High‐performance work systems and creativity implementation: the role of psychological capital and psychological safety

Agarwal, Promila; Farndale, Elaine

doi:10.1111/1748-8583.12148

Cited by 133 publications

(177 citation statements)

References 107 publications

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“…The COR theory states that the loss or potential loss of resources is psychologically threatening [59]. HRM practice plays an important role in building employees' psychological safety because employees are particularly concerned about HR decisions [60]. Previous research has shown that psychological safety is a function of interpersonal factors such as trustworthy relationships and predictable leadership behaviors.…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Xie

Tang

2020

IJERPH

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Chinese employees may experience and respond to guanxi human resource management (HRM) practice (e.g., recruiting, selecting, inducting and appraising employees based on personal relationships). Little has been done to examine the linkage between guanxi HRM practice and employees’ occupational well-being. This study investigates the psychological process of how guanxi HRM practice affects employees’ occupational well-being. The theoretical model of this study proposes that employee psychological safety mediates the relationship between guanxi HRM practice and occupational well-being, while collectivistic team culture moderates the relationship between guanxi HRM practice and psychological safety. Multi-level data from 297 employees nested within 42 teams support all hypotheses. This study reveals the cross-level effects of guanxi HRM practice and providing practical suggestions for future research on psychologically safe and healthy work environments.

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Section: Hypothesis Developmentmentioning

confidence: 99%

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Xie

Tang

2020

IJERPH

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“…For example, Heffernan and Dundon (2016) argue that HR practices can have a signaling effect on employees by increasing their feelings of value and worth. Furthermore, HPWS can provide more psychological resources and help employees better deal with job demands (Agarwal and Farndale, 2017), which in turn elicit employees' sense of organizational support and engender their well-being attributions.…”

Section: Employee-perceived High-performance Work Systems Commitmentmentioning

confidence: 99%

Facilitating the Implementation Process of High-Performance Work Systems: The Role of Authentic Leadership

Cao

Zhao

2020

Front. Psychol.

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Although substantive research has devoted increasing attention to variability in human resource practices at the organization, group, and individual levels, the critical role of line managers' leadership in predicting this variability in the human resource management delivery and implementation process has been overlooked. Drawing from social information processing theory and human resource (HR) attributions theory, this study proposes that authentic leadership moderates the positive relationship between department-level high-performance work systems and employee-perceived high-performance work systems. Moreover, employee-perceived high-performance work systems can enhance employees' thriving at work through commitment-focused HR attributions (well-being and performance). Analyzing the matched data from 145 departments and 834 employees, we found that the extent to which departmentlevel high-performance work systems are positively related to employee-perceived high-performance work systems depends on authentic leadership within departments. We also found that employee-perceived high-performance work systems will result in commitment-focused HR attributions (well-being and performance), which in turn motivate employees to thrive at work. This study sheds light on whether and how line managers' leadership influences the HR management process.

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“…Psychological capital is a kind of value-added capital bringing benefits to individuals. This positive state of mind helps individuals to be optimistic and develop their own abilities (Agarwal & Farndale, 2017). Studies have shown that the improvement of psychological capital can enable people to maintain positive attitudes, beliefs, hopes and confidence, and encourage individuals to accumulate energy at work and improve their individual perception (O"Donohue, Martin, & Torugsa, 2015).…”

Section: Mechanism Of the Psychological Capital On The Ability Of Empmentioning

confidence: 99%

Relationship Between Psychological Capital and Employment Area Selection Ability of College Graduates: Evidences From China

2020

RACP

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In general, college students prefer to work in the areas with developed economy and favourable policies. Their ability to select employment areas is greatly affected by a unique internal quality: psychological capital. This paper attempts to disclose the relationship between the psychological capital of college graduates and their employment area selection ability. To this end, a questionnaire survey was performed among college graduates in northeastern China, and the results were subjected to correlation analysis. During the analysis, the psychological capital was examined from four dimensions, namely, self-efficacy, optimism, hope and resilience. The results show that college graduates prefer first-tier cities or provincial capitals; the self-efficacy and resilience are the top two determinants of employment area selection ability, and are greatly affected by gender, family origin, student cadres and academic record; the psychological capital of college graduates has a significant positive impact on their ability to select employment areas, laying a strong basis for predicting the selection of employment areas. The research greatly promotes the analysis of employability of college students.

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High‐performance work systems and creativity implementation: the role of psychological capital and psychological safety

Cited by 133 publications

References 107 publications

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Facilitating the Implementation Process of High-Performance Work Systems: The Role of Authentic Leadership

Relationship Between Psychological Capital and Employment Area Selection Ability of College Graduates: Evidences From China

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