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Zioga I, Harrison PMC, Pearce M, Bhattacharya J, Di Bernardi Luft C. The association between liking, learning and creativity in music. Sci Rep 2024; 14:19048. [PMID: 39152203 PMCID: PMC11329743 DOI: 10.1038/s41598-024-70027-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/12/2024] [Accepted: 08/09/2024] [Indexed: 08/19/2024] Open
Abstract
Aesthetic preference is intricately linked to learning and creativity. Previous studies have largely examined the perception of novelty in terms of pleasantness and the generation of novelty via creativity separately. The current study examines the connection between perception and generation of novelty in music; specifically, we investigated how pleasantness judgements and brain responses to musical notes of varying probability (estimated by a computational model of auditory expectation) are linked to learning and creativity. To facilitate learning de novo, 40 non-musicians were trained on an unfamiliar artificial music grammar. After learning, participants evaluated the pleasantness of the final notes of melodies, which varied in probability, while their EEG was recorded. They also composed their own musical pieces using the learned grammar which were subsequently assessed by experts. As expected, there was an inverted U-shaped relationship between liking and probability: participants were more likely to rate the notes with intermediate probabilities as pleasant. Further, intermediate probability notes elicited larger N100 and P200 at posterior and frontal sites, respectively, associated with prediction error processing. Crucially, individuals who produced less creative compositions preferred higher probability notes, whereas individuals who composed more creative pieces preferred notes with intermediate probability. Finally, evoked brain responses to note probability were relatively independent of learning and creativity, suggesting that these higher-level processes are not mediated by brain responses related to performance monitoring. Overall, our findings shed light on the relationship between perception and generation of novelty, offering new insights into aesthetic preference and its neural correlates.
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Affiliation(s)
- Ioanna Zioga
- Donders Centre for Cognitive Neuroimaging, Donders Institute for Brain, Cognition and Behaviour, Radboud University, 6525 EN, Nijmegen, The Netherlands
| | - Peter M C Harrison
- School of Electronic Engineering and Computer Science, Queen Mary University of London, London, E1 4NS, UK
- Faculty of Music, University of Cambridge, Cambridge, UK
| | - Marcus Pearce
- School of Electronic Engineering and Computer Science, Queen Mary University of London, London, E1 4NS, UK
| | - Joydeep Bhattacharya
- Department of Psychology, Goldsmiths University of London, New Cross, London, SE14 6NW, UK
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Zadow A, Loh MY, Dollard MF, Mathisen GE, Yantcheva B. Psychosocial safety climate as a predictor of work engagement, creativity, innovation, and work performance: A case study of software engineers. Front Psychol 2023; 14:1082283. [PMID: 37089726 PMCID: PMC10117909 DOI: 10.3389/fpsyg.2023.1082283] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/28/2022] [Accepted: 01/25/2023] [Indexed: 04/09/2023] Open
Abstract
IntroductionCreativity is vital for competitive advantage within technological environments facing the fourth industrial revolution. However, existing research on creativity has rarely addressed how a climate beneficial for worker psychological health, a psychosocial safety climate (PSC), could additionally stimulate the growth of workplace creativity, innovation, and performance in digital environments.MethodTo examine how individually perceived PSC influences subsequent work engagement promoting higher levels of computer-based radical and incremental creativity, innovation, and work performance, employees in a software engineering firm (N = 29, 86 observations) completed a weekly questionnaire for 4 consecutive weeks.ResultsAt the between-person level PSC was positively related to average future weekly individual fluctuations of creativity (radical and incremental), work engagement, and job performance. Additionally weekly work engagement was related to future creativity (radical and incremental). Work engagement also mediated the between-person relationship between PSC and future creativity (both radical and incremental). PSC did not predict innovation.DiscussionThis study contributes to the theory on PSC, creativity, and work performance by elucidating the individual perceived PSC-creativity relationship and suggesting PSC systems as meaningful antecedents to digital work performance.
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Affiliation(s)
- Amy Zadow
- Psychosocial Safety Climate Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA, Australia
- School of Psychology, Faculty of Health and Medical Sciences, University of Adelaide, Adelaide, SA, Australia
- *Correspondence: Amy Zadow
| | - May Young Loh
- Psychosocial Safety Climate Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA, Australia
| | - Maureen Frances Dollard
- Psychosocial Safety Climate Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA, Australia
| | | | - Bella Yantcheva
- Psychosocial Safety Climate Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA, Australia
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Petrou P, van der Linden D, Bakker AB. Effects of Openness on Incremental Versus Radical Creativity and the Moderating Role of Leader Behaviors. JOURNAL OF INDIVIDUAL DIFFERENCES 2023. [DOI: 10.1027/1614-0001/a000393] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/17/2023]
Abstract
Abstract: Although openness to experience has been consistently related to employee creativity, we know less about how this relationship manifests when one makes a distinction between incremental creativity (i.e., minor modifications of existing practices) and radical creativity (i.e., major departures from existing practices). Our present work is driven by two expectations. First, we expect that openness more strongly relates to radical than incremental creativity. Second, we expect that the link between openness and incremental creativity becomes stronger when leaders display closing behaviors (i.e., they control adherence to rules) or they refrain from opening behaviors (i.e., they do not emphasize the importance of free experimentation). To test our propositions, we conducted four studies: one survey study with self-ratings of openness and creativity, one survey study with both self-ratings and other ratings of openness and creativity, one semi-experimental survey study, and one weekly diary survey study. Our studies largely provide support to the idea that openness has stronger links with radical than incremental creativity. Furthermore, our weekly study revealed that the link between openness and incremental creativity is stronger when closing leader behaviors are high and, at the same, opening leader behaviors are low. We discuss our findings and suggest how managerial practice can guide open employees to improve their potential for incremental creativity.
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Affiliation(s)
- Paraskevas Petrou
- Department of Psychology, Education, and Child Studies, Erasmus University Rotterdam, The Netherlands
| | - Dimitri van der Linden
- Department of Psychology, Education, and Child Studies, Erasmus University Rotterdam, The Netherlands
| | - Arnold B. Bakker
- Department of Psychology, Education, and Child Studies, Erasmus University Rotterdam, The Netherlands
- Department of Industrial Psychology and People Management, University of Johannesburg, South Africa
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Get creative to get ahead? How personality contributes to creative performance and perceptions by supervisors at work. Acta Psychol (Amst) 2023; 233:103835. [PMID: 36640560 DOI: 10.1016/j.actpsy.2023.103835] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/10/2022] [Revised: 12/30/2022] [Accepted: 01/09/2023] [Indexed: 01/14/2023] Open
Abstract
What are creative employees like, aside from being high on Openness to Experience? Based on a sample of 170 full-time working professionals in the consulting industry, the present study investigated the Big Five personality predictors of both supervisory perceptions and performance ratings of creative individuals at work. Results suggested that those with higher Openness and Extraversion but lower Agreeableness, were more likely to be perceived as creative people by their supervisors. In terms of their actual creative performance on the job, employees with higher Openness, Extraversion, and Conscientiousness, received better supervisory ratings. In highlighting the impact of other Big Five traits in addition to Openness, we interpreted the findings in terms of motives to get ahead or get along and further discussed the implications of the study results for personality and creativity research in the workplace.
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The Double-Sided Effect of Empowering Leadership on Constructive Voice Behavior: Focusing on the Mediating Effects of Task Significance and Task Overload. Behav Sci (Basel) 2023; 13:bs13020180. [PMID: 36829409 PMCID: PMC9952204 DOI: 10.3390/bs13020180] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/19/2022] [Revised: 01/06/2023] [Accepted: 02/13/2023] [Indexed: 02/18/2023] Open
Abstract
Focusing on job characteristics, this study examined the double-sided effect of empowering leadership on constructive voice behavior. We obtained and analyzed a total of 294 questionnaire responses from pairs of subordinates and supervisors in various industries in Korea. The results supported our hypotheses that task significance and task overload partially mediate the relationship between empowering leadership and constructive voice behavior. Specifically, we found that empowering leadership can promote constructive voice behavior by inducing a recognition of task significance and can suppress constructive voice behavior by causing task overload. These results confirm that empowering leadership indirectly influences constructive voice behavior through job characteristics. These findings have important theoretical and practical implications and highlight directions for future research.
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Thajil KM, AL-Abrrow H. The effect of the bright triad on positive innovation in healthcare sector: The mediating role of emotional intelligence. INTERNATIONAL JOURNAL OF HEALTHCARE MANAGEMENT 2023. [DOI: 10.1080/20479700.2023.2177608] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/18/2023]
Affiliation(s)
| | - Hadi AL-Abrrow
- Business Administration Department, University of Basrah, Basrah, Iraq
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Chen L, Unsworth KL, Zhang L. Reciprocal exchange orientation to organization, challenge stressor and construal level: Three-way interaction effects on voice behavior. Front Psychol 2023; 14:1119596. [PMID: 36865354 PMCID: PMC9971230 DOI: 10.3389/fpsyg.2023.1119596] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2022] [Accepted: 01/30/2023] [Indexed: 02/16/2023] Open
Abstract
This study extends our understanding of voice behavior by considering a more complete set of reciprocity antecedents. We add employees-organization reciprocal exchange orientation (EO REO) into the antecedent of voice behavior and clarify the boundary condition by examining the joint moderating role of challenge stressors and construal level. The presence of challenge stressors represents a positive work environment, thus employees with a strong EO REO are likely to reciprocate with voice. However, such stressors also lead employees to focus on how to deal with the current challenges, which only aligns with employees who have a low construal level mindset and prefer to think about the details of the job at hand. Hence, we hypothesized that the positive relationship between EO REO and voice behavior in the face of challenge stressors was more likely to exist for employees whose construal level is low rather than high. We collected data from 237 employee-supervisor matched dyads in study 1 and 225 employee-supervisor matched dyads in study 2. These two studies offered support for the three-way interaction hypothesis. Our studies further voice by extending the antecedent and delineating the boundary condition of challenge stressors and construal level.
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Affiliation(s)
- Long Chen
- Business School, Hohai University, Nanjing, China,*Correspondence: Long Chen,
| | | | - Li Zhang
- School of Management, Harbin Institute of Technology, Harbin, China
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Unlocking creative potential: Reappraising emotional events facilitates creativity for conventional thinkers. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2023. [DOI: 10.1016/j.obhdp.2022.104209] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
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Potonik K, Verwaeren B, Nijstad B. Tensions and Paradoxes in Creativity and Innovation. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2022. [DOI: 10.5093/jwop2022a19] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
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Zhao G, Luan Y. Could transformational leadership predict employee voice behaviour? Evidence from a meta-analysis. JOURNAL OF PSYCHOLOGY IN AFRICA 2022. [DOI: 10.1080/14330237.2022.2028070] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Guolong Zhao
- School of Labour and Human Resources, Renmin University of China, Beijing, China
| | - Yuxiang Luan
- School of Labour and Human Resources, Renmin University of China, Beijing, China
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Knowledge Hiding and Hider's Innovative Behavior in Chinese Organizations: The Mediating Role of Silence Behavior and the Moderating Role of Zhongyong Thinking. MANAGEMENT AND ORGANIZATION REVIEW 2022. [DOI: 10.1017/mor.2021.76] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Abstract
ABSTRACT
Drawing from the theory of territorial behavior, this article predicts the explanatory role of silence behavior in the relationship between knowledge hiding and hider's innovative behavior in Chinese organizations, and the potential of Zhongyong thinking in mitigating the detrimental effect of knowledge hiding. Results derived from a time-lagged and multi-source survey support our hypotheses. Specifically, knowledge hiding is negatively associated with the innovative behavior of the hider. Silence behavior mediates the relationship between knowledge hiding and innovative behavior. Meanwhile, Zhongyong thinking moderates the positive relationship between knowledge hiding and silence behavior, as well as the indirect relationship between knowledge hiding and innovative behavior through silence behavior. Theoretical and practical implications are discussed based on these findings.
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Lee S, Byun G, Kim S. Effects of Coworkers' Helping Behavior on Employees' Knowledge Sharing and Creativity: The Moderating Role of Interactional Justice. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182413302. [PMID: 34948911 PMCID: PMC8703341 DOI: 10.3390/ijerph182413302] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/03/2021] [Revised: 12/09/2021] [Accepted: 12/14/2021] [Indexed: 11/21/2022]
Abstract
Although it is important to examine how creative performance can be achieved by facilitating knowledge sharing activities among its members, few studies have examined these relationships. Therefore, this study analyzed the effects of coworkers’ helping behavior on knowledge sharing and creativity. It also attempted to demonstrate the moderating role of interactional justice as a situational variable that positively affects coworkers’ helping behavior. Using data from 200 full-time supervisor–subordinate dyads in a large public institution located in South Korea, we performed multiple regression analysis and the bootstrapping method to test our hypotheses. The results of this study presented that coworkers’ helping behavior encouraged individuals to share knowledge and increase their creative performance. Moreover, this study demonstrated that the positive effect of coworkers’ helping behavior on employees’ creativity through their knowledge sharing was stronger when interactional justice was high rather than low. Therefore, this research contributes to finding the critical factors that enable a company to gain a competitive advantage by providing the impact of coworkers’ helping behavior and supervisors’ interactional justice on knowledge sharing and creativity among employees.
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Affiliation(s)
- Soojin Lee
- College of Business Administration, Chonnam National University, Gwangju 61186, Korea;
| | - Gukdo Byun
- College of Business, Chungbuk National University, Cheongju 28644, Korea
- Correspondence: (G.B.); (S.K.)
| | - Suzi Kim
- College of Business, Chungbuk National University, Cheongju 28644, Korea
- Correspondence: (G.B.); (S.K.)
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Evolutionary benefits of personality traits when facing workplace bullying. PERSONALITY AND INDIVIDUAL DIFFERENCES 2021. [DOI: 10.1016/j.paid.2021.110849] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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Graczyk JP, Dierdorff EC, Rubin RS, Lemmon G. Exploring Individual Antecedents of Performance Error: False Starts in Collegiate Football. HUMAN PERFORMANCE 2021. [DOI: 10.1080/08959285.2021.1925674] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Speaking up at work: personality’s influence on employee voice behavior. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-09-2020-2417] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
To boost efficiency and productivity, organizations are increasingly depending upon employees to speak up about workplace concerns and disagreements. This change-oriented bottom-up communication, termed employee voice behavior, brings attention to workplace issues that could otherwise go undetected by management. This study examined the relationships between personality characteristics, job attitudes, and employee voice behavior, and investigated the moderating role of extraversion on the relationships between job attitudes (i.e., job satisfaction and turnover intentions) and voice.
Design/methodology/approach
A cross-sectional study design was used, with data collected through an online survey from a sample of 284 individuals working in the US. Hypotheses were tested using correlation, regression and moderation analyzes.
Findings
Job satisfaction and turnover intentions were found to be positively and negatively-related, respectively, to employee voice behavior. Extraversion was found to be predictive of employee voice behavior and moderate the relationships between job attitudes and voice behavior. Interestingly, results suggest that the job attitudes of individuals high in extraversion do not influence their likelihood of speaking up. Rather, voice behaviors of only those with low or moderate levels of extraversion are impacted by their job attitudes.
Originality/value
This study builds upon prior research identifying the importance of extraversion in predicting voice behavior by testing its incremental validity and relative weight, compared to the other Big Five personality characteristics. Furthermore, this research contributes to the theoretical understanding of instances in which employee voice behavior occurs by examining the moderating effect of extraversion on the relationship between job attitudes and employee voice behavior.
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Duan J, Wang X, Brinsfield CT, Liu S. How Enhancing Employee Well-Being Can Encourage Voice Behavior: A Desire Fulfillment Perspective. HUMAN PERFORMANCE 2020. [DOI: 10.1080/08959285.2020.1811708] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Are open individuals more creative? The interaction effects of leadership factors on creativity. PERSONALITY AND INDIVIDUAL DIFFERENCES 2020. [DOI: 10.1016/j.paid.2020.110078] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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Li J, Xu S. Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective. Front Psychol 2020; 11:1281. [PMID: 32670152 PMCID: PMC7332725 DOI: 10.3389/fpsyg.2020.01281] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2020] [Accepted: 05/15/2020] [Indexed: 11/13/2022] Open
Abstract
Drawing on the Conservation of Resources (COR) theory, we constructed a model about how two of Big-Five personality traits, extraversion and neuroticism, respectively, influence employee voice through an indirect effect of emotional exhaustion. We distributed two wave surveys to 435 employees and their supervisors in a Chinese state-owned bank. Our analyses indicated that extraversion had a positive indirect effect on employee voice via emotional exhaustion, whereas neuroticism had a negative indirect effect on employee voice via emotional exhaustion. We concluded by discussing our theoretical implications with research on employee voice and COR. Additionally, we discussed our practical implications for managerial practices and for the general public.
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Affiliation(s)
- Jia Li
- Business School, Nanjing University, Nanjing, China
| | - Sen Xu
- School of Economics and Management, Nanjing Tech University, Nanjing, China
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Tang M. Fostering Creativity in Intercultural and Interdisciplinary Teams: The VICTORY Model. Front Psychol 2019; 10:2020. [PMID: 31543855 PMCID: PMC6739593 DOI: 10.3389/fpsyg.2019.02020] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2019] [Accepted: 08/19/2019] [Indexed: 11/13/2022] Open
Abstract
Teams are pervasive in the history of mankind. Particularly in our fast-growing modern society, teams composed of members from different cultures and disciplines are quite often used at the workplace. Though widely used, the effectiveness of teams is inconsistent. Meta-analyses report a double-edged effect of diversity on creativity and innovation, suggesting that diversity needs to be tactfully managed if we want to leverage the creative potential of teams. The current paper strives to meet this challenge and makes recommendations on how to foster creativity in intercultural and interdisciplinary teams. It discusses the concepts of teams vs. groups and creativity vs. innovation. Drawing upon sociocultural theories of creativity and innovation, particularly literature reviews and meta-analyses, this paper attempts to identify non-cognitive, cognitive and environmental enablers of team creativity. The VICTORY model offers a summary of these enablers, as it focuses on team (T) and synthesizes both non-cognitive (Vision, Openness, Risk-taking, Yes-I-Can Mindset) and cognitive (Ideation, Combination) antecedents of team creativity. Yet it is only through the combination and integration of environmental factors (including communication, collaboration, and support, among others) that the effect of these antecedents can be fully realized.
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Affiliation(s)
- Min Tang
- Institute for Creativity and Innovation, University of Applied Management, Ismaning, Germany
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