The curvilinear relation between experienced creative time pressure and creativity: moderating effects of openness to experience and support for creativity.

By Markus Baer, Greg R. Oldham. Journal of Applied Psychology, 2006

974 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/6b47c6421e7d3d6847cf92b8abc0297bae6845c3

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Cognitive Neuroscience

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea (2013, background): “Because moderate activation levels help an individual to fully engage in a task, optimally use cognitive resources, and adjust one's emotions, an employee is likely to be more creative at intermediate levels of activation (Baer & Oldham, 2006).”
Corporate Entrepreneurship: An Empirical Look at Individual Characteristics, Context, and Process (2007, background): “…which individual characteristics influence CE because they have been linked to a number of meaningful behaviors in organizational settings, including job performance (e.g., Hofmann & Jones, 2005), leadership (e.g., Judge, Bono, Ilies, & Gerhardt, 2002), and creativity (e.g., Baer & Oldham, 2006).”
Evaluation of Self-Perceptions of Creativity: Is It a Useful Criterion? (2012, methodology): “Therefore, supervisory evaluations of employee creativity have been used (e.g., Baer & Oldham, 2006; George & Zhou, 2001; Madjar, Oldham & Pratt, 2002; Zhou 2003).”
Revisiting How and When Perceived Organizational Support Enhances Taking Charge (2015, background): “Our choice of moderator also responds to calls for research such as Baer and Oldham’s (2006) call to examine boundary conditions of nonlinear relationships, and extends work where such propositions were presented only in a theoretical form (cf.”
Regulatory job stressors and their within-person relationships with ego depletion: The roles of state anxiety, self-control effort, and job autonomy. (2016, background): “Time pressure is commonly referred to as the extent to which employees feel that they need to work at a faster than usual pace or have insufficient time to finish their work tasks (Baer & Oldham, 2006; Kinicki & Vecchio, 1994).”
Innovative work behavior and personality traits: Examining the moderating effects of organizational tenure (2017, background): “…studies examining contextual moderators in the personality-IWB relationship have generally focused on the discrete characteristics of people’s jobs (Baer & Oldham, 2006; Niu, 2014; Raja & Johns, 2010) or more broader characteristics associated with the organization itself (George & Zhou, 2001;…”
Need for Cognition as an Antecedent of Individual Innovation Behavior (2014, background): “Bailey (1997) reported an experimental study that showed that people high in need for cognition conducted a similar and higher amount of information searching relative to those low in need for cognition, and this applied to both an encouraging situation and a nonencouraging situation.”
When Putting Work Off Pays Off: The Curvilinear Relationship between Procrastination and Creativity (2020, positive): “When employees wait until the last minute before working on the problem, the ensuing time pressure can narrow attentional focus, which has been empirically linked to reduced creativity (Baer & Oldham, 2006).”
Folding Under Pressure or Rising to the Occasion? Perceived Time Pressure and the Moderating Role of Team Temporal Leadership (2014, background): “At intermediate levels of time pressure, team members perceive that it is still possible to complete task requirements within the time available (Baer & Oldham, 2006; Ohly et al., 2007).”
Trust in Supervisors and Trust in Customers: Their Independent, Relative, and Joint Effects on Employee Performance and Creativity (2009, methodology): “Two items were adapted from previous measures of creativity ( Baer & Oldham, 2006 ; Zhou & George, 2001 ) and applicable to the research setting.”
A comparison of self-ratings and non-self-report measures of employee creativity (2012, background): “Yet another possibility is that job requirements for creativity focus more of employees’ attention on creative pursuits and more fully activate those cognitive processes relevant to creative endeavors (Baer and Oldham, 2006; Campion and McClelland, 1991, 1993; Gardner, 1990).”
The Curvilinear Relationship between Work Passion and Organizational Citizenship Behavior (2014, neutral): “For example, Baer and Oldham (2006) found that the moderating effect of support for creativity on the curvilinear link between experienced creative time pressure and creativity accounted for only 3 per cent of the explained variance in the dependent variable.”