INTERACTIVE EFFECTS OF GROWTH NEED STRENGTH, WORK CONTEXT, AND JOB COMPLEXITY ON SELF-REPORTED CREATIVE PERFORMANCE
By Christina E. Shalley, Lucy L. Gilson, T. Blum. 2009
769 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/64daa4ab4b3d744d2c7a7115f374722fd736f9f5
How researchers see this paper
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In Clinical Psychology
- Alice H. Y. Hon
- Jing Zhou
- Thomas W. H. Ng
- D. Feldman
- Susan J. Ashford
- Sabine Sonnentag
- Christina E. Shalley
- Dong Liu
In Experimental and Cognitive Psychology
- Jing Zhou
- Thomas W. H. Ng
- Alice H. Y. Hon
- D. Feldman
- Abraham Carmeli
- Christina E. Shalley
- Sabine Sonnentag
- I. Hoever
In Organizational Behavior and Human Resource Management
- H. Zacher
- Thomas W. H. Ng
- Sharon K. Parker
- D. Feldman
- Arnold B. Bakker
- Jing Zhou
- Adam M. Grant
- Sabine Sonnentag
Citations in the corpus
- Creativity and Control: A Paradox. Evidence from the Levers of Control Framework (2017, neutral): “Thus, we conclude that measurement of the LoC system does not affect our statistical inferences. that make them creative (Shalley et al. 2009).”
- Innovation and Creativity in Organizations (2014, background): “Job complexity (operationalized as the mean of the five core job characteristics—skill variety, task significance, task identity, autonomy, and feedback) is a key aspect of the task contexts relevant for creativity (e.g., Farmer et al., 2003; Oldham & Cummings, 1996; Shalley et al., 2009; Tierney & ”
- A comparison of self-ratings and non-self-report measures of employee creativity (2012, background): “Selfratings of creativity are not inherently invalid (Shalley et al., 2009); whether an idea is new and useful lies as much in the eye of the innovator as in the eye of the receiver.”