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Employees often claim credit for creativity, which can increase or decrease workplace deviance. However, formal rewards for creativity nullify this self-crediting effect, showing how recognition impacts behavior.

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Area of Science:

  • Organizational Psychology
  • Behavioral Science

Background:

  • Self-enhancement theory suggests individuals attribute successes to themselves.
  • Creativity can trigger psychological motives influencing workplace behavior, including deviance.

Purpose of the Study:

  • To investigate the intraindividual relationship between perceived creative credit and employee deviance.
  • To examine the mediating roles of norm-breaking, entitlement, and image preservation motives.
  • To explore the moderating effect of creativity rewards on this relationship.

Main Methods:

  • A within-person study over 10 days with 206 employees and their coworkers.
  • Analysis of serial mediation and moderated serial mediation models.

Main Results:

  • Perceived creative credit positively linked to norm-breaking and entitlement motives, increasing deviance.
  • Perceived creative credit positively linked to image preservation motives, decreasing deviance.
  • The link between creativity and deviance via perceived credit was significant only when rewards for creativity were perceived as low.

Conclusions:

  • Employee creativity and deviance are linked through perceived creative credit and psychological motives.
  • Workplace rewards for creativity can neutralize the self-crediting mechanism that connects creativity to deviance.
  • Understanding these mechanisms is crucial for managing creativity and deviance in organizations.