Intrinsic-Extrinsic Motivation and Transformational Leadership on Job Performance Through Employee Creativity: A Systematic Literature Review
Purpose: This study examines the relationships among intrinsic motivation, extrinsic motivation, transformational leadership, employee creativity, and job performance through a synthesis of empirical literature, with employee creativity as a mediating variable and spiritual incentives as a moderating variable. Improving employee performance remains a key organizational challenge, making it important to understand how motivation and leadership foster creativity and performance.
Research Methodology: A Systematic Literature Review (SLR) was conducted using peer-reviewed studies obtained from Google Scholar, Scopus, and other academic databases.
Results: The review indicates that intrinsic motivation positively influences employee creativity and job performance by encouraging achievement and self-development. Extrinsic motivation also contributes to creativity and performance when incentive systems are appropriately designed. Transformational leadership enhances employee creativity through intellectual stimulation, individualized consideration, and psychological safety. Employee creativity functions as a significant mediator linking motivation and leadership to job performance.
Conclusions: Intrinsic motivation, extrinsic motivation, transformational leadership, and employee creativity form an integrated system that supports higher job performance, with creativity serving as the primary mechanism through which organizational conditions improve outcomes.
Limitations: The study is based on secondary literature and may be affected by publication bias, while differences in contexts and research designs limit direct comparison.
Contributions: This study develops a conceptual framework linking motivation, transformational leadership, employee creativity, and job performance, while providing research propositions for future empirical investigation in human resource management.