Employee creativity is both the core element of a firm＇s innovation capabilities and the sources for its growth. To improve an organization＇s ability to innovate, it is necessary to improve the creativity of its emp...Employee creativity is both the core element of a firm＇s innovation capabilities and the sources for its growth. To improve an organization＇s ability to innovate, it is necessary to improve the creativity of its employees. Based on theories from strategic human resource management, creativity and organizational learning, this paper investigates the relationship between high performance work systems and employee creativity and explores the role knowledge sharing plays in their relationship. A questionnaire is designed and administered to a group of part-time executive students in the winter of 2012. Two hundred students are invited to answer the survey questions with 117 valid responses. Data are collected and processed by using statistical regressions. The empirical findings reveal that high performance work systems positively affect knowledge sharing and employee creativity. Knowledge sharing plays a mediating role in the relationship between high performance work systems and employee creativity. Implications for practice and future research are discussed.展开更多
Based on the view of transformational leadership theory, the relationship between transformational leadership and the counterproductive work behavior of knowledge employee was researched. 221 valid questionnaires were...Based on the view of transformational leadership theory, the relationship between transformational leadership and the counterproductive work behavior of knowledge employee was researched. 221 valid questionnaires were obtained through the survey. Hierarchical regression analysis results showed that the virtue was significantly negative related to all the six dimensions of knowledge employee counterproductive work behavior, the vision incentive was significantly negative related to five dimensions of the knowledge employee counterproductive behavior except conservative intellectual behavior, the charisma was significantly negative related to five dimensions of the knowledge employee counterproductive work behavior except passive obedience behavior, personalized care was significantly negative related to five dimensions of the knowledge employee counterproductive behavior except immoral behavior. In short, transformational leadership was negatively related to the knowledge employee counterproductive work behavior.展开更多
文摘Employee creativity is both the core element of a firm＇s innovation capabilities and the sources for its growth. To improve an organization＇s ability to innovate, it is necessary to improve the creativity of its employees. Based on theories from strategic human resource management, creativity and organizational learning, this paper investigates the relationship between high performance work systems and employee creativity and explores the role knowledge sharing plays in their relationship. A questionnaire is designed and administered to a group of part-time executive students in the winter of 2012. Two hundred students are invited to answer the survey questions with 117 valid responses. Data are collected and processed by using statistical regressions. The empirical findings reveal that high performance work systems positively affect knowledge sharing and employee creativity. Knowledge sharing plays a mediating role in the relationship between high performance work systems and employee creativity. Implications for practice and future research are discussed.
文摘Based on the view of transformational leadership theory, the relationship between transformational leadership and the counterproductive work behavior of knowledge employee was researched. 221 valid questionnaires were obtained through the survey. Hierarchical regression analysis results showed that the virtue was significantly negative related to all the six dimensions of knowledge employee counterproductive work behavior, the vision incentive was significantly negative related to five dimensions of the knowledge employee counterproductive behavior except conservative intellectual behavior, the charisma was significantly negative related to five dimensions of the knowledge employee counterproductive work behavior except passive obedience behavior, personalized care was significantly negative related to five dimensions of the knowledge employee counterproductive behavior except immoral behavior. In short, transformational leadership was negatively related to the knowledge employee counterproductive work behavior.
