The Relationship Between Creative Reward And Employees' Creative Performance

Nowadays,with the rapid development of knowled ge and informatization,C hina's economy has shifted from a phase of high economic growth to high-quality development,during which creativity has become an important engine driving the development of enterprises.Employee creative performance,as the basis of enterprise creativity,is related to the fact that whether the enterprise can truly implement creative practice and realize transformation and development.Therefore,domestic and foreign researchers and enterprise managers pay increasing attention to the improvement of employees' creative performance in the work process.Some researchers have pointed out that reward incentive is one of the indispensable conditions to improve the efficiency of employees' innovation willingness and realize creative ideas.Apple is also experimenting with rewards to motivate employees to take on creative tasks.It is not only beneficial to the development of management theory,but also important to the development of enterprises to study the incentive mechanism of employees' creativity so as to promote their creative performance.This study reviewed the literature on the relationship between reward and performance,and discussed the influence of creative reward on radical and incremental creative performance from three perspectives: Goal Setting theory,Prospect theory and creative reward characteristics.In addition,as managers and supervisors,leading employee s' feedback will affect employees' emotion and cognitive,and thus affect employees' perception of creative reward.Therefore,from the perspective of performance feedback,this study also investigated the moderation mechanism of positive feedback,controlling negative feedback and informational negative feedback between creative reward and creative performance.This study selected the knowledge workers of eight science and technology enterprises in Nanjing and Shanghai.Based on the reliability and validity test,the hypotheses were verified by stepwise regression method.The results showed that creative reward will promote employees' radical creative performance and incremental creative performance.At the same time,the results demonstrated the moderating effect of different types of feedback on the relationship between creative reward and creative performance:(1)positive feedback strengthens the impact of creative reward on employees' radical and incremental creative performance: when employees receive high positive feedback,the positive impact of creative reward on employees' radical creative performance and incremental creative performance is strengthened;(2)controlling negative feedback weakens the influence of creative reward on employees' incremental creative performance: when employees received high controlling negative feedback,the effect of creative reward on employees' incremental creative performance is reduced;(3)informational negative feedback strengthens the influence of creative reward on employees' radical creative performance and incremental creative performance: when employees received high informational negative feedback,the positive effect of creative reward on employees' creative performance is strengthened.The conclusions above provide a new direction for enterprises to realize innovative development,establish creative reward system and improve employees' creative performance,which plays a positive role in improving the core competitiveness of enterprises.Based on the research conclusions,this study puts forward management enlightenment from the perspectives of enterprises,leaders and employees.For enterprises,they should pay attention to the importance of creative reward,establish a creative reward system based on creative performance and set reasonable creative performance index value and optimize the performance evaluation system.For leaders,they should create a good feedback atmosphere,pay attention to the positive feedback of the incentive effect,advocate the use of informational negative feedback and reduce the use frequency of controlling negative feedback.In addition,for employees,they should have a scientific understanding of the enterprise's innovation incentive system,correctly recognize the negative feedback received and learn from others' strong points to offset their weakness.