Managerial creative problem solving and the Big Five personality traits

Expressão de Raiva e Desempenho: Testando Modelos de Moderação

Resumo Tratou-se de um estudo correlacional com 108 líderes e 176 liderados de quatro empresas públicas ou de economia mista em que se testou o efeito da percepção de raiva e de poder do líder no desempenho do liderado, moderado por dois traços pessoais dos liderados (conscienciosidade e agradabilidade). A base teórica foi o modelo EASI (Emotion as Social Information). Os liderados responderam três instrumentos: a) traços pessoais de agradabilidade e conscienciosidade; b) Medida de Poder Social Global do líder; e c) Escala de Percepção da Expressão Emocional de raiva do líder. Os líderes responderam à Medida de Desempenho de Tarefa de seus liderados. Os resultados indicaram que apenas a conscienciosidade moderou a relação entre a percepção de raiva do líder e o desempenho do liderado.

Leadership development trends and challenges in the twenty-first century: rethinking the priorities

Purpose

The purpose of this paper is to understand challenges facing organizations in the twenty-first century and address these challenges through suggesting future leadership development based on relevant leadership theories, which would motivate and guide future research directions in a streamlined manner.

Design/methodology/approach

The present study adopted the exploratory literature review, using the integrative method, to review the theoretical and empirical literature on leadership development published since the 2000s, primarily focusing on research published in the Journal of Management Development.

Findings

The findings of the current review confirmed that leadership theories are the base for leadership development theories, particularly if the purpose is to address and overcome the current challenges facing organizations. The authors suggest that leadership theories and leadership development theories do not exist in isolation from one another, nor do they exist in isolation from challenges facing organizations.

Research limitations/implications

This review does not cover all studies before the 2000s nor other journals in the field of leadership.

Originality/value

Given that most organizations are suffering from one or more of the following issues: sexual scandals, unethical behaviors, individualism, crises and a low level of performance or productivity, the development of particular leadership skills has become a priority. This study is one of few studies guiding both future leadership development research directions and leadership development initiatives.

Genetic influences on creativity: an exploration of convergent and divergent thinking

Previous studies on the genetic basis of creativity have mainly focused on the biological mechanisms of divergent thinking, possibly limiting the exploration of possible candidate genes. Taking a cognition-based perspective, the present study investigated the genetic basis for both the divergent and the convergent thinking components of creativity. A total of 321 Chinese university students were recruited to complete the Guildford Unusual Using Test (UUT) for divergent thinking capability and the Remote Associates Test (RAT) for convergent thinking capability. The polymorphism of rs2576037 in KATNAL2 was related to the fluency and originality component scores of UUT, and the polymorphism of rs5993883 in COMT, rs362584 in SNAP25 was related to the RAT performance. These effects remained significant after considering the influence of age, gender and intelligence. Our results provide new evidence for the genetic basis of creativity and reveal the important role of gene polymorphisms in divergent and convergent thinking.

Work-related curiosity positively predicts worker innovation

Purpose

The purpose of this paper is to investigate the relationship between individual work-related curiosity and worker innovation and to test the mediating role of worker divergent thinking.

Design/methodology/approach

In all, 480 participants, holding 188 different jobs, filled in a validated work-related curiosity scale and indicated their job title. Job requirements in terms of divergent thinking and innovation − derived from the Online Information Network (O*NET) database − were used as proxies for divergent thinking and innovation skills.

Findings

Results indicated that individual work-related curiosity was a positive predictor of worker innovation and that worker divergent thinking mediated this relationship.

Research limitations/implications

Individual work-related curiosity supports exploratory skills which support in turn innovation skills.

Practical implications

Managers could use individual work-related curiosity as a predictor of innovation skills when recruiting, training and guiding employees.

Originality/value

This study is the first to show an association between individual work-related curiosity and innovation skills across more than 150 different jobs.