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首页> 外文期刊>Journal of organizational behavior >Why seeking feedback from diverse sources may not be sufficient for stimulating creativity: The role of performance dynamism and creative time pressure
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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

机译：为什么寻求来自各种来源的反馈可能不足以激发创造力：表现活力和创造时间压力的作用

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摘要

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=1,031), 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.
机译：我们探讨了从不同来源（即反馈来源的多样性）寻求反馈对员工创造力的影响是如何通过对工作环境的感知而形成的。具体来说，我们认为表现动力（研究1）和创造力时间压力（研究2）这两个情境因素缓和了反馈源多样性和创造力之间的关系，从而在表现力和创造力时间压力低的情况下，个体受益于各种反馈信息。在研究1（N = 1,031）中，结果表明，在高绩效活力的条件下，反馈源多样性与自我报告的创造力之间的关系是非线性的，员工的创造力随反馈源多样性呈指数增长。同样，在研究2中（N = 181），我们发现在创意时间压力较低的情况下，反馈源多样性与员工创造力之间的关系是非线性的，主管级别的创意绩效在反馈源多样性较高的水平上呈指数增长。这些结果表明，反馈源的多样性与创造力之间的关系受寻求反馈的工作环境的感知的影响。

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