창의성의 두 얼굴: 급진적 창의성과 점진적 창의성

In today's corporate environment, competition among companies is accelerating, and technology is advancing rapidly. To maintain competitiveness in this dynamic landscape, companies must prioritize constant innovation to secure future advantages and effectively navigate changes. Creativity has emerged as a critical factor in business management, enabling organizations to adapt to the evolving business environment and gain a competitive edge. The discussion ultimately leads to contemplation on human innate creativity, and recent studies have proposed understanding creativity in terms of two types: incremental creativity and radical creativity(Madjar et al., 2011). Radical creativity refers to the presentation of revolutionary ideas that break existing frameworks or innovative actions, while incremental creativity involves adding or improving upon existing methods of task performance. By distinguishing between these two types of creativity, a more comprehensive perspective on the relationship between creativity in organizational settings and organizational effectiveness can be obtained. This study hypothesized that these two types of creativity would influence individual job performance in different ways and that each type of creativity would be influenced by intrinsic and extrinsic motivation, as suggested in previous motivation research. Intrinsic motive is predicted to have a positive influence on both radical creativity and incremental creativity, whereas the extrinsic motive is expected to exert a positive impact only on incremental creativity. To test these hypotheses, a survey was conducted on 400 members of domestic companies engaged in team-based task performance. Structural equation modeling was performed on the collected 322 survey responses. The results revealed that intrinsic motivation significantly influenced both radical and incremental creativity, with a greater effect observed on radical creativity compared to incremental creativity. Extrinsic motivation was found to significantly influence incremental creativity, and the effect of incremental creativity on job performance was significant. In the relationship between motivation and performance, it was supported that intrinsic motivation significantly influences job performance through the mediating effect of incremental creativity. However, radical creativity was found not to directly influence job performance. The lack of statistically significant relationship between radical creativity and job performance has been interpreted in several possible ways. Overall, it is supposed that radical creativity is more characterized by long-term innovation and the introduction of entirely new ideas rather than immediate performance outcomes in the workplace. Based on these empirical findings, theoretical implications, practical implications, and suggestions for future research were presented.