A Multilevel Model of Team Goal Orientation, Information Exchange, and Creativity

By Yaping Gong, Tae-Yeol Kim, Deog-Ro Lee, Jing Zhu. 2013

535 citations recorded by the source corpus.

Adopting a multilevel approach, we examined how team goal orientation may relate to team creativity and individual creativity. We also theorized and examined the bottom- up process linking individual creativity and team creativity. Multisource data were collected from 485 members and their leaders within 100 R&D teams. The results indicated that a team learning goal and team performance approach goal were positively related-whereas a team performance avoidance goal was negatively related- to both team creativity and individual creativity through team information exchange. Furthermore, a trust relationship with a team leader played a moderating role: when the trust was stronger, the indirect positive relationship with team creativity and individual creativity was stronger for the team learning goal but weaker for the team performance approach goal. We also found that average individual creativity within a team was positively related to team creativity (going above and beyond the effect of team information exchange) through a supportive climate for creativity. [ABSTRACT FROM AUTHOR]

Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/4940b81599fc7a561f09e9128056b1d434323418

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Experienced high performance work system, extroversion personality, and creativity performance (2015, background): “…experienced HPWSs can prompt workers to exchange job-related information with others, the different ideas and perspectives obtained from information exchange may provide cognitive resources that help workers generate creative ideas (Amabile & Khaire, 2008; Gong et al., 2012; Gong et al., 2013b).”
From orientation to behavior: The interplay between learning orientation, open-mindedness, and psychological safety in team learning (2019, background): “As a result, learning-oriented teams tend to engage in further information exchange (Gong et al., 2013).”
Hiding behind a mask? Cultural intelligence, knowledge hiding, and individual and team creativity (2017, background): “Hence, this research departs from the common scholarly focus on studying creativity only at a single level (Gong et al., 2013).”
Exploring the Effects of Job Autonomy on Engagement and Creativity: The Moderating Role of Performance Pressure and Learning Goal Orientation (2017, background): “Therefore, how to enhance engagement and creativity of employees in teams (e.g., Kim et al. 2013; Richardson and West 2010) is an important topic in the new century workplace.”
Ethical leadership and employee knowledge sharing: Exploring dual-mediation paths (2017, background): “…e ﬀ ectiveness and greater innovation at the individual level (e.g., Huang, Hsieh, & He, 2014; Kim & Lee, 2013), team level (e.g., Gardner, Gino, & Staats, 2012; Gong, Kim, Lee, & Zhu, 2013; Srivastava, Bartol, & Locke, 2006), and organizational level (e.g., Andreeva & Kianto, 2012; Tsai, 2001).”
Antecedents to value diminution (2016, background): “Fear of opportunism is indicative of a lack of trust, since information exchange inevitably involves risk (Gong et al., 2013).”