Empirical investigation the impact of employee perceived (HPWS) on employee innovation as Related to creative self-efficacy

Abstract

Aim & Background: An major role in management is played by a high-performance work system (HPWS). However, the lack of high-performance systems in organizations decreases their responsiveness to change and creates hurdles to improvement and innovation, Promotion, Prevention, and most significantly, creative employee self-efficacy in the organizational strategy of Human Resource Management. Methods: The ages of the respondents ranged from 18 to more than 46 years, according to the data gathered for the frequency poll. A statistical study shows that of the 105 participants, 63 were men and 42 were women, In the Erbil Kurdistan region, data was gathered. There were paper surveys from all of the Erbil Kurdistan region that were included in this study. As of this writing, 105 questionnaires had been completed. SPSS software was used to test and analyze the hypotheses. Results: findings show that there is positive and significant effects and the correlation between HPWS, Organizational Identity, employee innovation, and Creative self-efficacy. Research limitations: the research limit generalizability of the findings of our study can be useful at that particular time and cannot be replicated. Future studies should focus on the elements that positively promote creative self-efficacy.