| Abstract [eng] |
103 pages, 27 tables, 4 pictures, 234 references. Aim: To evaluate the influence of intrinsic and extrinsic motivation on employee creativity and its impact on innovative work behavior. Tasks: 1) To analyze the scientific literature on the theories of the influence of motivation on the creativity of employees and the impact of creativity on innovative work behavior and conduct empirical research. 2) Based on the analysis of the scientific literature, to develop a methodology for quantitative research of the influence of intrinsic and extrinsic motivation on employees creativity and its impact on innovative work behavior. 3) Based on the developed quantitative research methodology, to carry out a quantitative study of the influence of intrinsic and extrinsic motivation on employees creativity and its impact on innovative work behavior. 4) Based on the performed quantitative research, to perform the analysis of the results of the quantitative research on influence of intrinsic and extrinsic motivation on the creativity of employees and its impact on innovative work behavior. 5) Based on the analysis of the results of the quantitative research, to form the conclusions and suggestions of the master thesis. Methods used: The method of systematic, comparative analysis of scientific literature was used in the analysis of scientific literature. The research methodology was based on quantitative research based on quantitative research performed by other researchers. Two statistical analysis methodologies were used to analyze the study data: descriptive statistics and hypothesis testing statistics. Research: The research was conducted by surveying Lithuanian start-up employees, the sampling error was 9% (research limitation). The results and conclusions: The first hypothesis of the research was confirmed, i. the higher the intrinsic motivation of employees, the greater their creativity. These findings were consistent with those of other researchers. Therefore, it can be concluded that the level of intrinsic motivation of Lithuanian start-up employees determines their creativity. The second hypothesis of the research was not confirmed i.e. extrinsic motivation did not positively affect the relationship between intrinsic motivation and creativity. The third hypothesis of the study was not confirmed i.e. the employee’s intrinsic motivation did not affect his creativity. The fourth hypothesis of the study was confirmed i.e. the greater the creativity of employees, the greater their innovative work behavior. These findings are consistent with those of other researchers. The results of the research showed that Lithuanian start-up employees have a strong intrinsic motivation, which positively influences their creativity, and their creativity positively influences their innovative work behavior. It should be noted that empirical research conducted by other researchers has confirmed that creativity and innovative work behavior can determine the business results of start-ups, the quality of services or products, help to gain a competitive advantage. Therefore, the creativity and innovative work behavior of employees should also be very important for Lithuanian start-ups, and the shareholders, managers of these start-ups should encourage and develop their employee creativity, also hire creative employees with strong internal motivation, which would positively influence their innovative work behavior and therefore the start-ups business results. |
