity also enhances the positive impact of firm systems on creativity.

Conclusions:

  • Macro- and meso-level factors systematically influence employee creativity.
  • Firms can leverage high-commitment work systems, team cohesion, and task complexity to foster innovation.
  • The study provides a nuanced understanding of workplace creativity drivers.