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<p>While research on the dark side of creativity has primarily focused on active misconduct (“acts of commission”), performance withdrawal (“acts of omission”) remains underexplored. Integrating the creative self-efficacy (CSE) literature with self-regulation theory, we develop a resource–vulnerability account of CSE. Specifically, we propose that organizational injustice is especially depleting for high-CSE employees because such confidence fosters grandiose entitlement, which amplifies the perceived illegitimacy of injustice, thereby heightening self-regulatory resource drain and, consequently, the performance costs of unfair treatment. Data from two multi-source, time-lagged field studies, comprising 225 employees from a financial services company and 300 employees from a high-tech manufacturing firm, provided consistent support for our first-stage moderated mediation model. Results indicated that the positive relationship between injustice and ego depletion is amplified when CSE is high, which in turn precipitates downstream reductions in task performance and creativity. By challenging the assumption that domain-specific self-efficacy is universally protective, our findings extend “dark side” creativity research beyond acts of commission to illuminate the latent performance costs of high CSE.</p>

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The hidden cost of creative self-efficacy: how it exacerbates the adverse effects of organizational injustice

  • 期刊论文

  • 发表日期：

    2026年5月8日

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  • Rui Li,
  • Jing-Yuan Tian

摘要

While research on the dark side of creativity has primarily focused on active misconduct (“acts of commission”), performance withdrawal (“acts of omission”) remains underexplored. Integrating the creative self-efficacy (CSE) literature with self-regulation theory, we develop a resource–vulnerability account of CSE. Specifically, we propose that organizational injustice is especially depleting for high-CSE employees because such confidence fosters grandiose entitlement, which amplifies the perceived illegitimacy of injustice, thereby heightening self-regulatory resource drain and, consequently, the performance costs of unfair treatment. Data from two multi-source, time-lagged field studies, comprising 225 employees from a financial services company and 300 employees from a high-tech manufacturing firm, provided consistent support for our first-stage moderated mediation model. Results indicated that the positive relationship between injustice and ego depletion is amplified when CSE is high, which in turn precipitates downstream reductions in task performance and creativity. By challenging the assumption that domain-specific self-efficacy is universally protective, our findings extend “dark side” creativity research beyond acts of commission to illuminate the latent performance costs of high CSE.