High-performance work systems and employees’ creativity in Vietnam: the role of employees’ creative self-efficacy and organizational contexts

Purpose The purpose of this study is to explore the mechanisms through which high-performance work systems (HPWS) fosters creativity, focusing on employee creative self-efficacy and organizational contexts in Vietnamese state-owned enterprises (SOEs). Design/methodology/approach Data were collected from a sample of 392 employees working in Vietnamese SOEs. Structural equation modeling was used to examine the hypothesized relationships. Findings The results indicate that HPWS significantly enhances employee creativity through the mediating role of creative self-efficacy. Furthermore, both creative climate and resources were found to strengthen the relationship between creative self-efficacy and employee creativity, whereas extrinsic rewards did not exhibit a significant moderating effect. Originality/value This study advances understanding of employee creativity in Vietnamese SOEs by highlighting the joint influence of individual factors (creative self-efficacy) and organizational contexts (creative climate and resources). While creative climate and resources strengthened the effect of creative self-efficacy on creativity, extrinsic rewards did not demonstrate a significant moderating role. These insights contribute to identifying the key variables that foster creative performance in transitional economies.