When the presence of creative coworkers is related to creativity: role of supervisor close monitoring, developmental feedback, and creative personality.

By Jing Zhou. Journal of Applied Psychology, 2003

961 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/2c629e3e2098cad212c088a797ee74205d330f03

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In Experimental and Cognitive Psychology

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Citations in the corpus

Perspectives on the Social Psychology of Creativity (2012, positive): “For example, Zhou (2003) integrated theories on intrinsic motivation and observational learning to examine how creative models and supervisory behavior inﬂuence employee creativity.”
A social identity perspective on leadership and employee creativity (2009, background): “Creativity research (e.g., George & Zhou, 2001; Zhou, 2003) has sought to identify personality characteristics that distinguish creative individuals and to identify contextual influences that enhance the creativity of these individuals.”
A Dialectic Perspective on Innovation: Conflicting Demands, Multiple Pathways, and Ambidexterity (2009, background): “However, several studies have reported detrimental effects of controlling leadership on creativity (Stahl & Koser, 1978; Zhou, 2003).”
The Effect of Conformist and Attentive-To-Detail Members on Team Innovation: Reconciling the Innovation Paradox (2011, background): “In addition, studies that collected both supervisor evaluations and objective measures such as number of new products and number of patents have shown that these two types of measures are significantly correlated (e.g., Scott & Bruce, 1994; Zhou, 2003).”
Self-Regulation of Creativity at Work: The Role of Feedback-Seeking Behavior in Creative Performance (2011, methodology): “Following prior research, we used supervisor ratings to assess employees’ creative performance (Zhou, 1998, 2003; Zhou & George, 2001).”
Workplace duties or opportunities? Challenge stressors, regulatory focus, and creativity (2013, background): “Indeed, hindrance stressors (such as job insecurity and organizational politics) have been consistently shown to impair creativity (Aryee, Zhou, Sun, & Lo, 2009; Probst, Stewart, Gruys, & Tierney, 2007; Zhou, 2003).”
Dual Tuning in a Supportive Context: Joint Contributions of Positive Mood, Negative Mood, and Supervisory Behaviors to Employee Creativity (2007, background): “employees with useful and valuable information that is focused on learning, development, and performance improvement ( Zhou, 2003 ).”
Workplace humor and organizational creativity (2010, background): “Future investigation may explore influences of moderating factors present in the wider social contexts such as the presence of creative co-workers (Zhou 2003) and types of leadership styles.”
The Costs of Ambient Cultural Disharmony: Indirect Intercultural Conflicts in Social Environment Undermine Creativity (2013, background): “…organizational research arguing that individuals are embedded in larger social systems that influence their cognition, behaviors, and performance at work (Frost, 2003; Lilius, Worline, Maitlis, Kanov, Dutton, & Frost, 2008; Porath & Erez, 2009; Schneider & Reichers, 1983; Scott, 1992; Zhou, 2003).”
Rewarding creativity: when does it really matter? (2003, background): “Under such conditions, individuals tend to be curious, cognitively flexible, willing to take risks, and persistent in the face of barriers (Deci & Ryan, 1985; Utman, 1997; Zhou, 2003)—characteristics that should facilitate the development of new and potentially useful ideas.”
Ethical leadership and knowledge hiding: an intervening and interactional analysis (2020, methodology): “Drawing from the COR theory, prior studies have offered empirical evidence that positive behaviors, such as creative behaviors (Zhou, 2003) and job crafting behaviors (Peeters et al., 2016), transmit from one person to the others in the workplace.”
Factors Influencing Individual Creativity in the Workplace: An Examination of Quantitative Empirical Research (2005, background): “In another study, Zhou (2003) found that developmental feedback provided to health care workers actually increased the likelihood that employees would demonstrate creative performance.”
Us and Me: Team Identification and Individual Differentiation as Complementary Drivers of Team Members' Citizenship and Creative Behaviors (2008, background): “Based on social cognitive theory (Bandura, 1986), Zhou (2003) proposed and found that individuals who have observed coworkers to be creative are more likely to perform creatively themselves.”
Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea (2013, background): “Studies have demonstrated that employee creativity contributes to organizational innovation, productivity, and survival (Zhou, 2003), and forms the basis of competitive advantage (Shalley & Gilson, 2004).”