Factors Influencing Individual Creativity in the Workplace: An Examination of Quantitative Empirical Research

By T. Egan. 2005

182 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/8bd23e4c1e0b4f163268ec4adcbf0877b38b716f

How researchers see this paper

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

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Modelling graduate skill transfer from university to the workplace (2016, unknown): “There is an abundance of literature clarifying which personal traits determine innovativeness in individuals (see Egan 2005), in addition to the importance of self-esteem on academic performance and employment outcomes (Bridgestock 2009).”
Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms (2012, background): “Others have connected evaluation to increased levels of motivation and creativity (Harackiewicz and Elliot 1993 ; Egan 2005 ).”
Creativity in the Context of Team Diversity: Team Leader Perspectives (2005, background): “The most common solution is to utilize responses from judges qualified to identify novel ideas or outputs (Egan, 2005 [this issue]).”
Structural determinants of team performance: the mutual influences of learning culture, creativity, and knowledge (2010, methodology): “…by the same instrument used in our study made a positive impact on employees’ perceived improvement of organizational performance and learning (Ellinger et al. 2002; Lien et al. 2006), job satisfaction or motivation to transfer learning (Egan 2008; Joo 2007), and individual creativity (Egan 2005).”
Job Stressors, Organizational Innovation Climate, and Employees’ Innovative Behavior (2015, background): “As a consequence, there has been considerable interest in identifying the contextual conditions that influence such behavior (Damanpour & Schneider, 2006; Egan, 2005; Shalley, Zhou, & Oldham, 2004).”
The Dimensions of Learning Organization Questionnaire (DLOQ): A validation study in a Korean context (2009, result): “This study has successfully validated the Korean version of the DLOQ, but some previous studies (Egan, 2005; Joo, 2007) reported a nonpositive definite matrix when there is a relatively small sample (n 250).”
A Great Many Things to Do and Not a Minute to Spare: Can Feedback From Supervisors Moderate the Relationship Between Skill Variety, Time Pressure, and Employees' Innovative Behavior? (2009, background): “Innovative behavior is influenced through situational characteristics (Damanpour & Schneider, 2006; Egan, 2005; Shalley, Zhou, & Oldham, 2004; Tierney & Farmer, 2002), and it could be demonstrated that the following variables have significant impact on employees’ behavior in competitive work…”
9 Creativity in Organizations (2007, unknown): “Additional reviews pertaining to creativity have also appeared in other journals (eg, Anderson, De Dreu, & Nijstad, 2004 ; Egan, 2005 ; Rank, Pace, & Frese, 2004 ).”
In Praise of Clark Kent: Creative Metacognition and the Importance of Teaching Kids When (Not) to Be Creative (2013, background): “With further globalization and the resultant competition for goods and services, creativity in the workplace should become more and more important (Egan, 2005). Creativity has already been described as the most important economic resource of the 21st century (Florida, 2002), and it has become a key ”
Enhancing Creativity Through "Mindless" Work: A Framework of Workday Design (2006, background): “Recent extensive reviews of this research by Zhou and Shalley (2003), Shalley et al. (2004), and Egan (2005) come to the general conclusion that work environments that enhance intrinsic motivation increase creative output, whereas those that hamper intrinsic motivation decrease creative output.”
Optimism predicting employees' creativity: The mediating role of positive affect and the positivity ratio (2012, background): “Considerable research has been carried out focusing on factors that may stimulate or harm creativity in organizations (Amabile, 1988; Baas, de Dreu, & Nijstad, 2008; Egan, 2005; James, Brodersen, & Eisenberg, 2004; Oldham & Cummings, 1996; Woodman, Sawyer, & Griffin, 1993).”
Knowledge workers' creativity and the role of the physical work environment (2011, methodology): “…reviews of empirical research on the effects of the social-organizational work environment on creativity (e.g. Anderson, De Dreu, & Nijstad, 2004; Egan, 2005; George, 2008; Hunter, Bedell, & Mumford, 2007; Rank, Pace, & Frese, 2004; Runco, 2004; Shalley et al., 2004; Shalley & Gilson, 2004; Zhou…”
The Influence of Individual Factors, Supervision and Work Environment on Creative Self-Efficacy (2010, unknown): “It is this belief that Egan (2005), Choi (2004) and Lemons (2005) conclude is an important requirement in achieving creative outcomes.”
Authentic leadership promoting employees' psychological capital and creativity (2012, background): “Individual creativity is a function of individual and social/contextual factors (Egan, 2005; Oldham & Cummings, 1997; Shalley & Gilson, 2004).”
Motivating Employees in a New Governance Era: The Performance Paradigm Revisited (2006, unknown): “Journal of Management 18 ( 3 ): 595 –”