Creative and innovative performance: a meta-analysis of relationships with task, citizenship, and counterproductive job performance dimensions

Harari, Michael B.; Reaves, Angela C.; Viswesvaran, Chockalingam

doi:10.4324/9780203732427-3

Cited by 73 publications

(48 citation statements)

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“…Another limitation stems from the reliance of our findings from a single software engineering job in an information technology firm. Despite the calls in the literature on job performance and its dimensions for more samples from this type of jobs and industry (e.g., Harari et al, ), the specificity of our sample inevitably restricts the generalization of our findings. Still, it has the advantage of reducing the likelihood of these contextual factors influencing our results.…”

Section: Discussionmentioning

confidence: 87%

“…In parallel, innovative performance has emerged as an important criterion for human resource management decision‐making, particularly concerning the selection and development of innovative potential (Hülsheger et al, ; Potočnik et al, ). In fact, recent meta‐analytical evidence has showed that, despite being linked with previous well‐established job performance dimensions of task, citizenship performance, and counterproductive behaviors (see Campbell & Wiernik, ; Rotundo & Sackett, , for reviews), innovative performance is still empirically unique and distinct from them (Harari et al, ). Further research efforts focused on the nomological network of innovation‐related have also contributed to clarify its behavioral scope as a performance criterion (Anderson et al, ; Potočnik & Anderson, ).…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

“…In particular, at the individual level of analysis, innovative employee behaviors have started to occupy a central role in the models of job performance, as a core and empirically distinct dimension of individual performance at work (Harari, Reaves, & Viswesvaran, ; Potočnik et al, ). Concomitantly, there have been important theoretical developments, which have brought higher clarity on the behavioral breadth of individual innovation criteria (Anderson et al, ; Potočnik & Anderson, ).…”

Section: Introductionmentioning

confidence: 99%

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Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Rodrigues

Rebelo

2019

Int J Selection Assessment

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Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed.

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Section: Discussionmentioning

confidence: 87%

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Rodrigues

Rebelo

2019

Int J Selection Assessment

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“…C. H. Campbell et al, ). Future research should also examine a wider range of performance constructs, such as specific components of technical performance, leadership, and effort (J. P. Campbell & Wiernik, ), as well as emerging performance dimensions, such as innovation (Harari, Reaves, & Viswesvaran, ) and environmentally‐sustainable behaviors (Ones & Dilchert, ).…”

Section: Discussionmentioning

confidence: 99%

The validity of the Big Five personality traits for job performance: Meta‐analyses of South African studies

Aarde

Meiring

Wiernik

2017

Int J Selection Assessment

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Previous meta‐analyses have established the Big Five personality traits as important predictors of job performance around the globe. This study extends the international generalizability of Big Five criterion‐related validity through systematic review and meta‐analyses of personality–performance research conducted in South Africa. We meta‐analyzed data from 33 studies and 6,782 individuals to estimate validities of Big Five traits for various job performance criteria. Results showed that the Big Five traits have similar validity for job performance criteria as found in other cultural contexts. Conscientiousness was the strongest predictor across performance criteria, while other traits showed validity for specific criteria or subsamples. Results demonstrate the importance of psychometric meta‐analysis for building cumulative knowledge and support applied use of personality assessments in South Africa. Consistency of the results of this study with those of previous meta‐analyses in other national contexts supports the argument that personality–performance relations are a cultural universal.

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“…In order to fully understand how engagement could be translated into performance, future research should be aimed at identifying alternative forms of extra-role behaviors which could act as mediators within this context. Given the dynamic nature of the ICT environment, three extra-role behaviors could play a significant role in this regard: employee pro-activity (Salanova and Schaufeli 2008), organizational citizenship behaviors (Kim and Park 2017) and pro-social behaviors (Harari et al 2016). Salanova and Schaufeli (2008) argued that for engagement to translate into both innovation and performance, employees need to exert proactive behaviors.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

et al. 2019

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The information and communication technology (ICT) sector within the Netherlands is a major driver of globalization, the country's economic growth and innovation. The Dutch ICT sector's performance is increasingly becoming dependent upon employee driven innovations in order to address the needs of the sectors they service. In other words, the ICT sector within the Netherlands is largely dependent upon the performance and innovative capacity of its employees; both of which are functions of employee engagement. Given the high demand, and low supply of talent within this sector, ICT organizations need to develop innovative ways to enhance the performance capacities of its people. Developing an engaged and highly innovative workforce seems to be an efficient way to activate employees' performance. As such, the aim of this paper was to investigate the mediating function of employee driven innovative work behaviors in the relationship between work engagement and task performance within the a Dutch ICT consulting firm. A cross-sectional survey-based research design, employing a census-based sampling method, was employed to obtain data from a global ICT consulting firm within the Netherlands (n = 232). The Utrecht Work Engagement Scale, the Innovative Work Behavior Scale and the Task Performance Scale was used to assess the associative subjective experiences of ICT employees. The results showed that work engagement is a significant driver for innovative work behaviors, which in turn affects the task performance of employees. Further, innovative work behaviors are therefore important to translate the engaging energies of employees into performance. This paper discusses the theoretical and practical implications of these findings.

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Creative and innovative performance: a meta-analysis of relationships with task, citizenship, and counterproductive job performance dimensions

Cited by 73 publications

References 1 publication

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

The validity of the Big Five personality traits for job performance: Meta‐analyses of South African studies

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

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