关键词: 多元包容性人力资源实践, 双元学习, 魅力型领导, 个体创造力

Abstract: With the aggravation of the volatility, uncertainty, complexity and ambiguity of the external environment, the enterprises can maintain their own survival and development only through continuous innovation. As we all know, the individual creativity can promote the organizational innovation. It is found that the multiple heterogeneous knowledge is the source of individual creativity, and human resource practice affects the individual attitude, behavior and performance through its impact on their ability, motivation and opportunity, so it will influence the formation of individual creativity. At the same time, with the development of the economic globalization, the workforce in the workplace becomes more and more diversified. Therefore, it has increasingly become the focus of the industry and academia how to stimulate individual creativity by making full use of their knowledge heterogeneity and integrating their differentiative cooperation through the human resource practice. According to the relevant literature, the current research shows that human resource practice can not only affect individual creativity, but also stimulate the individual innovative thinking, for example, high performance work system, high commitment work practice, relational human resource practice. What′s more, the inclusive atmosphere and leadership are similar to them. However, the existing research pay more attention to the impact on team creativity after the coupling of undifferentiated individuals, and ignores their impact on individual differential creativity.It is well known that the formation of individual creativity requires not only the use of existing knowledge, but also the acquisition of new knowledge. So the ambidextrous learning has become an important way to enhance individual creativity, and human resource practice can affect individual ambidextrous learning. Inclusive human resource practice, that is IHRP, is a series of interrelated, complementary and dependent management activity combinations that includes personalized configuration, multiple selection, inclusive development, participatory assessment, and targeted compensation and so on, which are adopted by the organization to improve diversified employees′ ability to seek common ground and use different things, stimulate the motivation of hundreds of schools of thought and provide opportunities for hundreds of flowers to bloom. This kind of human resource practice respects individual differences, recognizes their values, pays attention to their demands, plays their strengths, tolerates their mistakes and failures. As an important supplement to the current human resource practice, it can affect the ambidextrous learning motivation, ability and opportunity of diversified employees so as to promote individual creativity. In addition, the matching of human resource practice and leadership style can further play its role. Charismatic leadership can stimulate their innovation enthusiasm, novel ideas and change behavior, but whether they can affect the role of the inclusive human resource practice on employee creativity is not well studied.The diversified employees can bring not only the heterogeneous knowledge for the innovation, but also the management threats for the organization. Thus, the inclusive human resource practice is becoming the focus in the academia and industry. Based on the conservation of resource theory, the paper illustrated their impact mechanism and boundary condition of the inclusive human resource practice on the individual creativity through defining its conceptual composition and conceiving the moderated mediation model. The empirical research found the follows through confirmatory factor analysis and stepwise regression. Firstly, the inclusive human resource practice consists of the personalized work assignment, the multiple recruiting and selection, the inclusive career development, the participatory performance appraisal, and the individualized reward. Secondly, the inclusive human resource practice can enhance the individual creativity. Thirdly, the ambidextrous learning has the mediation between the inclusive human resource practice and the individual creativity. Finally, the charismatic leadership moderates not only the direct effect of the inclusive human resource practice on the ambidextrous learning and the individual creativity, but also the indirect impact of the inclusive human resource practice on the individual creativity through the ambidextrous learning. These conclusions can provide the following implications for the practice of the organizational diversified management. Firstly, the conclusion that the inclusive human resource practice promotes individual creativity can guide the enterprises to build and implement the inclusive human resource practice, make the diversified employees contend for a hundred flowers, and then improve organizational performance. Secondly, the conclusion of the mediation role of ambidextrous learning can guide the enterprises to build an ambidextrous learning atmosphere, so as to learn more knowledge, acquire more ability, and improve creativity through making full use of the resources provided by the inclusive human resource practice. Thirdly, the conclusion of the moderation role of the charismatic leadership guides the enterprises to change their leadership style in order to play the role of charismatic leadership in the process of individual ambidextrous learning, which can not only include the diversity of demographic characteristics, but also accommodate mistakes, tolerate their failure, show understanding and sympathy for them, and think in their position. So, the diversified employees are more willing to learn more knowledge and transform their learned knowledge into their creativity. Finally, the conclusion that charismatic leadership regulates the indirect role guides the organizational managers to match human resource practice with appropriate leadership style, so as to better improve individual creativity.Based on above, the main theoretical contributions of this study are as follows. Firstly, there is no systematic definition of the connotation of the inclusive human resource practice in the existing research, but through exploring the connotation of the inclusive human resource practice and its role in individual creativity, this study complements the previous research that only pays attention to the informal organizations support such as inclusive leadership, culture and atmosphere. Secondly, by examining the mediation of the ambidextrous learning between inclusive human resource practice and individual creativity, and integrating multiple inclusion and ambidextrous learning organically, this paper expanded the theoretical perspective of the research on the mechanism between human resource practice and creativity, and responded to the research initiative of inclusive management practice in the context of China. Finally, through the introduction and adjustment of charismatic leadership, this paper clarified the impact mechanism and its boundary condition of the inclusive human resource practice on individual creativity, which enriches the relevant research on the match between the organizational management practice and the leadership style.

Key words: inclusive human resource practice (IHRP), ambidextrous learning, charismatic leadership, individual creativity