Innovation and creativity are regarded as key drivers for organisational innovative success. Organisations that do not have a strategic focus on innovation and creativity and do not have a culture fostering innovative behaviour, will find it difficult to survive in these turbulent times. The innovative ability of organisations depends heavily on all employees at all levels of the organisation. Innovations driven by employees are known as EDI and creativity. Even though organisations understand the importance of EDI, a significant number of barriers within organisations still hamper EDI and creativity. The study was exploratory in nature and provided valuable insights into determining whether supervisory behaviour and the internal work environment had an impact on EDI and creativity in an ODeL institution in South Africa. A quantitative survey design was selected for this study. A census approach was followed, and primary quantitative data were collected from a subgroup within the identified institution, using self-administered electronic questionnaires. Through the process of exploratory factor analysis, five supervisory behaviour/management factors and five internal work environment factors were identified. The supervisory behaviour/management factors included supervisory support, management support, innovation management, innovative leadership, and team innovation. The internal work environment factors included organisational innovation culture, innovation mechanisms, innovative opportunities, risk-taking tolerance, and dedication to innovation. Correlation and structural equation modelling were conducted. The results indicate a relationship between supervisory behaviour and the internal work environment with regard to EDI and creativity. Recommendations regarding supervisory behaviour and creating enabling work environments to enhance and support EDI and creativity are made. / Human Resource Management / M. Com. (Human Resource Management)