Abstract
This paper focuses on the direct and interactive influence of leadership attachment styles and HR systems on two distinct stages of the individual innovation process – creativity and innovation. We narrow in on three leadership attachment styles (secure, anxious, and avoidant) and two opposite HR systems in organizations (compliance and commitment), and test our hypotheses in two studies. In an experimental study of undergraduate students (n = 163), we establish the direct influence of a compliance HR system on both creativity and innovation and a positive effect of secure attachment on innovation. The interplay between attachment and HR system marginally predicted creativity under commitment HR system and avoidant attachment, and it significantly predicted innovation under commitment HR system and either secure or anxious attachment. A multi-source field study in three EU-based private firms (n = 217) replicated the direct role of commitment HR in stimulating innovation (but not creativity), and pointed towards a more important role of leadership attachment, where secure attachment fostered both creativity and innovation, while anxious attachment hindered both. Moderation analyses supported only a marginal role of the interaction between commitment HR and secure attachment in fostering creativity. Theoretical contributions and implications for future research are discussed.
Published Version
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