Neuroinclusive HRM and Employee Creativity: The Mediating Role of Psychological Safety in the IT Industry of Sri Lanka.

Abstract

The increasing recognition of neurodiversity in modern workplaces has created a growing need for inclusive Human Resource Management (HRM) practices that support neurodivergent employees and enhance their contribution to organisational performance. This study examined the relationship between neuroinclusive HRM practices and employee creativity, while investigating the mediating role of psychological safety among neurodivergent employees in the IT industry of Sri Lanka. Grounded in Social Exchange Theory and Psychological Safety Theory, the study adopted a quantitative cross-sectional research design. Primary data were collected from 153 neurodivergent employees working in Sri Lankan IT organisations using a structured online questionnaire administered through Google Forms. Purposive sampling combined with snowball sampling techniques was employed to identify suitable respondents. The collected data were analysed using descriptive statistics, correlation analysis, regression analysis, and the Sobel test with the support of SPSS software. The findings revealed that neuroinclusive HRM practices significantly and positively influenced employee creativity and psychological safety. Furthermore, psychological safety demonstrated a significant positive effect on employee creativity and significantly mediated the relationship between neuroinclusive HRM practices and employee creativity. The study highlights the strategic importance of creating psychologically safe and neuroinclusive workplaces to foster creativity, innovation, and sustainable organisational performance within the IT industry.