The present study sought to understand the relationship between low job satisfaction and creativity by examining continuance commitment and job autonomy as potential moderators. It followed the Exit, Voice, Neglect, and Loyalty model by including moderators designed to encourage creativity, a facet of voice, in dissatisfied employees while discouraging other outcomes. The sample consisted of 121 employed participants working 20 or more hours per week who had been in their current job role for a minimum of six months. Participants completed an online survey assessing each construct.

Results indicated that adding continuance commitment and job autonomy did not impact the relationship between job satisfaction and creativity as expected. However, it did support the Hackman and Oldham job characteristics model. Future research should seek to better understand these variables by pairing them with factors, such as individual characteristics and job type, to better understand the job satisfaction and creativity relationship.