Outcomes of team creativity: a person-environment fit perspective

Abstract

Purpose Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three contributions to address this research gap: empirical research that has been conducted on the outcomes of TC is summarized; a person–environment fit perspective is applied to develop a conceptual model for TC; and directions for future empirical research are proposed. Design/methodology/approach A literature review is conducted to identify empirical research on the outcomes of TC. This is summarized into an extension of an existing framework that organizes empirical research on the antecedents of TC. Furthermore, the fit model for TC is developed, based on a person–environment fit perspective. Findings Research on the outcomes of TC has focused on three themes: performance; affective state; and processes. Gaps in this body of knowledge include limited knowledge on performance outcomes and a lack of research on potential negative outcomes. Recommendations for future research include: potential moderators of the relationship between TC and two outcome, innovation and team performance, are proposed; strain and unethical decision-making are proposed as potential negative outcomes of TC; and it is proposed that incorporating a temporal dimension would improve the understanding of the cyclical manner in which certain variables and TC may interact over time. Originality/value The organizing framework extension summarizes existing knowledge on the outcomes of TC, and together with the fit model for TC, this offers a basis for identifying research gaps and directions for future research. Specific directions for future empirical research are proposed.

Linking employee loyalty with job satisfaction using PLS–SEM modelling

“…POF as a construct is rooted in interactional psychology. This 'fit' has been explored with respect to variables like work group, organization, supervisors, retention, organizational attraction and turnover intention (Bam et al, 2019). Perception of a sample of insurance professionals has driven Sahu (2018) to conclude that empowerment of employees at work explains significant variance in outcome variables like fit with organization and job satisfaction.…”

Benefits of workplace spirituality on real estate agents’ work outcomes: the mediating role of person-job fit

“…Moreover, the fit between workplace environment and employee characteristics makes the resources the organization provides to match the employees’ needs well (Wojtczuk-Turek and Turek, 2016). This is the source of motivation that encourages employees to perform their work more effectively (Bam et al , 2019). Therefore, the P-E theory has been used extensively to explain employees’ work attitudes, well-being and performance outcomes (Guan et al , 2021; Bam et al , 2019; Rani and Samuel, 2016; Saraç et al , 2017; Wojtczuk-Turek and Turek, 2016).…”

“…This is the source of motivation that encourages employees to perform their work more effectively (Bam et al , 2019). Therefore, the P-E theory has been used extensively to explain employees’ work attitudes, well-being and performance outcomes (Guan et al , 2021; Bam et al , 2019; Rani and Samuel, 2016; Saraç et al , 2017; Wojtczuk-Turek and Turek, 2016). For example, Andela and van der Doef (2018) found that employees who exhibited a high level of P-E fit tended to demonstrate a high level of job satisfaction and a low level of burnout and turnover intention.…”

Plural creativity: Overview, challenges, and perspective for academic production in Management

“…Performance evaluations in organizations show the positive impact of plural creativity on the work performed individually (Bissola & Imperatori, 2011;Cirella, 2016); goals, deadlines and results are easily achieved through teamwork, helping to keep the organization's good performance (Jiang & Zhang, 2014). In this way, plural creativity is a potential source for reaching complex creative ideas, for problem-solving, and contributes to the achievement of high levels of innovation and performance in teams (Bam et al, 2019), organizational survival and quality in the results expected by the organization.…”