Do high-involvement HRM practices matter for worker creativity? a cross-level approach

Shung Jae SHIN*, Inseong JEONG, Johngseok BAE

*Corresponding author for this work

Research output: Journal PublicationsJournal Article (refereed)Researchpeer-review

12 Citations (Scopus)

Abstract

Drawing on the ability–motivation–opportunity (AMO) framework, this study investigated how and when high-involvement human resource management practices (HI HRM practices) influence worker creativity. Using a sample of 3316 production-line workers from 240 manufacturing companies in South Korea, we found that (a) a bundle of HI HRM practices was positively related to individual worker creativity, (b) learning orientation strengthened the positive relationship between the HI HRM practices and worker creativity and (c) intrinsic job motivation mediated these relationships. Such findings suggest that the HI HRM practices have significant cross-level impact on individual intrinsic job motivation and creativity at work.

Original languageEnglish
Pages (from-to)260-285
Number of pages26
JournalInternational Journal of Human Resource Management
Volume29
Issue number2
Early online date8 Feb 2016
DOIs
Publication statusPublished - 19 Jan 2018
Externally publishedYes

Fingerprint

Human resource management
HRM practices
Creativity
Human resource management practices
Workers
Industry
Intrinsic

Keywords

  • Cross-level investigation
  • high-involvement human resource management practices
  • intrinsic job motivation
  • learning goal orientation
  • worker creativity

Cite this

@article{fe379d4a4c90474285d10838e793739c,
title = "Do high-involvement HRM practices matter for worker creativity? a cross-level approach",
abstract = "Drawing on the ability–motivation–opportunity (AMO) framework, this study investigated how and when high-involvement human resource management practices (HI HRM practices) influence worker creativity. Using a sample of 3316 production-line workers from 240 manufacturing companies in South Korea, we found that (a) a bundle of HI HRM practices was positively related to individual worker creativity, (b) learning orientation strengthened the positive relationship between the HI HRM practices and worker creativity and (c) intrinsic job motivation mediated these relationships. Such findings suggest that the HI HRM practices have significant cross-level impact on individual intrinsic job motivation and creativity at work.",
keywords = "Cross-level investigation, high-involvement human resource management practices, intrinsic job motivation, learning goal orientation, worker creativity",
author = "SHIN, {Shung Jae} and Inseong JEONG and Johngseok BAE",
year = "2018",
month = "1",
day = "19",
doi = "10.1080/09585192.2015.1137612",
language = "English",
volume = "29",
pages = "260--285",
journal = "International Journal of Human Resource Management",
issn = "0958-5192",
publisher = "Routledge",
number = "2",

}

Do high-involvement HRM practices matter for worker creativity? a cross-level approach. / SHIN, Shung Jae; JEONG, Inseong; BAE, Johngseok.

In: International Journal of Human Resource Management, Vol. 29, No. 2, 19.01.2018, p. 260-285.

Research output: Journal PublicationsJournal Article (refereed)Researchpeer-review

TY - JOUR

T1 - Do high-involvement HRM practices matter for worker creativity? a cross-level approach

AU - SHIN, Shung Jae

AU - JEONG, Inseong

AU - BAE, Johngseok

PY - 2018/1/19

Y1 - 2018/1/19

N2 - Drawing on the ability–motivation–opportunity (AMO) framework, this study investigated how and when high-involvement human resource management practices (HI HRM practices) influence worker creativity. Using a sample of 3316 production-line workers from 240 manufacturing companies in South Korea, we found that (a) a bundle of HI HRM practices was positively related to individual worker creativity, (b) learning orientation strengthened the positive relationship between the HI HRM practices and worker creativity and (c) intrinsic job motivation mediated these relationships. Such findings suggest that the HI HRM practices have significant cross-level impact on individual intrinsic job motivation and creativity at work.

AB - Drawing on the ability–motivation–opportunity (AMO) framework, this study investigated how and when high-involvement human resource management practices (HI HRM practices) influence worker creativity. Using a sample of 3316 production-line workers from 240 manufacturing companies in South Korea, we found that (a) a bundle of HI HRM practices was positively related to individual worker creativity, (b) learning orientation strengthened the positive relationship between the HI HRM practices and worker creativity and (c) intrinsic job motivation mediated these relationships. Such findings suggest that the HI HRM practices have significant cross-level impact on individual intrinsic job motivation and creativity at work.

KW - Cross-level investigation

KW - high-involvement human resource management practices

KW - intrinsic job motivation

KW - learning goal orientation

KW - worker creativity

UR - http://www.scopus.com/inward/record.url?scp=84958049314&partnerID=8YFLogxK

U2 - 10.1080/09585192.2015.1137612

DO - 10.1080/09585192.2015.1137612

M3 - Journal Article (refereed)

VL - 29

SP - 260

EP - 285

JO - International Journal of Human Resource Management

JF - International Journal of Human Resource Management

SN - 0958-5192

IS - 2

ER -