摘要
选取江苏、安徽、浙江地区12家企业的362个员工为样本,考察绩效导向和稳定导向人力资源实践对员工创造力的影响以及两者的交互作用。结果表明:绩效导向人力资源实践对员工创造力有正向影响,但增量递减;稳定导向人力资源实践对员工创造力也具有正向影响,同样增量递减;绩效导向和稳定导向人力资源实践的交互作用对员工创造力具有正向影响。研究结论不仅有效解答了高绩效人力资源管理系统能否促进员工创造力的问题,而且也为组织更好地激发员工创造力提供了重要借鉴。
Using a survey data of 362 employees from companies in Jiangsu,Anhui and Zhejiang provinces,this study explores the effects of performance HR practices and maintenance HR practices on employees＇ creativity. The empirical research results showthat performance HR practices have positive effect on employees＇ creativity but with diminishing increment,while maintenance HR practices have positive effect on employees＇ creativity and the increment is declining. The interaction effect between performance HR practices and maintenance HR practices have positive effects on employees＇ creativity. The research contributes to theory and practice by throwing a newlight upon such issue as＂whether HPWS can generate employees＇ creativity＂and has a certain reference for organizations to motivate employees＇ creativity.
作者
魏巍
彭纪生
WEI Wei;PENG JiSheng(School of Business Management,Anhui University of Finance and Economics,Bengbu 233030;School of Business,Nanjing University,Nanjing 210093)
出处
《财贸研究》
CSSCI
北大核心
2018年第7期102-110,共9页
Finance and Trade Research
基金
国家自然科学基金项目"产权性质与企业技术创新:基于心理所有权匹配的跨层次研究"(71672083)
"企业国际化能力跃迁机制与路径:基于知识导向与制度距离视角的研究"(71272097)
安徽省哲学社会科学规划项目一般项目"谦卑型领导对团队创造力影响的机制研究"(AHSKYG2017D119)
