How to effectively stimulate employees’ creative behavior is a hot topic in the field of organizational behavior. Based on conservation of resources theory and substitutes for leadership theory, this paper… Click to show full abstract
How to effectively stimulate employees’ creative behavior is a hot topic in the field of organizational behavior. Based on conservation of resources theory and substitutes for leadership theory, this paper discusses the impact of high-commitment work systems on employees’ creative behavior and the roles of employees’ wellbeing and CEO inclusive leadership. By constructing a cross-level structural equation model and analyzing the paired data of 86 CEOs, 86 HR managers and 489 employees, the results show that: (1) high-commitment work systems have positive impact on employees’ creative behavior; (2) employee’s wellbeing mediates the process of high-commitment work systems driving employees’ creative behavior; and (3) CEO inclusive leadership negatively moderates the relationship between high-commitment work systems and employees’ wellbeing, and further negatively moderates the indirect effect of high-commitment work systems on employees’ creative behavior through employees’ wellbeing, that is, the lower the level of CEO inclusive leadership is, the stronger the impact of high-commitment work systems on employees’ creative behavior through employees’ wellbeing will be.
               
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