Dual pathways of emotional competence towards incremental and radical creativity: resource caravans through feedback-seeking frequency and breadth

Sung, Sun Young; Rhee, Young Won; Lee, Jae Eun; Choi, Jin Nam

doi:10.1080/1359432x.2020.1718654

Cited by 34 publications

(33 citation statements)

References 64 publications

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“…Complementing existing studies focused on the effect of inquiry strategy on creativity (Sijbom et al, 2018; Sung et al, 2020), we investigate the creativity implications of both inquiry and monitoring (Ashford & Cummings, 1983). These two FSB strategies are distinct and nonredundant: “As the measures of a formative model are not redundant … dropping a measure from a formative model may ignore a unique part of the conceptual domain” (Anseel et al, 2015, p. 327).…”

Section: Discussionmentioning

confidence: 99%

“…Particularly, verbal feedback obtained through direct inquiries should reveal the deficiencies of current practices and further suggest ways to address such shortcomings (Zhou, 2008). This ideal scenario probably explains why studies on the FSB–creativity relationship have focused on different aspects of inquiry strategy, such as frequency and source variety (Sijbom et al, 2018; Sung et al, 2020). By actively seeking feedback, employees are exposed to others' evaluative comments and informational input that introduce new or even contradictory viewpoints, thereby stimulating creative thought processes.…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

“…Unlike what was proposed during its inception (Ashford & Cummings, 1983), a recent meta‐analysis revealed that the effect of feedback‐seeking behavior (FSB) on task performance is rather small and statistically insignificant ( r = .06) (Anseel et al, 2015). By contrast, emerging empirical evidence indicates that FSB has a moderate and significant effect on creativity (De Stobbeleir et al, 2011; Sung et al, 2020). The present study further explores the validity of FSB as a driver of workplace creativity.…”

Section: Introductionmentioning

confidence: 96%

“…For example, Sijbom et al (2018) showed that feedback inquiry from various sources is positively related to creativity under high performance dynamism and low creative time pressure. Recently, Sung et al (2020) reported that feedback‐seeking frequency and source variety are related to incremental and radical creativity, respectively. The present work revisits the two FSB strategies and claims that both inquiry and monitoring can promote employee creativity as separate predictors but also through their synergistic interplay.…”

Section: Introductionmentioning

confidence: 99%

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Do you value or worry about feedback? Tradeoffs between cost and value perceptions and dual feedback‐seeking strategies toward creativity

Sung

Choi

2021

J Organ Behavior

Self Cite

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Summary This study advances the literature by elaborating on how disparate tradeoffs between cost and value perceptions targeted at FSB lead to distinct feedback‐seeking strategies. Specifically, the cost–value framework is employed to explain the emergence of two forms of feedback‐seeking behavior (FSB), namely, inquiry and monitoring. An interplay between the two FSB strategies is also proposed to predict employee creativity. Data collected from 194 individuals across 76 work teams reveal that high cost–low value perceptions are negatively related and low cost–high value perceptions are positively related to inquiry strategy. Such incongruence between cost and value perceptions shows no significant effect on monitoring strategy. Instead, employees adopt a monitoring strategy when they perceive congruence or ambiguous tradeoffs related to FSB (high cost–high value, low cost–low value). Analysis indicates the interplay between the two FSB strategies in which the highest level of creativity is observed when employees use both inquiry and monitoring strategies at high levels. This study complements and enriches the feedback literature by theorizing and empirically validating comparative effects of cost and value perceptions toward FSB as well as the interplay between the two FSB strategies in predicting employee creativity.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 96%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Do you value or worry about feedback? Tradeoffs between cost and value perceptions and dual feedback‐seeking strategies toward creativity

Sung

Choi

2021

J Organ Behavior

Self Cite

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“…When self-concept is clear and robust, individuality and independent thinking will increase, which promotes creativity and innovation [34]. Simultaneously, researchers also notice the dark side of creativity, linking creativity with dishonesty, behavioral deviations and unnecessary risktaking [35][36][37][38]. The main reason for these negative behaviors in creativity is that individuals may have a deviation in creativity and lack a long-term plan for their future selves.…”

Section: Introductionmentioning

confidence: 99%

Future Work Self and Employee Creativity: The Mediating Role of Informal Field-Based Learning for High Innovation Performance

Zhang

Yan

et al. 2021

Sustainability

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In today’s highly uncertain environment, the value of creativity and innovation are increasingly critical. How individuals could improve their creativity and innovation performance has become the focus of attention. Future work self as an intrinsic motivation factor plays an important role in creativity and innovation. Based on the self-consistency theory, this study integrated proactive personality and informal field-based learning (IFBL) to explore the relationship between future work self and employee creativity to increase innovation performance. It used data from 201 R&D department employees in China’s high-tech companies. The results show that future work self has a positive effect on employee creativity and that IFBL mediates the relationship between future work self and employee creativity. This process is then positively moderated by a proactive personality. This study’s results help clarify the formation mechanism of creativity from the perspective of intrinsic motivation and indicate that future work self can drive individuals’ creativity and innovation efforts, especially under the consistency of self-concept, motivation and personality. This research also emphasizes the importance of IFBL in improving individual creativity and further organizational innovation performance. Implications for theory and management to help improve creativity and innovation performance are then discussed in detail.

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Exploring the combination of individual and organizational–environmental factors in the expression of radical and incremental creativity

Jung,

Hong

2024

Human Resource Dev Quarterly

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Innovative products and services are key factors in corporate competitiveness, and the expression “employee creativity” is the top priority factor in leading corporate innovation. This study aims to investigate the differences between the predictive variables for the expression of radical and incremental creativity and the combinations of the predictive variables, which aid in the expression of two types of creativity. A research survey was conducted with 600 employees working in newspaper, broadcasting, and film businesses. The results were derived by conducting a fuzzy‐set qualitative comparative analysis (fs/QCA) on 513 useful samples. Using necessity and sufficiency analysis of a fs/QCA, the results indicate that the three personal factors—job expertise, creative process engagement, and work engagement—are commonly required for two types of creativity. Conversely, organizational–environmental factors, a risk‐taking climate, and external networking behavior are only predictive variables of radical creativity. This study's results provide insights regarding the personal and environmental resources that employees must secure to express radical and incremental creativity. Because a clear difference was found in the factors required for the expression of the two types of creativity, based on the results of this study, Human Resource Development(HRD) can devise an effective method to support the expression of the two types of differential creativity.

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Dual pathways of emotional competence towards incremental and radical creativity: resource caravans through feedback-seeking frequency and breadth

Cited by 34 publications

References 64 publications

Do you value or worry about feedback? Tradeoffs between cost and value perceptions and dual feedback‐seeking strategies toward creativity

Do you value or worry about feedback? Tradeoffs between cost and value perceptions and dual feedback‐seeking strategies toward creativity

Future Work Self and Employee Creativity: The Mediating Role of Informal Field-Based Learning for High Innovation Performance

Exploring the combination of individual and organizational–environmental factors in the expression of radical and incremental creativity

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