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Why seeking feedback from diverse sources may not be sufficient for stimulating creativity: The role of performance dynamism and creative time pressure

Research output: Contribution to journalArticlepeer-review

Roy Sijbom, Frederik Anseel, Michiel Crommelinck, Alain De Beuckelaer, Katleen De Stobbeleir

Original languageEnglish
Pages (from-to)355-368
JournalJOURNAL OF ORGANIZATIONAL BEHAVIOR
Volume39
Issue number3
Early online date14 Sep 2017
DOIs
Accepted/In press18 Aug 2017
E-pub ahead of print14 Sep 2017
PublishedMar 2018

Documents

  • Why seeking feedback from_SIJBOM_Accepted18August2017_GREEN AAM

    Why_seeking_feedback_from_SIJBOM_Accepted18August2017_GREEN_AAM.pdf, 637 KB, application/pdf

    Uploaded date:05 Sep 2017

    Version:Accepted author manuscript

    This is the peer reviewed version of the following article, published in Journal of Organizational Behaviour, first online September 2017 © Wiley 2017 which has been published in final form at http://dx.doi.org/10.1002/job.2235 This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving.

King's Authors

Abstract

We explore how the impact of seeking feedback from different sources (i.e., feedback source variety) on employee creativity is shaped by perceptions of the work environment. Specifically, we argue that two contextual factors, namely, performance dynamism (Study 1) and creative time pressure (Study 2), moderate the relationship between feedback source variety and creativity such that under conditions of high performance dynamism and low creative time pressure, individuals benefit from diverse feedback information. In Study 1 (N = 1031), the results showed that under conditions of high performance dynamism, the relationship between feedback source variety and self-reported creativity was nonlinear, with employee creativity exponentially increasing as a function of feedback source variety. Similarly, in Study 2 (N = 181), we found that under conditions of low creative time pressure, the relationship between feedback source variety and employee creativity was nonlinear, with supervisor-rated creative performance exponentially increasing at higher levels of feedback source variety. Such results highlight that the relationship between feedback source variety and creative performance is affected by the perceptions of the work environment in which feedback is sought.

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