Exploring Individual Creativity from Network Structure Perspective: Comparison of Task Force Team and R&D Team

Abstract

The objectives of this paper are to empirically investigate the fact that the factors affecting individual creativity differ depending on team characteristics and the fact that its practical implications are plentiful, especially for those who are concerned with how to design team network structures with a bid to motivate individual creativity. From previous studies, this paper suggests crucial factors for facilitating individual creativity: intrinsic motivation, organizational learning culture, and network structure. To maximize practical implications, we divide team characteristics into two types: task force teams and R&D teams. A task force team is organized with a clear mission to be completed within a rather short period. In contrast, an R&D team exists for a long time with numerous projects to finish with various terms and conditions. Empirical results reveal that individual creativity in the task force team should be controlled by adjusting the organizational learning culture and degree centrality, while individual creativity in the R&D team must be administered in a way that the individual’s intrinsic motivation is stimulated and encouraged through the use of a structural hole through which external information from outside team is available.