TY - JOUR
T1 - Does the context matter?
T2 - The interplay of HR systems and relational climates predicting individual and team creativity
AU - Mohammed, Shaima' Salem
AU - Batistič, Sasa
AU - Cerne, Matej
AU - Poell, Robert Frans
N1 - Funding
This work was supported by the Javna Agencija za Raziskovalno Dejavnost RS P5–0410 [J5–2555].
PY - 2023
Y1 - 2023
N2 - Given the influential role of organizational context for creativity, this study examines the cross-level effects of two prevalent contextual elements – HR systems and relational climates – on individual and team creativity. We have conducted a multi-level multi-source study through hierarchical linear modeling on a sample of 282 employees nested in 69 teams and 38 firms. The results show that the interplay hypotheses regarding potentially creativity-facilitating contexts were not supported. However, findings suggest that relational climates represent more effective positive predictors of creativity at both levels, above and beyond the effects of HR systems. Therefore, given their very prominent role in enacting the HR context and co-creating the climate in place, line managers should strive to consider individual and team creativity in relational settings and promote an appropriate work context categorized by relational climates. Treating creativity at two different levels (individual and team), and accounting for a cross-level interplay focused on the context of those important performance outcomes, have important theoretical implications for creativity and HRM research.
AB - Given the influential role of organizational context for creativity, this study examines the cross-level effects of two prevalent contextual elements – HR systems and relational climates – on individual and team creativity. We have conducted a multi-level multi-source study through hierarchical linear modeling on a sample of 282 employees nested in 69 teams and 38 firms. The results show that the interplay hypotheses regarding potentially creativity-facilitating contexts were not supported. However, findings suggest that relational climates represent more effective positive predictors of creativity at both levels, above and beyond the effects of HR systems. Therefore, given their very prominent role in enacting the HR context and co-creating the climate in place, line managers should strive to consider individual and team creativity in relational settings and promote an appropriate work context categorized by relational climates. Treating creativity at two different levels (individual and team), and accounting for a cross-level interplay focused on the context of those important performance outcomes, have important theoretical implications for creativity and HRM research.
KW - COLLECTIVE CREATIVITY
KW - Creativity
KW - EMPLOYEE CREATIVITY
KW - HR systems
KW - HUMAN-RESOURCE PRACTICES
KW - MEDIATING ROLE
KW - ORGANIZATIONAL-CLIMATE
KW - PERFORMANCE
KW - PLS-SEM
KW - STRUCTURAL EQUATION MODELS
KW - TRANSFORMATIONAL LEADERSHIP
KW - WORK
KW - analysis
KW - multi-level
KW - organizational context
KW - relational climates
UR - https://app-eu.readspeaker.com/cgi-bin/rsent?customerid=10118&lang=en_us&readclass=rs_readArea&url=https%3A%2F%2Fwww.tandfonline.com%2Fdoi%2Ffull%2F10.1080%2F10400419.2021.2009665&dict=math&rule=math&xslrule=math
UR - http://www.scopus.com/inward/record.url?scp=85120958049&partnerID=8YFLogxK
U2 - 10.1080/10400419.2021.2009665
DO - 10.1080/10400419.2021.2009665
M3 - Article
JO - Creativity Research Journal
JF - Creativity Research Journal
SN - 1040-0419
ER -