Perceived High Performance Work System and Employee Creativity: Mediating Effect of Human Capital and Psychological Empowerment.

• Main Authors: Quang NguyenDanh, 阮辛桂
• Other Authors: Hsi-An Shih
• Format: Others
• Language: en_US
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/65083303386747234177

碩士 === 國立成功大學 === 國際經營管理研究所 === 102 === This research intends to determine the linkage between perceived high performance work system and employee’s creativity by using AMO (Ability-Motivation-Opportunity) with two mediating effects of human capital and psychological empowerment. The study conducted survey with 150 employees and 40 supervisors in service industry in Hanoi, the capital of Vietnam. In order to avoid the bias, the respondents of manager were ask to evaluate their employee’s characteristics to guarantee that there is no much difference between employee’s self-valuation and manager’s evaluation on their subordinates’ performance. Based on the outcomes of this empirical study, the results show that there is no relationship between perceived HPWS and employee’s creativity without two mediating effects of human capital and psychological empowerment. Specifically, psychological empowerment has stronger mediating effect on perceived HPWS and employee’s creativity than human capital. Furthermore, there are strong relationship between perceived HPWS and human capital, perceived HPWS and psychological empowerment, human capital and employee’s creativity, and last is the strong relationship between psychosocial empowerment and employee’s creativity. Besides that, some limitations and suggestions are discussed.