Do high-involvement HRM practices matter for worker creativity? a cross-level approach
基于AMO框架，研究高参与度人力资源管理实践如何通过内在工作动机影响工人创造力，对韩国240家制造企业的3316名生产线工人进行了实证分析。
Drawing on the ability–motivation–opportunity (AMO) framework, this study investigated how and when high-involvement human resource management practices (HI HRM practices) influence worker creativity. Using a sample of 3316 production-line workers from 240 manufacturing companies in South Korea, we found that (a) a bundle of HI HRM practices was positively related to individual worker creativity, (b) learning orientation strengthened the positive relationship between the HI HRM practices and worker creativity and (c) intrinsic job motivation mediated these relationships. Such findings suggest that the HI HRM practices have significant cross-level impact on individual intrinsic job motivation and creativity at work.