Optimism predicting employees' creativity: The mediating role of positive affect and the positivity ratio

By Arménio Rego, Filipa Sousa, Carla Susana Marques, Miguel Pina e Cunha. 2012

124 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/733a88036af76ec17ea848c4de05e89c0929f802

How researchers see this paper

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

In Applied Psychology

1. Deniz Ucbasaran
2. Neuza Ribeiro
3. Arménio Rego
4. Jing Zhou
5. Miguel Pina e Cunha
6. Giles Hirst
7. Fei Zhu
8. I. Hoever

In Organizational Behavior and Human Resource Management

1. Neuza Ribeiro
2. Arménio Rego
3. Miguel Pina e Cunha
4. I. Hoever
5. Alexander Newman
6. Giles Hirst
7. Andreia Vitória
8. Ana L. Magalhães

In Social Psychology

1. Neuza Ribeiro
2. Miguel Pina e Cunha
3. Arménio Rego
4. I. Hoever
5. Giles Hirst
6. Jing Zhou
7. Alexander Newman
8. Andreia Vitória

Citations in the corpus

• A Conservation of Resources Perspective on Negative Affect and Innovative Work Behaviour: the Role of Affect Activation and Mindfulness (2016, unknown): “Although research has widely documented the benefits of positive affects to creative and innovative behaviours (e.g. Amabile et al. 2005; Madrid et al. 2014; Rego et al. 2012, 2014), empirical evidence is much less clear in the case of negative affects.”
• Are authentic leaders associated with more virtuous, committed and potent teams? ☆ ☆☆ (2013, methodology): “We considered slightly skewed distribution based on earlier studies where measures of perceptions of organizational virtuousness (Rego et al., 2010, 2011), authentic leadership (Rego et al., 2012a), and affective commitment (Rego et al., 2011) were included.”
• Research on Workplace Creativity: A Review and Redirection (2014, background): “…Tierney& Farmer 2002, 2011; individual differentiation from teammates in terms of thinking and feeling, Janssen&Huang 2008), positive affect (Amabile et al. 2005), and optimism and hope (Rego et al. 2012a,b), as well as creativity-related behaviors (creative process engagement; Zhang&Bartol 2010).”
• Psychological capital: A review and synthesis (2014, background): “…leadership behavior (transformational and transactional) and PsyCap, Wooley et al. (2012) who found a positive relationship between authentic leadership and PsyCap, and Rego et al. (2012) who found that PsyCap fully mediated the relationship between authentic leadership and employee creativity.”