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This paper aims to address the recent trends and developments relating to the re‐use of public sector information (PSI) and open government data.

It starts from the European Commission's Digital Agenda, which stressed the importance of opening up access to content to promote the single market. While the 2003 PSI directive has contributed to this, barriers to the re‐use of PSI still remain, often based on a lack of awareness with public sector data holders and users. Some of these barriers are currently being challenged by the open government data (OGD) movement. While this movement has comparable objectives to the PSI directive, it is based on different arguments. This raises the question of how the two approaches relate.

The paper argues that the proponents of the re‐use of PSI and OGD should join forces to promote the availability of public sector data.

In this way, the public sector can be encouraged to rethink its information policy and move to a more coherent view on how data can be used to increase the benefits for the information society and the market for digital content.

Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three contributions to address this research gap: empirical research that has been conducted on the outcomes of TC is summarized; a person–environment fit perspective is applied to develop a conceptual model for TC; and directions for future empirical research are proposed.

A literature review is conducted to identify empirical research on the outcomes of TC. This is summarized into an extension of an existing framework that organizes empirical research on the antecedents of TC. Furthermore, the fit model for TC is developed, based on a person–environment fit perspective.

Research on the outcomes of TC has focused on three themes: performance; affective state; and processes. Gaps in this body of knowledge include limited knowledge on performance outcomes and a lack of research on potential negative outcomes. Recommendations for future research include: potential moderators of the relationship between TC and two outcome, innovation and team performance, are proposed; strain and unethical decision-making are proposed as potential negative outcomes of TC; and it is proposed that incorporating a temporal dimension would improve the understanding of the cyclical manner in which certain variables and TC may interact over time.

The organizing framework extension summarizes existing knowledge on the outcomes of TC, and together with the fit model for TC, this offers a basis for identifying research gaps and directions for future research. Specific directions for future empirical research are proposed.