Why being labeled "creative" triggers employees' unethical pro-organizational behavior: The role of felt obligation for constructive change and Machiavellianism

Employee creativity is often explored through the lens of personal traits, performance, or self-perception, with a limited focus on external evaluation, i.e., creativity in the eyes of others. Drawing on social information processing and self-affirmation theories, our study asserts that when employees are recognized as creative by others, they feel an obligation to initiate constructive changes within their organization (felt obligation for constructive change, FOCC). This recognition encourages pro-organizational unethical behavior, particularly in employees with Machiavellian traits. Our model is validated across three studies: an experiment with 188 employees (Study 1), a three-wave survey involving 206 coworker-employee dyads (Study 2), and a two-wave survey with 205 team leader-employee dyads (Study 3). This research contributes to the creativity literature by addressing employee creativity from an external evaluation perspective, challenging the assumption that negative creativity outcomes stem solely from bad intentions, and underscoring personal traits in shaping employee creativity utilization.