Cognitive Team Diversity and Individual Team Member Creativity: A Cross-Level Interaction

By S. Shin, Tae-Yeol Kim, Jeong-Yeon Lee, Lin Bian. 2012

611 citations recorded by the source corpus.

We theorized and tested the conditions under which cognitive team diversity is positively related to individual team member creativity. Hierarchical linear modeling results using 316 employees on 68 teams from Chinese companies indicated that a team member’s creative self-efficacy moderated the relationship between cognitive team diversity and individual creativity: this relationship was positive only when creative self-efficacy was high. Further, “transformational leadership” moderated the relationship in such a way that cognitive team diversity was positively related to individual creativity only when transformational leadership was high.

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

View Paper: https://www.semanticscholar.org/paper/8fac3f2b7365baea05c8e6d2e09db47699255a96

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

1. Yaping Gong
2. I. Hoever
3. Tae-Yeol Kim
4. Deog-Ro Lee
5. Jing Zhou
6. Wan Jiang
7. Neil Anderson
8. Jack A. Goncalo

In Gender Studies

1. Deog-Ro Lee
2. X. Wang
3. Neil Anderson
4. Kan Shi
5. Jing Zhu
6. Jennifer A. Chatman
7. Jing Zhou
8. Ningyu Tang

In Organizational Behavior and Human Resource Management

1. Jing Zhou
2. Yaping Gong
3. Wan Jiang
4. Neil Anderson
5. I. Hoever
6. Tae-Yeol Kim
7. Deog-Ro Lee
8. Kristina Potocnik

Citations in the corpus

• Creativity from Constraint? How the Political Correctness Norm Influences Creativity in Mixed-sex Work Groups (2015, background): “For example, gender diversity did not stimulate the kind of taskrelated conflict that often boosts group creativity (Pelled, Eisenhardt, and Xin, 1999), it had no impact on the quality of ideas generated during a brainstorming session, and it actually reduced the quantity of ideas generated by brain”
• Innovation and Creativity in Organizations (2014, background): “Shin and Zhou (2003) found that employees high on conservation value reacted more strongly and positively to the influence of transformational leadership by exhibiting greater creativity.”
• Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, neutral): “…et al. (2012) 176 .92 .74 .09 US, UK, Canada, and Sweden – – Non-self Creative Others Schoen (2012) 193 .81 .84 .13 US 40 5.1 Non-self Creative Journal Shin et al. (2012) 316 .91 .86 .16 China 80 7.9 Non-self Creative Others Shipman (2011) 243 .81 .83 .03 US 40 5.1 Non-self General Others…”
• Organizational innovation climate and individual innovative behavior: exploring the moderating effects of psychological ownership and psychological empowerment (2017, background): “2017), group context (e.g., Hülsheger et al. 2009; Shin et al. 2012), and organization culture and climate (e.”
• Diversity and creativity in cross-national teams: The role of team knowledge sharing and inclusive climate (2016, background): “…surface and deep-level diversity, on team creativity (Harrison et al., 2002; Harrison & Klein, 2007; van Knippenberg & Schippers, 2007; Hoever, van Knippenberg, van Ginkel, & Barkema, 2012; Shin et al., 2012), but the process of diversity–creativity relationship has been, relatively, overlooked.”
• A Multilevel Model of Team Goal Orientation, Information Exchange, and Creativity (2013, background): “Individual creativity is often enacted in teams, the context of which provides important inputs that influence the creative behaviors of individuals (Shin et al., 2012).”