Developing organizational creativity and innovation

Abstract

Purpose – The purpose of this study was to empirically examine the impact of self leadership on employee creativity and workplace innovative orientation moderated by the creativity climate of the organization. Design/methodology/approach – This study as a unique approach has explored the dimension of self-leadership in connection with employee creativity,creativity climate and workplace innovation preparedness. Findings – The results of structural equation modelling analysis based on the sample responses obtained from the research,design and development units of a select number of organizations across industries in the Indian context revealed the significant relationships among self-leadership,employee creativity,creativity climate and workplace innovative orientation. Further,the moderating effect of creativity climate was conducted using post hoc on employee creativity and workplace innovative orientation. Research limitations/implications – The major limitation of the study lies in relatively small sample size compared to large population group,inference of causality on cross-sectional data and absence of any qualitative analysis through the interaction with sample respondents. Originality/value – Although the findings from this study are limited to the scope of a small number of surveyed organizations compared to the large population,it brings out interesting insights in Indian context for future researches in this direction,especially for exploring the linkages among self-leadership,creativity and innovation.

Environmental innovation practices and green product innovation performance: A perspective from organizational climate

“…According to organization creativity theory, creativity climate is the working environment that includes the organizational social environmental factors, such as the openness of communication, concern for employees, and emotional and functional support from their supervisors to employees (Ghosh, 2015). Thus, creativity climate incorporate both the organizational environment and its working environment, which affect the work carried out in the organization (Amabile et al, 1996;Yeh-Yun Lin & Liu, 2012).…”

“…Thus, creativity climate incorporate both the organizational environment and its working environment, which affect the work carried out in the organization (Amabile et al, 1996;Yeh-Yun Lin & Liu, 2012). Previous studies have examined the antecedents and consequences of creativity climate, such as human resource management and self-leadership, which contribute to individual creativity, organizational innovation and performance at the individual or organizational level within the creativity climate (Ghosh, 2015;Yeh-Yun Lin & Liu, 2012). However, there are few researches that investigated the link between EIP and creativity climate in the environmental management.…”

“…An organizational climate is the firm's property and reflects the employee's descriptions of organizational functioning and attention to strategy (Parker et al, 2003). Creativity climate is a specific critical climate, which reflects the workplace atmospheres that includes a firm's social-environmental factors, such as caring for its employee, supervisor supports, and the employees' willingness for sharing ideas and knowledge in the creative process (Ghosh, 2015).…”

“…Prior researchers have found that fostering a creativity climate contributes to firms both the individual and organizational levels (Ghosh, 2015;Woodman, Sawyer, & Griffin, 1993). A climate that is conducive to creativity is characterized by the formal and informal practices that guide and inform supportive, self-initiated, and persistent ways to work, which can support the development and execution of new and novel ideas, which in turn enhance organizational creativity and innovation (Baer & Frese, 2003;Heffernan, Harney, Cafferkey, & Dundon, 2016).…”

“…A strong organizational creativity climate can thus motivate a firm to adopt positive environmental practices that deal with environmental pressures, these practices can then generate new and novel ideas for green products that contribute to green creativity. Second, when a firm has high creativity climate, it encourages internal staffs to create and share knowledge and skills related to environmental management, which can enhance new and novel ideas related to green innovation by opening communication and strengthening supervisor support (Ghosh, 2015). Finally, creativity climate can guide and shape employee behaviors (Amabile et al, 1996;Tsai & Kao, 2004).…”