Employee creativity and motivation in the Chinese context: The moderating role of organizational culture

Hiu Ying Hon, Alicia S.M. Leung

Research output: Journal article publicationJournal articleAcademic researchpeer-review

45 Citations (Scopus)


Based on hierarchical linear modeling (HLM) results, specific facets of culture influence service employees' motivation and creativity. The theory of person-culture fit suggests that organizational culture moderates the relationship between employees' intrinsic motivation and their creativity. The following three culture types are assessed in this study: innovative culture, traditional culture, and cooperative culture. The effect of these culture types on employees' creativity is assessed using data obtained from fifty service and hospitality firms in the People's Republic of China. The data reveal that innovative culture moderates the relationship between the need for achievement and creativity, traditional culture moderates the relationship between the need for power and creativity, and cooperative culture moderates the relationship between the need for affiliation and creativity. This article shows that a good person-culture fit plays a significant role in predicting employee creativity. For managers, the implication is to be aware of corporate culture and match employees' motivations accordingly. In addition, managers need to identify and assist employees who feel stifled by the corporate culture.
Original languageEnglish
Pages (from-to)125-134
Number of pages10
JournalCornell Hospitality Quarterly
Issue number2
Publication statusPublished - 1 May 2011


  • creativity
  • culture
  • hotel
  • motives
  • People's Republic of China
  • person-culture fit

ASJC Scopus subject areas

  • Tourism, Leisure and Hospitality Management

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