Authors : Mohammad Naim Wahdat; Shuguang Wei; Maryam Sediqi; Sayed Sami Muzafary; Zahoor Hasson

Volume/Issue : Volume 11 - 2026, Issue 3 - March

Google Scholar : https://tinyurl.com/2w4bkubb

Scribd : https://tinyurl.com/yh5e952b

DOI : https://doi.org/10.38124/ijisrt/26mar1048

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Abstract : Despite limited research on how intrinsic rewards for creativity translate into creative outcomes in developingcountry contexts, this study presents a moderated mediation model to examine their effects on academic staff creativity. Using matched data from 400 faculties and their direct supervisors across four public universities in Kabul, Afghanistan, and employing Amos 28 for analysis, we found that job satisfaction mediated the positive relationship between intrinsic rewards for creativity and faculty creativity. Drawing on social cognitive theory and the interactionist perspective, creative self-efficacy served as a boundary condition, strengthening the relationship between intrinsic rewards for creativity and job satisfaction at higher levels. Integrating social exchange theory and the interactionist perspective, affective commitment similarly moderated the link between job satisfaction and faculty creativity, with higher levels amplifying this relationship. These findings contribute to creativity literature by revealing conditional mechanisms through which intrinsic rewards foster faculty creativity. Practical implications for human resource management, limitations, and future research directions are discussed.

Keywords : Intrinsic Rewards for Creativity; Job Satisfaction; Affective Commitment; Creative Self-Efficacy; Faculty Creativity.

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