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| How High Performance Work System Affects Employee Innovative Behavior:The Impact of Organizational Identification and Servant Leadership |
| Xiong Huibing,Tao Yujing |
| (School of Business Administration,Zhongnan University of Economics and Law,Wuhan 430073, China) |
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Abstract In the current competitive environment, organizational innovation is playing an increasingly important role as a new engine of enterprise development, and the innovative behavior of employees is the key to the sustainable competitive advantage of a company. Therefore, employee innovative behavior as a performance variable has attracted more and more attention from academic and practical domains, and it has been the fundamental guarantee for organizational innovation. There is great strategic significance for enterprise development to actively promote employee innovation behavior. As an important management practice, human resource management has a great effect on employees′ attitude and behavior, and plays an important role to promote employee innovation behavior. In recent years, scholars have begun to explore the mechanism of the impact of high performance work system (HPWS) on employee innovative behavior, but the relationship between the two needs in-depth research. Therefore, in the Chinese context, this paper studies the impact of HPWS on employee innovative behavior, and explores the effects of organizational identification and servant leadership in this process.#br#Following the social exchange theory and social identity theory, this paper proposes the research hypotheses and constructs a conceptual model, and analyzes the mediating effects of organizational identification and the moderating effect of servant leadership between HPWS and employee innovative behavior. A total of 383 valid questionnaires have been collected by issuing questionnaires to employees in Wuhan, Chengdu, Zhengzhou and Xinxiang. This study uses SPSS22.0 and Amos24.0 statistical software to perform the reliability and validity tests, descriptive statistics and correlation analysis on sample data, and conducts the hypothesis testing through the hierarchical regression method to explore the effecting mechanism of HPWS on employee innovation behavior.#br#The main research conclusions of this paper are as follows. Firstly, HPWS promotes employee innovative behavior; organizational identification plays a partial mediating role between HPWS and employee innovative behavior. Some scholars argue that HPWS has negative effect on attitude and behavior of employees due to various external motivating factors and the inconsistent interests and goals between organization and employees. The mediating effect suggests that HPWS can stimulate an internal motivating factor, namely organizational identification, through which further promotes employee innovative behavior. This finding enriches the research on the impact of HPWS and employee innovative behavior, and provides a theoretical basis for organizations to effectively implement HPWS and reduce possible negative effects. Secondly, servant leadership positively moderates the relationship between HPWS and employee innovative behavior, suggesting that the higher the level of servant leadership in the organization, the stronger the positive impact of HPWS on organizational identification. Servant leadership also positively moderates the relationship between HPWS and organizational identification. The result shows that servant leadership is an important contextual variable that acts as a positive moderating role in the relationship between HPWS and employee innovative behavior and organizational identification, which further enriches the boundary conditions for HPWS to function. Thirdly, servant leadership positively moderates the mediating effect of organizational identification between HPWS and employee innovative behavior, suggesting that the higher the level of service-oriented leadership, the stronger the mediating effect. If employees feel that their superiors have a strong style of servant leadership, a high-quality social exchange relationship will be established between employees and leaders, and help employees reach an agreement with the organization in their understanding of HPWS and form a community of interests. Employees can feel that the organization attaches importance to them with HPWS, and they will think that the organization provides them with resource support and growth space through HPWS to help them improve their abilities and realize their self-worth, thus generating a strong organizational identity to further promote the innovative behavior of employees.#br#On the basis of the above conclusions, this paper puts forward some suggestions for management practice of enterprises. First of all, HPWS should be established and constantly improved. Secondly, managers should take measures to enhance employees′ organizational identification. Thirdly, a variety of methods should be used to promote employee innovation behavior. Finally, managers should make efforts to cultivate the servant leadership.#br#
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Received: 15 June 2022
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