A study of employees at SMEs in Jordan shows employee engagement fully mediates the relationship between HPWS and employee creativity
Human Resource Management International Digest
ISSN: 0967-0734
Article publication date: 23 August 2021
Issue publication date: 8 September 2021
Abstract
Purpose
The author said his study suggested a unique mechanism for the link between HPWS and organizational innovation and also filled a gap in existing research. Previous studies have tended to concentrate on outcomes at the organizational level rather than individual level.
Design/methodology/approach
The author sent the questionnaire to employees at R&D centers, where employees are expected to produce a lot of creative ideas. Each organization in the study had a maximum of three employees responsible for R&D. In total, 272 complete questionnaires were collected from 159 SMEs in Amman, in Jordan.
Findings
The study confirmed that employee engagement fully mediates the relationship between HPWS (high-performance work systems) and employee creativity. Results showed it accounted for 69.5% of the variance. The author of the report also revealed that perspective-taking also moderated the relationship between HPWS and employee engagement, and employee creativity predicted organizational innovation to moderate levels.
Originality/value
The positive results of the study have theoretical implications, the author argues. It proposed a causal mechanism of mediation, which was an original contribution. And it also focused on individuals, whereas other studies have tended to concentrate on outcomes at the organizational level. Management must also take into account the vital role HPWS play in shaping creativity and engagement. On the other hand, training can’t be offered for the sake of it, but in order to influence the employee’s view of the organization.
Keywords
Citation
(2021), "A study of employees at SMEs in Jordan shows employee engagement fully mediates the relationship between HPWS and employee creativity", Human Resource Management International Digest, Vol. 29 No. 6, pp. 3-4. https://doi.org/10.1108/HRMID-06-2021-0147
Publisher
:Emerald Publishing Limited
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