A comparison of self-ratings and non-self-report measures of employee creativity

By Thomas W. H. Ng, D. Feldman. 2012

184 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/4d62770169fca358f9cd6a98d964f7471e955040

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In Clinical Psychology

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Voice, creativity, and big five personality traits: A meta-analysis (2018, methodology): “…as valued resources in developing innovative initiatives (Madjar, Greenberg, & Chen, 2011; Shalley, Zhou, & Oldham, 2004), making business processes efficient, responding to customers’ needs, and helping organizational productivity (Gotsi, Andriopoulos, Lewis, & Ingram, 2010; Ng & Feldman, 2012).”
Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, methodology): “Prior meta-analytic work has been related to methodological moderators such as sample features (de Jesus et al., 2013) and types of creativity measures (Ng & Feldman, 2012).”
Approaches to Measuring Creativity: A Systematic Literature Review (2017, background): “As in the case of measuring creativity, the threat of social desirability increases in situations where individuals feel that the results of evaluation matter to them personally (Kaufman et al., 2007; Ng & Feldman, 2012).”
Revisiting Individual Creativity Assessment: Triangulation in Subjective and Objective Assessment Methods (2016, background): “Previous studies argued that individuals are most likely to be aware of subtle tasks and the occurrence and frequencies of certain creative behaviors (Janssen, 2000; Ng & Feldman, 2012).”
Unmasking the creative self-efficacy–creative performance relationship: the roles of thriving at work, perceived work significance, and task interdependence (2020, background): “This premise has been confirmed in published research, including in meta-analytic studies (e.g. Liu, Jiang, Shalley, Keem, & Zhou, 2016; Ng & Feldman, 2012).”
Linking justice, trust and innovative work behaviour to work engagement (2014, methodology): “A three-item measure of solitary work preference from Ramamoorthy and Flood (2004) was chosen as a marker variable for confirmatory factor analysis (CFA).”