Are high-performance human resource practices in organizations creative or noncreative?

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Yu Hou
Bei Hu
Mattiullah Butt
Cite this article:  Hou, Y., Hu, B., & Butt, M. (2017). Are high-performance human resource practices in organizations creative or noncreative?. Social Behavior and Personality: An international journal, 45(2), 243-252.


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Researchers have found that high-performance human resource practices (HPHRP) are positively related to good firm performance and sustainable competitive advantage; however, there is not substantial evidence about their effect on individual creativity. We examined the relationship between HPHRP and individual creativity with a sample of 466 employees of high-tech industries in China. Findings showed that HPHRP had an inverse U-shaped relationship with individual creativity, which was positively moderated by proactive personality. When the employee had a very proactive personality, the positive relationship between human resource practices that were not high performance and individual creativity, and the negative relationship between HPHRP and individual creativity escalated. Evidence also supported a mediation effect of intrinsic motivation on the interaction effect of HPHRP, proactive personality, and individual creativity.

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