Extrinsic rewards for employee creativity? The role of perceived organisational support, work engagement and intrinsic motivation

Abstract

Purpose This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and work engagement. The moderating role of intrinsic motivation on the relationship between work engagement and employee creativity is also examined. Design/methodology/approach The authors report the results of a survey completed by 372 respondents employed in the United Arab Emirates. Structural equation modelling was applied to test the hypothesised relationships. Findings The main findings are that extrinsic rewards influence employee creativity through POS and work engagement. Moreover, the effect of work engagement on employee creativity is moderated by intrinsic motivation. This model effect is stronger for employees with high intrinsic motivation. Research limitations/implications Convenience sampling was used, which limits its generalisability. Also, the data were collected through a cross-sectional survey at one point in time. Practical implications Managers should consider provision of extrinsic rewards and support to increase employee motivation and engagement in creative work. Originality/value This study contributes to the limited amount of available literature on creativity and rewards adding to our knowledge about the influence of extrinsic rewards on creativity considered in the presence of intrinsic motivation. Theoretical and practical recommendations are discussed.