Work environments for employee creativity

Dul, Jan; Ceylan, Canan

doi:10.1080/00140139.2010.542833

Cited by 193 publications

(149 citation statements)

References 52 publications

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“…We used the following three items from a well-validated Dutch scale for employees' selfratings of creativity (e.g., De Jonge, Le Blanc, Peeters, & Noordam, 2008) that was based on George and Zhou's (2001) scale for employee creativity (cf. Dul & Ceylan, 2011): "My head is full of creative solutions to problems at work," "My head is full of new and innovative ideas about work," and "My head is full of suggestions about new ways of performing work tasks." The average Cronbach's alpha was .89 for the measurement right after work, and .92 for the one before going to sleep.…”

Section: Employee Creativitymentioning

confidence: 99%

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Divergent effects of detachment from work: a day-level study on employee creativity

Niks

Jonge

Gevers

et al. 2016

European Journal of Work and Organizational Psychology

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Section: Employee Creativitymentioning

confidence: 99%

“…The importance of employee creativity applies to all sorts of jobs and organizations, as day-to-day problems occur in any job (cf. Dul & Ceylan, 2011). Especially in a dynamic economic environment, organizations rely on the creativity and flexibility of their personnel to survive.…”

Section: Divergent Effects Of Detachment From Work: a Day-level Studymentioning

confidence: 99%

Divergent effects of detachment from work: a day-level study on employee creativity

Niks

Jonge

Gevers

et al. 2016

European Journal of Work and Organizational Psychology

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“…Our data collection in SMEs was rather labor intensive as many companies had to be visited by different assistants using a standardized protocol. However, executive directors of SMEs were motivated to participate in the study because we offered them advice after the analysis of the work environment (Dul & Ceylan, 2011). All data was gathered from knowledge workers who were employed in Dutch SMEs.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Knowledge workers' creativity and the role of the physical work environment

Dul

Ceylan

Jaspers

2011

Human Resource Management

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263

202

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The present study examines the effect of the physical work environment on the creativity of knowledge workers, compared with the effects of creative personality and the social-organizational work environment. Based on data from 274 knowledge workers in 27 SMEs, we conclude that creative personality, the social-organizational work environment, and the physical work environment independently affect creative performance. The relative contribution of the physical work environment is smaller than that of the social-organizational work environment, and both contributions are smaller than that of creative personality. The results give support for HR practices that focus on the individual, on the social-organizational work environment, and on the physical work environment in order to enhance knowledge worker creativity.

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“…According to Dul and Ceylan (2010) organizational support the innovation through two aspects: perceived innovation encouragement and adequate supply of resources for innovation. The first refers to the individual's perceptions of the degree of innovation encouragement by the organization.…”

Section: Introductionmentioning

confidence: 99%

Staff Nurses Perception Toward Organizational Culture and Its Relation to Innovative Work Behavior at Critical Care Units

Kamel¹

2017

AJNS

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Abstract:Background: Health care organization culture can influenced by its ability to manage human resources and has a strong impact on its performance. Aim: the study aimed to assess staff nurses perception toward organizational culture and its relation to their innovative work behavior at critical care units. Setting: The study was conducted in critical care units at Benha University Hospital. Research design: descriptive correlation design was utilized to conduct this study. Sample: Convenience sample consisted of 76 nurses who worked at the previously mentioned setting. Tools: Two tools were used for data collection; (a) organizational culture assessment questionnaire and (b) Innovative work behavior scale. Results: the study showed that, the highest mean score of nurses perception regarding organizational culture was related to organizational learning (2.51±19.15), while the lowest mean score was related to creating change (12.10±3.26). Also, the highest mean score of innovative work behavior were related to idea championing and idea implementation (8.46±1.91 and 12.30±2.76). Conclusion: more than half of staff nurses had positive perception regarding organizational culture, half of staff nurses had high innovative work behavior and there is a significant correlation between staff nurses perception regard organization culture and their innovative work behavior. Recommendations: it recommended that, enhance nurses organizational learning through designated in-service educational programs, reduce staff nurses resistance to change through communication and support innovation as a job requirement.

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Work environments for employee creativity

Cited by 193 publications

References 52 publications

Divergent effects of detachment from work: a day-level study on employee creativity

Divergent effects of detachment from work: a day-level study on employee creativity

Knowledge workers' creativity and the role of the physical work environment

Staff Nurses Perception Toward Organizational Culture and Its Relation to Innovative Work Behavior at Critical Care Units

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