Fischer Carmen, Malycha Charlotte P, Schafmann Ernestine
International School of Management, Dortmund, Germany.
Front Psychol. 2019 Feb 4;10:137. doi: 10.3389/fpsyg.2019.00137. eCollection 2019.
Despite the vast amount of research focusing on intrinsic and extrinsic motivation, the effects of extrinsic motivators on creativity and innovation have been scarcely investigated. Extrinsic factors can be seen as synergistic extrinsic motivators when they have a positive effect on the outcome. The present study investigates synergistic extrinsic motivators that organizations can use to foster creativity and innovation of their intrinsically motivated knowledge workers. The analysis is based on Amabile and Pratt's dynamic componential model of creativity and innovation in organizations combined with elements from Ryan and Deci's self-determination theory. The quantitative data stemmed from 90 knowledge workers of an international consulting company who participated in an online self-assessment. In exploratory factor analyses, extrinsic motivation items consolidated two factors "relational rewards" and "transactional rewards", while creativity and innovation items resulted in a one-factor solution, called "creativity/innovation performance". The results of hierarchical regression analyses confirmed the widely found positive effects of intrinsic motivation on creative and innovative performance. Moreover, the results supported the hypothesis that the extrinsic motivator, relational rewards, moderated the relationship between intrinsic motivation and creativity/innovation performance significantly and positively. The findings showed the higher the perceived probability of receiving relational rewards and the higher the intrinsic motivation, the greater the positive effect on creative/innovative outcomes. At the same time, the results did not confirm the hypothesis, that the moderator transactional rewards had a statistically significant effect on the relationship between intrinsic motivation and creative/innovative performance. Finally, the empirical evidence provided practical implications on how to stimulate the creativity/innovation performance of knowledge workers within organizations.
尽管大量研究聚焦于内在动机和外在动机，但外在激励因素对创造力和创新的影响却鲜有探讨。当外在因素对结果产生积极影响时，可被视为协同外在激励因素。本研究调查了组织可用于促进其具有内在动机的知识型员工创造力和创新的协同外在激励因素。该分析基于阿马比尔和普拉特的组织中创造力和创新的动态成分模型，并结合了瑞安和德西的自我决定理论的要素。定量数据来自一家国际咨询公司的90名知识型员工，他们参与了一项在线自我评估。在探索性因素分析中，外在动机项目合并为两个因素“关系奖励”和“交易奖励”，而创造力和创新项目产生了一个单因素解决方案，称为“创造力/创新绩效”。层次回归分析结果证实了内在动机对创造性和创新绩效普遍存在的积极影响。此外，结果支持了以下假设：外在激励因素关系奖励显著且正向调节内在动机与创造力/创新绩效之间的关系。研究结果表明，感知到获得关系奖励的可能性越高，内在动机越高，对创造性/创新成果的积极影响就越大。同时，结果并未证实以下假设：调节因素交易奖励对内在动机与创造性/创新绩效之间的关系具有统计学上的显著影响。最后，实证证据为如何激发组织内知识型员工的创造力/创新绩效提供了实际启示。
