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Cited by 84Creativity in Education and NeuroscienceJob Satisfaction and Organizational BehaviorTeam Dynamics and Performance

Multilevel outcomes of creativity in organizations: An integrative review and agenda for future research

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Lua, Egan, Liu, Dong, Shalley, Christina E.·2024·Journal of Organizational Behavior
DOI 10.1002/job.2690
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Abstract

Summary: Employee creativity is critical for an organization's innovativeness and survival in today's competitive business environment. As such, scholars have devoted significant attention to the predictors of employee creativity, seeking to understand how to best increase employees' creative output. However, employee creativity may not always translate into organizational innovation and performance. In fact, employee creativity may result in various outcomes for creative individuals, their coworkers, teams, and organizations. While there have been several integrative reviews on the antecedents of creativity, an in‐depth review of the outcomes of creativity is still needed to gain a holistic understanding of the benefits and costs of employee creativity and identify fruitful areas for future research. Thus, we aim to provide a comprehensive multilevel examination of the theories, methods, and creativity‐related constructs used to examine the outcomes of creativity. We also provide several theoretical and empirical opportunities for future research. This review may provide managers with knowledge of the pros and cons of employee creativity, enabling them to make informed decisions on how to better manage employee creativity.

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  • Being creative can improve emotional well-being, job satisfaction, and career growth.

    “Being creative can improve emotional well-being [1], job satisfaction [42], and career growth [79].”

    From The Impact of Generative AI on Creativity in Software Development: A Research Agenda (2025) · cites this paper as [79]

    Citation [79] is attached only to career growth. Section 7.4 suggests that a creative growth mindset may be related to career flexibility and velocity, but presents this as a question for future research. It does not establish that being creative improves career growth. (LLM, conf=0.78)

    Experimental — accuracy not yet measured

  • Creativity helps companies produce novel products, improve processes, and meet sustainability efforts.

    “Creativity helps companies produce novel products and improve their processes [79] as well as work towards meeting their sustainability efforts [89].”

    From The Impact of Generative AI on Creativity in Software Development: A Research Agenda (2025) · cites this paper as [79]

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Research works printed but not linked: 3

  1. Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowl- edge hiding in organizations. Journal of Organizational Behavior, 33(1), 64-88. https://doi.org/10.1002/job · DOI
  2. Dong Liu is the Thomas R. Williams Chair in Management and a Professor of Organizational Behavior at the Scheller College of Business, Georgia Institute of Technology. He received his Ph.D. in Management from the Michael G. Foster School of Business, University of Washington. His research interests include event system theory, workplace proactive (creativity and citizenship behavior), and counterproductive (turnover and abusive supervi- sion) behaviors, with a particular focus on examining the multile- vel interface between individuals, teams, and organizations across cultures. His research has been published in the Academy of Man- agement Journal, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, Organizational Behav- ior and Human Decision Processes, Journal of Management, Academy of Management Annals, Academy of Management Dis- coveries, and elsewhere.
  3. Christina E. Shalley is the Sharon M. and Matthew R. Price Chair and Professor of Organizational Behavior at the Scheller College of Business, Georgia Institute of Technology. She received her Ph.D. in Business Administration from the University of Illinois, Urbana-Champaign. Her research interests include investigating the effects of various social and contextual factors in enhancing individual and team creativity and determining ways to structure jobs and the work environment to support employee creativity. Her work has appeared in various academic journals such as the Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Organizational Behavior, Journal of Management, Organization Science, Organi- zational Behavior and Human Decision Processes, and Personnel Psychology. How to cite this article: Lua, E., Liu, D., & Shalley, C. E. (2024). Multilevel outcomes of creativity in organizations: An integrative review and agenda for future research. Journal of Organizational Behavior, 45(2), 209-233. https://doi.org/10. 1002/job.2690

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Authors
Lua, E., Liu, D., & Shalley, C. E.
Affiliations
Georgia Institute of Technology (US)
Corresponding author
Liu, Dong
ORCID
Venue
Journal of Organizational Behavior
Publisher
Wiley
Published
2023-02-16
Volume
45
Issue
2
Pages
209-233
ISSN
  • 0894-3796 (ISSN-L)
  • 1099-1379
DOI
10.1002/job.2690
OpenAlex
W4319791045
Cited by
84
References
111
Citations by year
2026: 22 · 2025: 33 · 2024: 21 · 2023: 8
FWCI
21.72
Type
journal article
Language
en
Open access
Licence
onlinelibrary.wiley.com/termsAndConditions#vor (vor)
Locations
Journal of Organizational Behavior (publishedVersion)
Topics
  • Social Sciences › Psychology › Experimental and Cognitive Psychology › Creativity in Education and Neuroscience
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
Keywords
employee creativity, organizational innovation, organizational performance, team creativity, creativity management, multilevel analysis

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