Relationship between Employee Mobility and Organizational Creativity to Improve Organizational Performance: A Strategic Analysis

Employees are considered key sources of value creation in a firm, as they are the means for generating innovative ideas. Employee relationships are associated with compensation packages to minimize the adverse impact of low compensation on employee mobility in the knowledge-intensive organizations. Employees with extremely high performance are less likely to leave the firms that offer higher compensation than competitors. Firms offering relatively high compensation packages are able to retain talent and reduce inter-firm mobility. Hence, organizations actively participate in the development of talent teams to enhance strategic mobility networks around the world. The organizations follow digital sharing of knowledge at multiple and cross-cultural workstations to involve intra-organizational mobility of employees and induce creativity. Mobility (physical) of employees also provides opportunity to share knowledge through digital platforms with the parent organizations. This study is based on empirical analysis of five dimensions: employee knowledge, mobility, rewards, engagement and organizational creativity. The data collection is spread across three multi-national organizations operating in Mexico. This is a conceptual study, which aims at reviewing the previous studies and to develop a research model in reference to employee mobility, organizational creativity and knowledge-sharing process to measure organizational performance.