Topic: Creativity, Strategic HR, Stress
Publication: Human Resource Management (NOV/DEC 2010)
Article: Does Structuring of Human Resource Management Process Enhance Employee Creativity? The Mediating Role of Psychological Availability
Authors: G. Binyamin, A. Carmeli
Reviewed By: Lauren A. Wood
The environment of the modern workplace is increasingly becoming more dynamic and unstable leading employees to perceive high levels of work-related stress. To battle this increased uncertainty in the external environment and provide a sense of stability to employees, organizations are looking internally at the way human resources processes are designed. Structuring of HRM processes consists of 7 essential dimensions: strategic alignment with organizational goals, managerial engagement, employee job functions structured and evaluated based on a job analysis, clarity of HRM policies and evaluation criteria, planning, flexibility, and internal consistency or synergy of all processes. Structuring HR around these 7 dimensions was shown to help alleviate employee stress perceptions by decreasing feelings of uncertainty.
Despite these positive outcomes, intuitively, it seems that by providing a structured work place, employee creativity (an indispensable factor for knowledge work) would decrease. However, as the authors of the current study show, this does not appear to be the case – because structuring HRM processes around the 7 dimensions decreased perceived employee stress and uncertainty, employees’ psychological availability (psychological recourses an employee can allocate to a given situation) was freed-up, allowing room for higher-order cogitative processes like creativity.