Deepening our understanding of creativity in the workplace: A review of different approaches to creativity research.

By Jing Zhou, Christina E. Shalley. 2011

126 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/01e26a4f73735acba1c17b849c3abfa64f48eb88

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Intrinsic Motivation and Creativity Related to Product: A Meta-analysis of the Studies Published Between 1990–2010 (2013, background): “In this componential theory of creativity, intrinsic motivation is considered to be essential for creativity because without it, instead of knowledge or skills, one cannot engage and persist in creative activities (Zhou & Shalley, 2010).”
The Continuous Mediating Effects of GHRM on Employees’ Green Passion via Transformational Leadership and Green Creativity (2018, background): “Workplace creativity can improve company performance or, rather, employee creativity belongs to the first crucial stage of innovation that makes growth happen [12,14].”
A Multilevel Model of Employee Innovation (2016, background): “…factors relevant to innovation, there are likely other individual and contextual antecedents (e.g., passion, and creative self-efficacy; see Zhou & Shalley, 2011, for a review), moderators (e.g., job complexity), and mediators (e.g., job satisfaction) that could account for important…”
A Critical Analysis of the Workplace Creativity Criterion Space (2012, methodology): “In this vein, we next review common measurement practices (see also Zhou & Shalley, 2003, 2011), present evidence that the use of some practices may limit inferences drawn, and offer recommendations for overcoming these shortcomings.”
Fostering team creativity: perspective taking as key to unlocking diversity's potential. (2010, methodology): “Keywords: team creativity, diversity, perspective taking The importance of creativity for organizations’ ability to adapt to changing environments and innovate is widely recognized (George, 2007; Zhou & Shalley, 2010).”
When and how does functional diversity influence team innovation? The mediating role of knowledge sharing and the moderation role of affect-based trust in a team (2016, background): “In their review, Zhou and Shalley (2011) called for more research that integrates the different approaches to expand our current knowledge of creative outcomes.”
Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, background): “…research on the role of different motivational mechanisms for creativity (e.g., Anderson, Potočnik, & Zhou, 2014; George, 2007; Shalley et al., 2004; Zhou & Shalley, 2011), this meta-analytic investigation produces unique insights and suggests fruitful directions for future creativity research.”
Leadership, creativity, and innovation: A critical review and practical recommendations (2018, background): “Two previous reviews of workplace creativity and innovation have highlighted motivational, cognitive and affective mechanisms which can mediate the effects of leadership on creativity and innovation (Shin, 2015; Zhou & Shalley, 2011).”
Empowering leadership and employee creativity: A dual‐mechanism perspective (2018, background): “Consequently, the well-informed employees are more likely to propose creative ideas that are alignedwith the goals andmission of the focal organization and have the potential to benefit its future development in an increasingly competitive environment (Baer, 2012; Zhou & Shalley, 2011).”