Generativity entails both the motive and the behavior to support and guide younger people and to benefit “future generations.” Given its relevance for work and career outcomes, research on generativity in the work context has accumulated over the last three decades. To synthesize this work, we developed a conceptual model based on generativity, lifespan, resource, and motivation theories and conducted a meta-analysis (k = 48, N = 15,356). The results show that the generativity motive is positively related to person-related (e.g., age, tenure, agency and communion, work centrality) and context-related antecedents (e.g., challenging job demands, job autonomy). Moreover, the generativity motive is positively associated with motivational (i.e., work motivation, occupational self-efficacy), well-being (e.g., positive affect, job satisfaction, self-esteem), and career-related outcomes (e.g., mentoring relationship quality, career satisfaction). The fewer studies on generative behavior largely show a similar pattern. Overall, the findings (1) improve understanding of the nomological network of both the generativity motive and generative behavior at work, (2) point to the importance of generativity for favorable work outcomes, and (3) highlight that future research is needed to better understand the mechanisms and boundary conditions of effects of generativity at work.

创造力既需要动机，也需要行为，以支持和指导年轻人并造福“未来一代”。鉴于其与工作和职业成果的相关性，在过去的三十年中，已经积累了关于工作领域中的创造力的研究。为了综合这项工作，我们建立了一个基于成因，寿命，资源和动机理论的概念模型，并进行了荟萃分析（k = 48，N= 15,356）。结果表明，生殖动机与人相关（例如，年龄，任期，代理和交流，工作中心）和与情境相关的先例（例如挑战工作要求，工作自主性）成正相关。此外，产生动机与动机（即工作动机，职业自我效能感），幸福感（例如积极影响，工作满意度，自尊心）以及与职业相关的成果（例如指导关系质量）呈正相关，职业满意度）。较少的关于生殖行为的研究显示出相似的模式。总的来说，研究结果（1）增进了人们对工作产生动力和行为的名词学网络的理解；（2）指出了产生积极工作成果的重要性，