Studying creativity training programs: A methodological analysis

Creativity: A viable and valuable competency in medicine? A qualitative exploratory study

PURPOSE

To explore and describe medical students, postgraduate medical trainees, and medical specialists' perceptions of creativity, the importance they attach to creativity in contemporary healthcare, and, by extension, how they feel creativity can be taught in medical education.

METHODS

The authors conducted seven semi-structured focus groups with medical students (n = 10), postgraduate medical trainees (n = 11) and medical specialists (n = 13).

RESULTS

Participants had a trifurcated perception of creativity, which they described as a form of art that involves thinking and action processes. Facing complex patients in a rapidly changing healthcare landscape, doctors needed such a multifaceted perspective to be able to adapt and react to new and often complex situations that require creativity. Furthermore, participants identified conditions that were perceived to stimulate and inhibit creativity in healthcare and suggested several techniques to learn creativity.

CONCLUSION

Participants perceived creativity as a form of art that involves thinking and action processes. Creativity is important to tackle the challenges of current and future workplaces, because it stimulates the search for original solutions which are needed in a rapidly changing healthcare landscape. Participants proposed different methods and techniques to promote creativity learning. However, we need further research to design and implement creativity in medical curricula.

How job complexity fosters employee creativity: a contextualized growth perspective and the mechanism of feedback-seeking

Purpose

Drawing on the work design growth model (WDGM), this paper aims to explore the relationship between job complexity and employee creativity through feedback-seeking and the moderating effect of team leaders with a growth creative mindset.

Design/methodology/approach

The authors used an online survey to test the hypotheses. Data was collected in three waves from 74 supervisors and 349 paired employees in China.

Findings

Job complexity had a positive association with employees’ feedback-seeking, which further linked to employee creativity. This indirect effect was stronger in work teams with leaders endorsing a growth creative mindset.

Practical implications

Job complexity has become prevalent in organizations today. Taking daily complexity as a resource for nurturing employee creativity may balance organizations’ costs on formal training and give them more initiatives in long-term development. In addition, as the growth creative mindset is relatively easy to assess and change, it may bring insights in terms of creativity development.

Originality/value

By empirically testing the behavioural mechanism of WDGM, the learning and development perspective of work design offers a new explanation of the relationship between job complexity and employee creativity. The authors further extend WDGM by identifying leaders’ growth creative mindset to be a boundary condition.

Job and work context elements in fostering employee creative behavior: exploring the moderating role of work passion

How does employees' work context and job characteristics influence their creative behavior? To explore this question, this study draws on the Job Demands – Job Resources (JD-R) model to examine the role of excessive work overload and training and development on employee creative behaviors. Additionally, the study explores whether employees' work passion mitigates or enhances the effects of work overload and training and development on their creative behavior. Data from 142 employee–supervisor dyads in a Singaporean telecommunications organization showed that work overload had a marginally significant positive effect on employee creative behavior. Additionally, employees' work passion was found to enhance the effects of training and development on their creative behavior. The study contributes to ongoing debates in the literature regarding how specific characteristics of one's job and targeted human resource practices may foster employee creativity.

Evaluating the predictive validity of four divergent thinking tasks for the originality of design product ideation

What factors predict the originality of domain-specific idea generation? Replicating and extending an earlier study using a Design Product Ideation task in an introductory university design course, the present research, grounded in the componential theory of creativity, assessed the relative contributions to originality of design ideation from five factors: divergent thinking, personality traits, general cognitive ability, prior creative experience, and task-specific challenge/interest. The Design Product Ideation task asked participants, at two different timepoints, to propose ideas for products to improve either the experience of urban gardening or of outdoor picnics. Four divergent thinking tasks were used, including the predominantly conceptually-based Alternative Uses Task, a newly developed perceptually-based Figural Interpretation Quest, and two modified verbal tasks from the Torrance Tests of Creative Thinking (Torrance Suppose and Torrance Product). Regression analyses revealed that, at both timepoints, originality on the Design Product Ideation tasks was predicted by multiple divergent thinking, personality, and task-based factors. Originality of responses to the Figural Interpretation Quest was a significant predictor at both timepoints, and continued to add incremental value after controlling for the other divergent thinking measures. Collectively, these findings indicate that the four divergent thinking tasks, though related, do not measure identical constructs, and that many individual difference components, both trait-based (e.g., openness to experience) and more specifically task-based (e.g., perceived challenge of the task), shape creative performance. Methodologically, and from a practical standpoint, these findings underscore the value of incorporating both conceptual and perceptual measures of divergent thinking as contributors to originality in domain-specific idea generation.

A new method for training creativity: narrative as an alternative to divergent thinking

Creativity is a major source of innovation, growth, adaptability, and psychological resilience, making it a top priority of governments, global corporations, educational institutions, and other organizations that collectively invest hundreds of millions of dollars annually into training. The current foundation of creativity training is the technique known as divergent thinking; yet for decades, concerns have been raised about the adequacy of divergent thinking: it is incongruent with the creative processes of children and most adult creatives, and it has failed to yield expected downstream results in creative production. In this article, we present an alternative approach to creativity training, based in neural processes different from those involved in divergent thinking and drawing upon a previously unused resource for creativity research: narrative theory. We outline a narrative theory of creativity training; illustrate with examples of training and assessment from our ongoing work with the U.S. Department of Defense, Fortune 50 companies, and graduate and professional schools; and explain how the theory can help fill prominent lacunae and gaps in existing creativity research, including the creativity of children, the psychological mechanisms of scientific and technological innovation, and the failure of computer artificial intelligence to replicate human creativity.

Creativity in Motion: Examining the Creative Potential System and Enriched Movement Activities as a Way to Ignite It

In a global and highly competitive world, the importance of creativity is increasing as it supports adaptability, health, and actualization. Yet, because most research focuses on what it takes to produce creative artifacts, interventions supporting growth in creative potential remains underexplored. To address this limitation, the first goal of this paper is to review the creativity science literature to identify the elements that underpin the realization of an individual’s creative potential. The summary of the literature is presented using a framework which highlights the interactions between environmental elements (i.e., cultural values, social interactions, and material world) and actors’ elements (i.e., affective attributes and states, cognitive skills, and physical expression). Using a systemic perspective, the framework illustrates ‘what’ creativity enhancement interventions should aim for, to facilitate the emergence of creative actions. Given the current lack of holistic, embodied, and interactive evidence-based interventions to nurture the creative potential elements identified, the second part of this review builds on movement sciences literature and physical literacy conceptualization to suggest that enriched movement activities are promising avenues to explore. Specifically, following non-linear pedagogy approaches, an intervention called movement improvisation is introduced. Ecological dynamics principles are used to explain how improvising with movement in a risk-friendly environment can lead to cognitive, affective, social, and cultural repertoire expansion. To interrogate this argument further, the review concludes with possible solutions to withstand research challenges and raises future study questions. Overall, combining creativity and movement sciences in this review demonstrates the potential for well-designed movement interventions to ignite creative potential for individuals and overcome the tendency to remain anchored in a state of inertia.

Introducing mindfulness and compassion-based interventions to improve verbal creativity in students of clinical and health psychology

OBJECTIVES

In the field of psychotherapy, verbal creativity has been suggested as an important aspect in psychotherapists' training. In the present study, the effects of a mindfulness and compassion-based intervention (MCBI) on verbal creativity are analysed in students of clinical and health psychology (N = 90).

DESIGN

Students were randomly assigned to an experimental group (n = 37), in which an MCBI was applied, and a waiting list group (n = 26) with no intervention. We also assessed a non-randomized active control group (n = 27), in which students received training in basic psychotherapy skills.

METHODS

Verbal creativity (fluency, flexibility, and originality) was evaluated in a pre-, post-, and follow-up assessment.

RESULTS

Results indicated a significant increase in fluency (p = .001, d = .64), flexibility (p = .017, d = .67), and originality (p = .004, d = .72) in the experimental group, relative to the waiting list group, in the post-assessment. Fluency (p = .010, d = .64) and flexibility (p = .033, d = .62) were also found to be higher in the follow-up assessment. In addition, results indicated a significant increase in flexibility (p = .034, d = .74) in the experimental group, relative to the active control group, in the follow-up assessment.

CONCLUSIONS

Introducing MCBI in the university education of psychotherapists seems to be a useful strategy to improve their verbal creativity, which could positively influence their ability to explore and appropriately respond to their patients' needs.

PRACTITIONER POINTS

Mindfulness and compassion-based interventions (MCBIs) could be a useful strategy to improve verbal creativity in the university education of psychotherapists. After the MCBI, students of clinical and health psychology increased the number of ideas they produced when facing a specific situation, as well as their variety and originality.

Preparing an Organization for Sustainability Transitions—The Making of Boundary Spanners through Design Training

Organizations today need to adapt their operations for a more sustainable future, and the transition management literature has highlighted the need for individuals who can collaborate with others to find new paths forward. Essentially, these individuals are boundary spanners with specific skills and competences to bridge diverging perspectives and facilitate knowledge dissemination and integration. Such individuals become critical change agents in organizations and essential in preparing the organization for sustainability transitions. The purpose of this study is to explore how organizations can enable and encourage individuals to take on this role and develop the skills and competences needed to become boundary spanners. Based on a case study set in a large Canadian energy corporation striving to shift towards more sustainable operations, our paper explores the emergence of boundary spanners, focusing on the effects of a design training program in supporting such roles in the organization. Our findings outline essential characteristics of boundary spanners; through illustrative career trajectories of four individuals participating in the training program, we show how the training program contributed to the emergence of boundary spanners.

Examining the effect of training and employee creativity on organizational innovation: a moderated mediation analysis

Purpose

The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate.

Design/methodology/approach

The theoretical model is grounded in the contingent resource-based view. To test the research hypotheses, this paper has gathered the cross-sectional data using a single informant pre-tested questionnaire. The data were collected from respondents working in Indian automotive manufacturing organizations. The data were further tested for the normality criteria followed by hypotheses testing using co-variance-based structural equation modelling Statistical Package for Social Sciences (SPSS), 2010.

Findings

The relationship between training and organizational innovation was leveraged by employee creativity, which acts as a mediator between the two. Moreover, the organizational climate augments the mediation process by coherently creating a positive moderating influence.

Practical implications

This study provides prospective insights to management leaders and practitioners by establishing how training can bring about positive change in the innovative front of the organization. It also offers keys to the organizations for an active engagement of the employees through a supporting climate conducive for harnessing of individual creativity and innovative potential.

Originality/value

This is the first endeavour made to examine the moderated mediation influence of organizational climate on training and employee creativity, by studying the mediating effect of employee creativity between training and organizational innovation.

Leveraging Human Resource Development Practice to Enhance Organizational Creativity: A Multilevel Conceptual Model

Developing creativity is a critical challenge for the survival and success of businesses. Using Amabile’s dynamic componential theory of creativity as a framework, we examined the underexplored potential of HRD practice to develop and foster creativity at the individual, group, and organizational levels. We bring together dispersed attempts in HRD literature to hypothesize the role of individual HRD activities under a conceptual model and indicate how the different activities influence specific component/s of organizational creativity identified in the theory. The model demonstrates the potential of HRD practice to exert a multilevel influence on organizational creativity and provides a theoretical grounding for the potential of HRD to develop creativity and augment the strategic capabilities of organizations. This article also contributes to organizational creativity literature by outlining specific relationships between key HRD practices and components of organizational creativity and to an underexplored area of creativity, namely developing the creative abilities of individuals and teams within organizational contexts.

Creativity-related traits and the scientific production of professors from the Autonomous University of Chihuahua

Purpose

This work studied the influence of creativity-related traits in university professors’ scientific productivity.

Design/methodology/approach

A survey, applied to 120 university professors, included closed-ended questions for participants to rate 33 items derived from the specialized literature and classified into five dimensions (novelty; flexibility-fluidity; achievements-dedication; confidence; and problem-solving). After the survey was applied, data were merged with three other data sets: bibliometric data (Scopus), Altmetrics (Dimensions) and peer-reviews and editorial management (Publons) for the period from 2013 to 2018. Descriptive, correlational and inferential statistical analyzes were conducted on the data collected.

Findings

There was little relationship between professors’ creativity scores and their bibliometric and Altmetric indicators. The highest-rated creativity dimension was flexibility-fluidity and the most prominent creativity-related trait was “I perform my activities with dedication” (belonging to the achievements-dedication dimension). During the period studied, professors published 379 documents, but there were large gaps among their indicators; for instance, only 61 professors published in journals indexed in Scopus during the period. The inferential analysis implied that the professors with the best indicators did not present substantial differences in their creativity scores when compared to their colleagues with fewer or no indicators. However, descriptive and correlational insights may aid in fostering the aspects that can positively influence creativity and the indicators studied.

Originality/value

Although there is a wealth of literature about the study of creativity and part of it tackles creativity and scientific research at a theoretical level, this paper did not find other empirical studies that analyzed the relationship between creativity and scientific production. It might be important for librarians to be familiar with user studies such as the present, as they may consider studying these kinds of aspects in their users. Moreover, this study can be interesting because librarians have increasingly been involved in the evaluation of scientific production and in training processes for enhancing it within their institutions. Here, information professionals have found opportunities to improve users’ knowledge, performance and experiences on digital scientific ecosystems and their indicators.

Ambidextrous Knowledge and Learning Capability: The Magic Potion for Employee Creativity and Sustainable Innovation Performance

This paper studies the effect that ambidextrous knowledge, i.e., oriented knowledge within a firm towards the development of exploitation activities and oriented knowledge towards the development of exploration activities, has on employee creativity, research and development, and sustainable product innovation. We contend that both tacit and explicit knowledge affect employee creativity, research and development, and sustainable product innovation. We empirically tested our hypotheses by using multisource data collected from 245 Spanish firms across fourteen industries. Our structural equation models indicate that these two types of individual knowledge predict employee creativity, which in turn strengthens research and development projects, and sustainable product innovation performance. The results confirm that the relationships between knowledge, creativity, research and development, and sustainable product innovation performance are strong with a high learning capability. A multi-group structural analysis also reveals that positive relations between tacit and explicit knowledge, employee creativity, research and development, and sustainable product innovation performance are stronger within firms that have employees with high learning capability. We provide pertinent recommendations for managers. The efforts and investments made in knowledge support the development of new ideas, new research and development projects, and sustainable product innovation success; employee learning capability has a strong influence on knowledge, creativity, and sustainable product innovation.