Abstract
The purpose of this research is to examine the mediating role of knowledge sharing and intrinsic motivation on the relationship between intrinsic rewards for creativity and employee creativity and furthermore explore the mediating role of intrinsic motivation on the relationship between intrinsic rewards for creativity and knowledge sharing. A total of 400 matched data were collected from employees and their immediate supervisors of four public universities in Afghanistan. The results revealed that knowledge sharing and intrinsic motivation mediated the linkage between intrinsic rewards for creativity and employee creativity, which comprises idea generation. The results have shown that the relationship between intrinsic rewards for creativity and knowledge sharing is mediated by intrinsic task motivation. The current research contributes to the employee creativity literature by empirically examining the mediating role of knowledge sharing and intrinsic motivation in the relationship between intrinsic rewards for creativity and employee creativity in the one hand and the mediating role of intrinsic motivation in the relationship between intrinsic rewards for creativity and employee creativity in other.
Highlights
Creativity plays a crucial role in nurturing organizational performance, effectiveness, improvement, transformations, and development [1,2,3,4]
self-determination theory (SDT) shows that intrinsically motivated behavior happens when an individual identifies with specific tasks leading to one feeling the sense of autonomy, relatedness, and competence. is approach supplements existing examinations that have exclusively centered on intrinsic motivation [30, 31]. irdly, we explore the mediating role of knowledge sharing on the relationship between intrinsic reward and employees’ creativity. e study recognizes the factors that empower the intrinsic motivation of employees to share knowledge as an organizational improvement, which leads to the distribution of original ideas in an organization
As we examine our molds between employees of public universities in a non-Western cultural setting, our results will add to a better understanding of cultural specificity on the generalizability of employee knowledge sharing and intrinsic motivation reactions in the face of intrinsic rewards for creativity. e current research will definitely suggest some interesting perceptions concerning the effectiveness of intrinsic rewards for creativity in a relatively understudied country, Afghanistan, with specific importance to the public universities in the country
Summary
Creativity plays a crucial role in nurturing organizational performance, effectiveness, improvement, transformations, and development [1,2,3,4]. Creativity can be helpful for the creation of worth and facility of services, facilitating the understanding of organizational objectives and answering to the anticipated transformations in the society [6]. Creativity occupies an essential role in universities since it is a place where new knowledge and new ventures are produced as well as innovative ideas, the necessity for new ideas is to enable employees to preserve the organizational position [7, 8]. Public universities are essential as public organizations that offer educational services for the much-needed capital of any country, which is the workforce [9]. Students are a future capital of the country, and they anticipate to receive new services or seeing novel methods in the existing services together with environmental and technological changes from the universities [7, 10]. Universities are expected to utilize creativity to generate new concepts such as new knowledge, development knowledge, and new skills; the creativity of universities is a sacrosanct element to keep them relevant and productive [5]
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