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How does high-commitment work systems stimulate employees' creative behavior? A multilevel moderated mediation model.

Min Zhang1, Zhihong Chen2, Lijing Zhao3

  • 1Economics and Management School, Nantong University, Nantong, China.

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|August 25, 2022
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Summary

High-commitment work systems boost employee creativity. This effect is mediated by employee wellbeing, with lower CEO inclusive leadership strengthening this pathway.

Keywords:
CEO inclusive leadershipemployees’ creative behavioremployees’ wellbeinghigh-commitment work systemsmoderated mediation effect

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Area of Science:

  • Organizational Behavior
  • Human Resource Management
  • Psychology

Background:

  • Stimulating employee creativity is crucial for organizational success.
  • High-commitment work systems (HCWS) are theorized to impact various employee outcomes.
  • Understanding the interplay between HCWS, wellbeing, and leadership is essential.

Purpose of the Study:

  • To investigate the impact of HCWS on employee creative behavior.
  • To examine the mediating role of employee wellbeing in the HCWS-creativity relationship.
  • To explore the moderating effect of CEO inclusive leadership on this indirect relationship.

Main Methods:

  • Cross-level structural equation modeling was employed.
  • Data were collected from 86 CEOs, 86 HR managers, and 489 employees.
  • Conservation of Resources Theory and Substitutes for Leadership Theory provided the framework.

Main Results:

  • HCWS positively influenced employee creative behavior.
  • Employee wellbeing significantly mediated the relationship between HCWS and creative behavior.
  • CEO inclusive leadership negatively moderated the indirect effect, meaning lower inclusivity amplified the HCWS impact on creativity via wellbeing.

Conclusions:

  • HCWS are effective in promoting employee creativity.
  • Employee wellbeing is a key mechanism through which HCWS operate.
  • Organizations should consider the level of CEO inclusive leadership when implementing HCWS to optimize creative outcomes.