ArticleFrontiers in psychology2022
Understanding employee creativity from the perspectives of grit, work engagement, person organization fit, and feedback.
Article in Frontiers in psychology, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
2 citing papers in PubMed.
- The impact of perceived social support on Chinese university students' employability: a perspective based on signaling theory.Frontiers in psychology · 2026Article
- Profiles of innovative behavior and associated predictors among clinical nurses: a multicenter study using latent profile analysis.BMC nursing · 2025Article
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
Purpose: Drawing on the growing emphasis in the literature on the importance of creativity in the workplace, the present study examines the effect of personal and organizational level factors that influences employee creativity. Precisely, we examine how grit, work engagement, person-organization fit, and feedback influence creativity in the workplace. Design/methodology/approach: We sampled data from 422 research assistants who are professional workers at top-notch Universities in China. They were recruited to participate in the survey through an online medium known as WeChat. We empirically tested the effect of grit, work engagement, person-organization fit, and feedback on employee creativity. These hypotheses were supported by confirmatory and exploratory factor analysis, and path analysis. Findings: The results show that work engagement strengthens the relationship between grit and creativity. In addition, the results proved that person-organization fit positively moderates the link between grit and work engagement. Feedback also had a positive mediating effect on the link between work engagement and creativity. Practical implications: Based on the appropriateness of an individual work environment, a gritty person will likely become engaged and creative with task execution. Consequently, a person's organizational fit will strongly interact with grit, work engagement, and creativity. Originality/value: We shed light on the blended value of personal and organizational-level factors that positively affect creativity in the workplace. Specifically, grit being both a personal and organizational factor influences employee creativity
Indexed as
Identifiers
What OpenQuestion holds
Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.