Emotional and informational support from different sources and employee creativity

Madjar, Nora

doi:10.1348/096317907x202464

Cited by 186 publications

(150 citation statements)

References 63 publications

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“…In addition to positive climate, authors have examined the impact of resources and supplies on innovative outcomes. Organizational resources, e.g., information (Spreitzer, 1995a(Spreitzer, , 1995b, technical support (Choi, 2004a), and instrumental support (Madjar, 2008), may provide the employee with needed assistance and resources, thereby facilitating innovation. Although these types of resources may have differential impact on innovation, we combined them into a single variable, as did Scott and Bruce (1994).…”

Section: Meta-analysis Of Individual Innovation 12mentioning

confidence: 99%

Predictors of individual-level innovation at work: A meta-analysis.

Hammond¹,

Neff²,

Farr³

et al. 2011

Psychology of Aesthetics, Creativity, and the Arts

609

625

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Numerous narrative reviews related to innovation in work organizations have been published, yet very few quantitative reviews have been conducted. The present meta-analysis investigates the relationships between four predictor types (individual differences, motivation, job characteristics, and contextual influences) and individual-level workplace innovation. Results indicated that individual factors, characteristics of the job, and factors of the environment were moderately associated with phases of the innovation process. Implications for future research opportunities are discussed. Keywords:Innovation, meta-analysis, personality, climate, motivation, leadership Meta-Analysis of Individual Innovation 4Predictors of Individual-Level Innovation at Work: A Meta-AnalysisThe importance of innovation for organizational success has been increasingly noted in the conceptual and empirical literature of the organizational sciences (e.g., Agars, Kaufman, & Locke, 2008; Anderson, De Dreu, & Nijstad, 2004;West, 2002). In response to the emergence of innovation as a critical factor in creating and maintaining organizational competitiveness, a wide array of individual, job, and environmental factors have been examined in relation to employee innovation. Although numerous narrative reviews of work-related innovation have been published (e.g., Egan, 2005;Mumford, 2003;Patterson, 2002;Shalley & Gilson, 2004;Shalley, Zhou, & Oldham, 2004;Zhou & Shalley, 2003), little attention has been given to quantitative reviews. Baas, DeDreu, and Nijstad (2008) conducted a meta-analysis on mood and creativity; however, the majority of the included studies were laboratory experiments with student participants. With the exception of one meta-analysis of organizational level innovation (Damanpour, 1991), a second examining personality and creativity for artists and scientists

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Section: Meta-analysis Of Individual Innovation 12mentioning

confidence: 99%

Predictors of individual-level innovation at work: A meta-analysis.

Hammond¹,

Neff²,

Farr³

et al. 2011

Psychology of Aesthetics, Creativity, and the Arts

609

625

View full text Add to dashboard Cite

show abstract

“…People who rate highly on openness to experience have greater access to a variety of thoughts, perspectives, and ideas, and tend to be willing and able to generate and contemplate new ideas that challenge the status quo (McCrae & Costa, 1997), as they are more imaginative, curious and flexible in their thinking (Madjar, 2008). Openness to experience has, at its core, a divergent thinking style associated with the ability to 'think outside the box' (McCrae, 1987), leading to useful, novel, and creative ideas.…”

Section: Research Hypothesesmentioning

confidence: 99%

Personality and the creativity of frontline service employees: linear and curvilinear effects

Coelho

Lages

Sousa

2016

The International Journal of Human Resource Management

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Additional information: Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-pro t purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. *Corresponding author AcknowledgmentWe are grateful to Marlene Noronha for her assistance with data collection and the comments of participants of the 2014 AMS World Marketing Congress. Personality and the creativity of frontline service employees: Linear and curvilinear effectsPrevious studies have investigated the relationship between the Five Factor model of personality and creativity. As this model has been criticised for providing a limited account of an individual's personality, this study considers additional personality traits that have recently been investigated in the literature as determinants of employee behaviour. Moreover, we also contribute to the existing body of literature by conducting this study in a services setting, for which we predict personality traits will exert differentiated effects on creativity when compared to other settings. Finally, while past research has focused on linear effects, this study examines the existence of nonlinear effects between personality and creativity. The results indicate that personality traits apart from the Five Factor model have an impact on creativity and that the effects of several personality traits on the creativity of frontline service employees differ from those obtained in other settings. Lastly, the findings also show that five of the personality traits have non-linear effects on creativity, and this may be a stimulus for a new stream of research in the human resources literature.Keywords: creativity; personality; service employees; linear and curvilinear effects Personality and the creativity of frontline service employees: Linear and curvilinear effects IntroductionCreativity refers to the development of ideas about goods, services, processes, and practices, which are novel and likely to be useful to an organisation (Shalley, Zhou, & Oldham, 2004).Whereas creativity reflects the development of these ideas at the individual level, innovation concerns the organisational implementation of such ideas (Amabile, 1996). Due to the belief that creativity is paramount not only to greater customer experiences and customer satisfaction (e.g. Coelho, Augusto, & Lages, 2011;Daly, Grove, Dorsch, & Fisk, 2009), but also organisational innovation and ultimately performance (Amabile, Barsade, Mueller, & Straw, 2005;Chen, Shih, & Yeh, 2011;Jiang, Wang, & Zhao, 2012;Liu, 2013), employee creativity has been attracting growing research attention (e.g. Probst, Stewart, Gruys, & Tierney, 2007). Creativity ...

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“…Using the matching or specifi city hypothesis, which suggests that the right match between type and source of support is needed to increase well-being (Viswesvaran, Sanchez, & Fisher, 1999 , p. 318), the authors postulated that sojourners' satisfaction would increase if there were an optimal match between the type and source of social support (Madjar, 2008 ). One hundred thirty-one English-speaking participants living in New Zealand were sampled via a snowballing technique (Podsiadlowski et al, 2013 ).…”

Section: Social Support and Host-country Nationalsmentioning

confidence: 99%

Interpersonal Networks in Foreign Assignments and Intercultural Learning Processes

Spieß

2017

Knowledge and Space

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Emotional and informational support from different sources and employee creativity

Cited by 186 publications

References 63 publications

Predictors of individual-level innovation at work: A meta-analysis.

Predictors of individual-level innovation at work: A meta-analysis.

Personality and the creativity of frontline service employees: linear and curvilinear effects

Interpersonal Networks in Foreign Assignments and Intercultural Learning Processes

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