{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/21807"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/21807","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Feedback sign, feedback style, autonomy, and achievement orientation: Interactive effects of creativity","abstract":"This study examined the effects of three contextual factors (feedback sign, feedback style, and autonomy) on creative performance. In addition, the extent to which achievement orientation moderated the contextual effects was investigated. Consistent with the hypotheses, results demonstrated that feedback sign interacted with feedback style to affect creative performance. This effect was further moderated by the extent to which an individual had autonomy during the work process. Specifically, individuals who received positive feedback delivered in an informational style, and who worked in a high autonomy work environment exhibited the highest level of creative performance. However, achievement orientation did not moderate the effects of the contextual factors. Moreover, a direct examination of intrinsic motivation as a complete mediator did not support the prediction. Implications of these results for future research are discussed.","abstract_html":"This study examined the effects of three contextual factors (feedback sign, feedback style, and autonomy) on creative performance. In addition, the extent to which achievement orientation moderated the contextual effects was investigated. Consistent with the hypotheses, results demonstrated that feedback sign interacted with feedback style to affect creative performance. This effect was further moderated by the extent to which an individual had autonomy during the work process. Specifically, individuals who received positive feedback delivered in an informational style, and who worked in a high autonomy work environment exhibited the highest level of creative performance. However, achievement orientation did not moderate the effects of the contextual factors. Moreover, a direct examination of intrinsic motivation as a complete mediator did not support the prediction. Implications of these results for future research are discussed.","abstract_has_math":false,"creators":["Zhou, Jing"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Labor and Employment Relations","degree_department":null,"school":null,"contributors":["Oldham, Greg R."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2011,"date_issued":"2011-05-07T13:19:43Z","date_published":"2011-05-07T13:19:43Z","updated_at":"2026-07-22T22:25:18Z","subjects":["Business Administration, Management","Psychology, Industrial"],"languages":["eng"],"rights":["Copyright 1996 Zhou, Jing"],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["9780591199871","AAI9712505","(UMI)AAI9712505"],"render_values":[{"text":"9780591199871","href":null,"code":true},{"text":"AAI9712505","href":null,"code":true},{"text":"(UMI)AAI9712505","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/21807","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Oldham, Greg R."]},{"key":"dc:creator","label":"Author","values":["Zhou, Jing"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2011-05-07T13:19:43Z","10000-01-01","1996"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Labor and Employment Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Business Administration, Management","Psychology, Industrial"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 1996 Zhou, Jing"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["9780591199871","AAI9712505","(UMI)AAI9712505","http://hdl.handle.net/2142/21807"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["This study examined the effects of three contextual factors (feedback sign, feedback style, and autonomy) on creative performance. In addition, the extent to which achievement orientation moderated the contextual effects was investigated. Consistent with the hypotheses, results demonstrated that feedback sign interacted with feedback style to affect creative performance. This effect was further moderated by the extent to which an individual had autonomy during the work process. Specifically, individuals who received positive feedback delivered in an informational style, and who worked in a high autonomy work environment exhibited the highest level of creative performance. However, achievement orientation did not moderate the effects of the contextual factors. Moreover, a direct examination of intrinsic motivation as a complete mediator did not support the prediction. Implications of these results for future research are discussed.","Made available in DSpace on 2011-05-07T13:19:43Z (GMT). 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In addition, the extent to which achievement orientation moderated the contextual effects was investigated. Consistent with the hypotheses, results demonstrated that feedback sign interacted with feedback style to affect creative performance. This effect was further moderated by the extent to which an individual had autonomy during the work process. Specifically, individuals who received positive feedback delivered in an informational style, and who worked in a high autonomy work environment exhibited the highest level of creative performance. However, achievement orientation did not moderate the effects of the contextual factors. Moreover, a direct examination of intrinsic motivation as a complete mediator did not support the prediction. Implications of these results for future research are discussed.","Made available in DSpace on 2011-05-07T13:19:43Z (GMT). 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