The authors of this paper provide a comprehensive review of research on creativity and innovation in organizations, focusing on the period 2002–2013. They propose an integrative definition of creativity and innovation as the process, outcomes, and products of attempts to develop and introduce new and improved ways of doing things. Creativity refers to idea generation, while innovation refers to the implementation of ideas toward better procedures, practices, or products. The authors note that creativity has typically been examined in the context of idea generation, whereas innovation studies have included the latter phase of idea implementation. They discuss several seminal theories of creativity and innovation and apply a comprehensive levels-of-analysis framework to review existing research on individual, team, organizational, and multi-level innovation. Key measurement characteristics of the reviewed studies are noted, and the authors propose a guiding framework for future research comprising eleven major themes and sixty specific questions for future studies. The paper highlights the importance of creativity and innovation in the workplace as key determinants of organizational performance, success, and long-term survival. It discusses several theoretical perspectives on creativity and innovation, including the Componential Theory of Organizational Creativity and Innovation, the Interactionist Perspective of Organizational Creativity, the Model of Individual Creative Action, and the Theorizing on Cultural Differences and Creativity. The authors also discuss the Four Factor Theory of Team Climate for Innovation and the Ambidexterity Theory. The paper reviews research at the individual, team, organizational, and multi-level levels of analysis. At the individual level, it examines factors such as personality, values, thinking styles, self-concepts, and identity, as well as knowledge and abilities, psychological states, and motivation. At the team level, it examines team structure and composition, team climate and processes, and team leadership. The authors conclude that future research should aim to develop more integrative frameworks that encourage bold multi-level designs to explore factors implicated in both creativity and innovation across multiple levels of analysis. They also suggest that research on cultural patterns of creativity is sparse and needs more attention. The paper emphasizes the importance of understanding the role of different determinants of idea generation and idea implementation in organizations.The authors of this paper provide a comprehensive review of research on creativity and innovation in organizations, focusing on the period 2002–2013. They propose an integrative definition of creativity and innovation as the process, outcomes, and products of attempts to develop and introduce new and improved ways of doing things. Creativity refers to idea generation, while innovation refers to the implementation of ideas toward better procedures, practices, or products. The authors note that creativity has typically been examined in the context of idea generation, whereas innovation studies have included the latter phase of idea implementation. They discuss several seminal theories of creativity and innovation and apply a comprehensive levels-of-analysis framework to review existing research on individual, team, organizational, and multi-level innovation. Key measurement characteristics of the reviewed studies are noted, and the authors propose a guiding framework for future research comprising eleven major themes and sixty specific questions for future studies. The paper highlights the importance of creativity and innovation in the workplace as key determinants of organizational performance, success, and long-term survival. It discusses several theoretical perspectives on creativity and innovation, including the Componential Theory of Organizational Creativity and Innovation, the Interactionist Perspective of Organizational Creativity, the Model of Individual Creative Action, and the Theorizing on Cultural Differences and Creativity. The authors also discuss the Four Factor Theory of Team Climate for Innovation and the Ambidexterity Theory. The paper reviews research at the individual, team, organizational, and multi-level levels of analysis. At the individual level, it examines factors such as personality, values, thinking styles, self-concepts, and identity, as well as knowledge and abilities, psychological states, and motivation. At the team level, it examines team structure and composition, team climate and processes, and team leadership. The authors conclude that future research should aim to develop more integrative frameworks that encourage bold multi-level designs to explore factors implicated in both creativity and innovation across multiple levels of analysis. They also suggest that research on cultural patterns of creativity is sparse and needs more attention. The paper emphasizes the importance of understanding the role of different determinants of idea generation and idea implementation in organizations.