Creativity syndrome: Integration, application, and innovation.

Mumford, Michael D.; Gustafson, Sigrid B.

doi:10.1037/0033-2909.103.1.27

Cited by 1,399 publications

(987 citation statements)

References 174 publications

(236 reference statements)

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“…Rice (2006) operationalized ECB using items based on literature such as Ganesan and Weitz (1996), Amabile et al (1996), Mumford and Gustafson (1988), Oliver and Anderson (1994). Items were scored on a five-point Likert-type scale.…”

Section: Measurement Instrumentsmentioning

confidence: 99%

Universal Values, Creative Behavior and Leadership: Turkish Case

Kurt

Yahyagil

2015

IBR

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Organizational creativity has become one of the major research areas in the field of organizational behavior during the last two decades. This paper aims to provide a better understanding of the association between universal individual values and employee creative behavior and explores the mediating effect of leadership on the relationship between individual values and employee creative behavior. The research sample was chosen from service sector employees owing to the fact that the role of leadership and motivation for creativity is especially important in knowledge intensive, complex and uncertain environments. Survey method was used to examine the perceptions of the respondents about individual values and leadership style, and their impact on self-perceived creative behavior. Hierarchical regression and Sobel Test were applied to examine the mediating effect of leadership on individual values and employee creative behavior relationship. The results show that the individual value dimensions of self direction, achievement, and universalism explain the majority of variance in employee creative behavior. The findings of both the hierarchical multiple regression analysis and the Sobel test support the partial mediating effect of leadership on individual values and employee creative behavior relationship. The originality of the paper is related to the attempt for understanding the mediating effect of leadership on individual values and creativity relationship which has been under-researched in the literature. Furthermore, the study intends to contribute to a new and important research agenda through the examination of the relationship between universal basic values and employee creative behavior in a sample of Turkish employees.

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Section: Measurement Instrumentsmentioning

confidence: 99%

Universal Values, Creative Behavior and Leadership: Turkish Case

Kurt

Yahyagil

2015

IBR

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“…Definitions that focus on the attributes of creative products are now widely acknowledged as the most useful approach for empirical study because they recognize that assessments of creativity are ultimately subjective (Amabile 1982, Mumford and Gustafson 1988, Simonton 2004a. As pointed out by Amabile (1996, p. 33), the identification of a thought process or subprocess as creative must finally depend upon the fruit of that process, product or response Thus, the definition that is most likely to be useful for empirical research is one grounded in an examination of products.…”

Section: Introductionmentioning

confidence: 99%

A Core/Periphery Perspective on Individual Creative Performance: Social Networks and Cinematic Achievements in the Hollywood Film Industry

Cattani

Ferriani

2008

Organization Science

542

457

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This is the published version of the paper.This version of the publication may differ from the final published version. Permanent repository link Full terms and conditions of use: http://pubsonline.informs.org/page/terms-and-conditionsThis article may be used only for the purposes of research, teaching, and/or private study. Commercial use or systematic downloading (by robots or other automatic processes) is prohibited without explicit Publisher approval, unless otherwise noted. For more information, contact permissions@informs.org.The Publisher does not warrant or guarantee the article's accuracy, completeness, merchantability, fitness for a particular purpose, or non-infringement. Descriptions of, or references to, products or publications, or inclusion of an advertisement in this article, neither constitutes nor implies a guarantee, endorsement, or support of claims made of that product, publication, or service. Copyright © 2008, INFORMS Please scroll down for article-it is on subsequent pagesINFORMS is the largest professional society in the world for professionals in the fields of operations research, management science, and analytics. For more information on INFORMS, its publications, membership, or meetings visit http://www.informs.org Organization Science Vol. 19, No. 6, November-December 2008, pp. T he paper advances a relational perspective to studying creativity at the individual level. Building on social network theory and techniques, we examine the role of social networks in shaping individuals' ability to generate a creative outcome. More specifically, we argue that individuals who occupy an intermediate position between the core and the periphery of their social system are in a favorable position to achieve creative results. In addition, the benefits accrued through an individual's intermediate core/periphery position can also be observed at the team level, when the same individual works in a team whose members come from both ends of the core/periphery continuum. We situate the analysis and test our hypotheses within the context of the Hollywood motion picture industry, which we trace over the period 1992-2003. The theoretical implications of the results are discussed.

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“…These skills may have a role in contributing to the employee's innovative behavior. In addition, we also examine the importance of the employee's educational level (Mumford and Gustafson, 1988), job tenure (reflects the experience, knowledge and expertise an employee possesses) and income (reflects extrinsic motivation) for innovative behavior at work. Finally, we used both supervisor-rated and self-rated scales to measure individual innovative behaviors at work.…”

Section: Introductionmentioning

confidence: 99%

Self‐leadership skills and innovative behavior at work

Carmeli

Meitar

Weisberg

2006

International Journal of Manpower

363

269

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Purpose -The purpose of this study is to examine the relationship between self-leadership skills and innovative behaviors at work. Design/methodology/approach -The study's participants were employees and their supervisors, working in six organizations in Israel. Data were collected through structured surveys administered to the employees and their supervisors. A total of 175 matched questionnaires were returned. Path analysis, using AMOS program, was conducted to assess the research model. Findings -The results indicate that the three-dimensional scale of self-leadership skills is positively associated with both self and supervisor ratings of innovative behaviors. The findings also show that income and job tenure are significantly related to innovative behaviors at work. Practical implications -Organizations that seek ways in which to foster innovative behaviors in their employees, need to recognize the importance of building up self-leaders who can successfully meet the required expectations and standards of innovative behavior. Originality/value -This research suggests ways for organizations to enhance their innovativeness through employees who possess high self-leadership skills and receive appropriate extrinsic rewards for their leadership skills and innovative behaviors.

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Creativity syndrome: Integration, application, and innovation.

Cited by 1,399 publications

References 174 publications

Universal Values, Creative Behavior and Leadership: Turkish Case

Universal Values, Creative Behavior and Leadership: Turkish Case

A Core/Periphery Perspective on Individual Creative Performance: Social Networks and Cinematic Achievements in the Hollywood Film Industry

Self‐leadership skills and innovative behavior at work

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