The Importance of Creative Knowledge Workers in Creative Organization

Abstract

The growing importance of creative knowledge workers as a resource of particular significance for the growth of organizations is becoming one of the greatest challenges of the knowledge-based economy. Thus, the growing role of creative organizations contributes to building the economic potential of cities, regions, countries, but also of various organizations operating in the market. The development of civilization at its current stage has always been a source of this type of activity. Hence, the issue of understanding how creative knowledge workers operate has been and continues to be addressed by researchers around the world in recent years. The topic presented in this article on the knowledge and creativity of employees and their impact on the growth of creative organizations to a certain extent responds to this demand. The aim of the article is to clarify and extend the conceptualization in terms of creative activities performed by knowledge workers and the correlations with their characteristics and with knowledge initiatives. Achieving the set aim would allow to indicate that modern development depends on the proper generation of knowledge and creativity and the resources offered by an organization to facilitate its absorption in terms of growth prospects. The article reviews the research on cognitive, theoretical, methodological, and empirical issues regarding the development of creative knowledge workers employed in creative organizations as well as characteristics of workers and knowledge initiatives introduced in organizations. The analysis of the literature allowed to establish a research framework and indicate which knowledge initiatives are important and which characteristics of selected employees may be related to creative activities. Empirical verification was carried out through the analysis of basic descriptive statistics with Spearman’s ρ rank correlation and the relationship between nominal and ordinal variables using chi-square tests. The results of the study revealed significant relationships between the performance of creative activities and certain characteristics of knowledge workers as well as between the performance of creative activities and the introduction of knowledge initiatives. It turned out that the knowledge of the nature of the connections between the mentioned activities and knowledge initiatives is the basis for determining which knowledge initiatives in the case of a given creative organization will bring the best results in the form of taking effective creative activities by knowledge workers. Moreover, a person who performs creative activities has only some of the characteristics presented in this article. The research results are particularly relevant to the development of creative knowledge workers employed in creative organizations. Setting out guidelines aimed at changing this state of affairs and the research conducted allowed the identification of areas for improvement in order to ensure that they develop more effectively and meet the demands of competitiveness, generating more innovative ideas.

Organizational Culture as a Prerequisite for Knowledge Transfer among IT Professionals: The Case of Energy Companies

“…These components were verified specifically for IT workers [97], creative knowledge workers [89], and knowledge workers in general [45]. Such elements are also consistent with the research results obtained by other researchers on the behavior of IT professionals, according to which the organizational culture optimal for these specialists is based on trust, tolerance of making mistakes, knowledge, cooperation, and free communication resulting in knowledge diffusion [166][167][168].…”

“…The investigation led to the emergence of the existing canon of components of the organizational culture oriented to knowledge transfer that is independent of the group of participants in the circulation of professional knowledge. It comprises the following norms and values: knowledge sharing, full trust, knowledge as the dominant resource, necessary diversity, and practices such as: openness to new solutions and relationships, personal positive commitment, communication, and mutual interactions [89,97,108].…”

“…Hence, the expectations of knowledge workers as to the ideal organizational culture come down to a construct based on such foundations as: trust, cooperation, open communication, and continuous learning [89].…”

“…Hence, the outlooks of golden collars on organizations can be classified into the following categories: working conditions, organizational culture, and management of people [89].…”

Desarrollo de un Instrumento para Diferenciar a los Empleados

“…Enfocarse en las capacidades y los trabajos estratégicos de los empleados talentosos representa una potencial fuente de creación de valor para la mayoría de las empresas . En este sentido, al hablar de trabajadores talentosos, nos referimos a los trabajadores de conocimiento, de quienes se espera, presenten actitudes y comportamientos esperados que permitan y faciliten la gestión del conocimiento dentro de las organizaciones o instituciones (Sokół y Figurska, 2021). Es así que, las organizaciones deben conocer a sus trabajadores de conocimiento, lo que les permitirá orquestar su cultura organizacional, entorno y liderazgo para maximizar la creación de valor y lograr sus objetivos (Eriksson, Orvik, Strandmark, Nordsteien y Torp 2017).…”