Transformations  in
Business & Economics

WORK-FAMILY BALANCE HUMAN RESOURCE PRACTICE AND CREATIVE PERFORMANCE OF AN EMPLOYEE: CROSS-LAYER MULTI-TIME POINT ANALYSIS⁴
Wei Hu, Fuqiang Zhao, Shui Yu, Tracy Lu

ABSTRACT. The world's most advanced and safest MD5 and SHA-1 algorithms have been successfully deciphered in a short time, thereby confirming the innovation performance and career success brought by work-family balanced human resource practices. The return of work once again strengthens the role of work-family balanced human resource practices. However, the mechanism and boundary conditions of work-family balanced human resource practices on the creative performance of employees are still unclear. To reveal the impact mechanism and boundary conditions of work-family balanced human resource practices on creative performance of employees, based on conservation of resources and social exchange theories, 54 managers and 516 employees from the service, finance, and education sector organizations in Shanghai, Guangdong, Wuhan, and other regions of China were selected to participate in a multi-time point survey. The collected data were analysed to examine the impact mechanism and boundary conditions of work-family balanced human resource practices on creative performance of employees. Results show that work-family balanced human resource practices has a positive and significant effect on creative performance of employees. The psychological capital of employees completely mediates the positive effect of work-family balanced human resource practices on their creative performance. Team leader-members exchange moderates the direct impact of work-family balanced human resource practices on psychological capital of employees. Team leader-members exchange moderates the indirect effect of work-family balanced human resource practices on creative performance of employees through psychological capital. That is, the higher the team leader-members exchange, the stronger the indirect effect of work-family balanced human resource practices on creative performance of employees through psychological capital of employees. By revealing the black box mechanism between work-family balanced human resource practices and creative performance of employees, this study enriches the theoretical research on balanced human resource practices and provides a reference value for enterprise employees' innovation stimulation.

KEYWORDS:  work-family balance human resource practice; psychological capital; team leader-members exchange; creative performance of employee.

JEL classification:  M12, M51, M52, M53.

⁴Acknowledgment:  This study was supported by the Fundamental Research Funds for the Central Universities in China (No. 2019-YB-034).