Enhancing team creativity among information technology professionals through knowledge sharing and motivational rewards: A self-determination perspective

Data and information management Pub Date : 2025-06-01 DOI:10.1016/j.dim.2024.100075

Xiling Cui , Xuan Yang , Jifan Ren , Paul Benjamin Lowry , Timon Chih-ting Du

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Abstract

This study aims to investigate how to leverage knowledge sharing (KS) to boost team creativity among information technology (IT) professionals. We examine the effects of intrinsic and intangible extrinsic rewards on in-role and extra-role KS, which increases team creativity. We use data collected from 322 employees in 80 teams from organizations in the IT industry to test the research model and confirm the important roles of KS and motivational rewards. The two types of KS show different patterns in terms of their antecedents and outcomes. Specifically, in-role KS does not affect team creativity directly, while extra-role KS does. Intrinsic rewards significantly affect both in-role and extra-role KS, and the effect on the latter is greater. Image rewards have a greater effect on in-role KS than on extra-role KS. In addition, the two forms of intangible extrinsic rewards exhibit internalization. The study pioneers in addressing a pressing research gap by investigating and comparing the effects of the two types of KS—in-role and extra-role KS—on team creativity.

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通过知识共享和激励奖励提高信息技术专业人员的团队创造力：自我决定的视角

本研究旨在探讨资讯科技（IT）专业人员如何利用知识分享（KS）来提升团队创造力。我们考察了内在和无形的外在奖励对角色内和角色外KS的影响，从而提高团队创造力。我们使用来自IT行业组织的80个团队的322名员工的数据来检验研究模型，并证实了KS和激励性奖励的重要作用。两种类型的KS在其前因和结果方面表现出不同的模式。具体而言，角色内KS对团队创造力没有直接影响，而角色外KS对团队创造力有直接影响。内在奖励对角色内KS和角色外KS均有显著影响，且对角色外KS的影响更大。形象奖励对角色内KS的影响大于对角色外KS的影响。此外，这两种形式的无形外在奖励都表现出内化。本研究通过调查和比较角色内ks和角色外ks对团队创造力的影响，率先解决了一个紧迫的研究空白。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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