What is it about?
This study examines how different types of achievement goals influence workplace creativity. Some employees are driven by a desire to learn and improve (learning goal orientation or LGO), while others focus on outperforming colleagues (performance goal orientation or PGO). Previous research has produced mixed results on how these goals affect creativity, so this study conducted a large-scale analysis to clarify the relationship. The findings of this research show that employees with a strong learning focus tend to be the most creative. Those motivated by performance also show some creativity, but not as much. However, employees who focus on avoiding failure and criticism (performance-avoidance orientation) tend to be less creative. This research also identified factors that influence these relationships. The positive link between learning goals and creativity is stronger in team settings and among female employees. Additionally, employees who rate their own creativity perceive a stronger connection between creativity and learning goals than those rated by supervisors. For those with a fear of failure, younger employees experience a weaker negative impact on creativity, but the longer someone works at an organization, the stronger the negative effect becomes.
Featured Image
Why is it important?
The findings of this research inform the design of organizational culture and hiring for job roles requiring creative problem solving. These findings provide valuable insights for businesses looking to foster creativity. Encouraging a learning-oriented culture can enhance innovation, while organizations should be mindful of how performance pressures and fear of failure can stifle creative thinking. Understanding how gender, team dynamics, and tenure influence creativity can help managers create more effective and supportive work environments that encourage creative problem-solving.
Perspectives
Going into this research, I was particularly interested in resolving the inconsistencies in prior studies—why did some research suggest a strong link between goal orientation and creativity, while others found weaker or even conflicting results? Through this meta-analysis, we were able to provide a clearer and more nuanced understanding of these relationships. One of the most compelling takeaways for me was the strong positive influence of learning goal orientation (LGO) on creativity. This aligns with the idea that when employees are encouraged to focus on growth and mastery rather than just outcomes, they are more willing to take creative risks. Additionally, the finding that team settings and female employees experience an even stronger LGO-creativity link suggests that collaboration and inclusivity might further enhance creative potential—an area I think deserves more exploration. Another key insight was the negative impact of performance-avoidance goals, particularly for employees with longer tenure. This stood out to me because it highlights how fear of failure, which may increase over time in a company, can suppress creative thinking. It underscores the importance of fostering a workplace culture where mistakes are seen as opportunities for learning rather than threats to one’s standing. Ultimately, this research reinforces the perspective that organizations must nurture a learning-oriented culture to drive innovation. I hope these findings encourage further dialogue on how we can create environments that truly support creativity.
Sampoorna Nandi
University of Texas at Arlington
Read the Original
This page is a summary of: Achievement goal orientation and employee creativity: A meta-analysis., Psychology of Aesthetics Creativity and the Arts, February 2025, American Psychological Association (APA),
DOI: 10.1037/aca0000749.
You can read the full text:
Contributors
The following have contributed to this page
