Innovation and Creativity in Organizations

By Neil Anderson, Kristina Potocnik, Jing Zhou. 2014

2,337 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/513a5b53e0da80d8edb9a849292bb5485467e337

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In Communication

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Team creativity/innovation in culturally diverse teams: A meta‐analysis (2019, background): “Researchers have argued that their conceptual boundaries are unclear (Anderson et al., 2014).”
Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy (2017, background): “Thus, we account for recent calls to consider the in-situ interplay of personal and contextual variables within multilevel frameworks predicting innovative performance (Anderson et al., 2014).”
Affective Commitment, Participative Leadership, and Employee Innovation: A Multilevel Investigation (2019, background): “Unravelling such a cross-level impact is important because it helps address the key research question of how individuals can most effectively interact with their proximal work group to innovate (Anderson et al., 2014; Ramos, Anderson, Peiró, & Zijlstra, 2016).”
Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, background): “…motivation and creative self-efficacy have been theorized to be key drivers for creativity, and yet primary studies have produced mixed findings (Anderson et al., 2014), raising questions about whether intrinsic motivation and creative self-efficacy truly act as distinct motivational forces in…”
Leadership, creativity and innovation: a meta-analytic review (2020, background): “However, we follow contemporary theoretical and empirical arguments and consider creativity and innovation separately (Anderson et al., 2014; Hughes et al., 2018), enabling the exploration of differential associations with the leader styles examined.”
Thriving at Work: How a Paradox Mindset Influences Innovative Work Behavior (2019, background): “Thriving at work closely aligns with the intrinsic motivation that drives individuals to engage in innovative behaviors (Anderson et al., 2014).”