Rewarding creativity: when does it really matter?

By Markus Baer, Greg R. Oldham, Anne Cummings. 2003

358 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/cd5a9746d027a4b1d1e0805c92742aa7ee9df8a5

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In Experimental and Cognitive Psychology

In Social Psychology

Citations in the corpus

Comparing Public and Private Sector Employees’ Innovative Behaviour: Understanding the role of job and organizational characteristics, job types, and subsectors (2015, background): “Organizational performance is thus positively affected (Baer et al. 2003; Janssen 2001).”
Exploring Managerial Mechanisms that Influence Innovative Work Behaviour: Comparing private and public employees (2014, background): “Organizational performance is positively affected by the innovative work behaviour of employees (Baer et al. 2003; Janssen 2001).”
Social Networks, Cognitive Style, and Innovative Performance: A Contingency Perspective (2015, neutral): “performance of employees (Baer et al., 2003).”
Self-Regulation of Creativity at Work: The Role of Feedback-Seeking Behavior in Creative Performance (2011, background): “In line with Baer, Oldham, and Cummings (2003), we found support for a higher-order factor solution with one second-order factor (representing cognitive style) and three firstorder factors (representing the three subdimensions reported by Bagozzi and Foxall [1995]).”
From personal values to creativity: evidence from frontline service employees (2011, background): “Creativity refers to the development of ideas about products, practices, services or procedures that are novel and potentially useful to the organization (Amabile, 1996; Baer et al., 2003).”
Knowledge workers' creativity and the role of the physical work environment (2011, background): “Amabile et al. (1996) Baer et al. (2003) Possibility of rewards (e.g. pay raises, profit sharing, bonuses, promotions) after reaching creative results.”