Individual values, Organizational Context, and self-perceptions of employee creativity: Evidence from Egyptian organizations

By Gillian Rice. 2006

170 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/97780462f02b197aa89d67f71900d433d236a9fd

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In Demography

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Explaining factors affecting individual innovation: The case of producer group members in Thailand (2012, methodology): “Creativity The scale to measure creativity among a group’s members was adapted from the employee creative behavior scale developed and validated by Rice (2006).”
Values at Work: The Impact of Personal Values in Organisations (2019, background): “…creativity correlated positively with self-direction values and negatively with conformity values among employees from diverse industries in Egypt (Rice, 2006), and it correlated positively with self-direction values among members of service organisations in Turkey (Kurt & Yahyagil, 2015).”
Creative Leadership: A Multi-Context Conceptualization† (2015, background): “Palmon and Illies (2004), Rice (2006), Rickards and”
Work environment and atmosphere: The role of organizational support in the creativity performance of tourism and hospitality organizations (2015, unknown): “…a positive relationship between the quality of the work environment and creativity in campus-based departments and non-university companies (Stokols et al., 2002), in IT and telecommunications service providers (Rice, 2006), and in civil engineering divisions (Schepers and Van den Berg, 2007).”
The Influence of Individual Factors, Supervision and Work Environment on Creative Self-Efficacy (2010, unknown): “…sustainable creativity in organisations includes examination of individuals’ cognitive and personality traits (Kirton, 1989, Masten and Caldwell-Colbert, 1987), and the work group dynamics, supervision, organisational culture and structure (Amabile, et al., 1996, Scott and Bruce, 1994, Rice, 2006).”
9 Creativity in Organizations (2007, background): “The role of supervisor support has also been addressed in other recent studies (eg, Janssen, 2005 ; Rice, 2006 ) that also support some of the ways in which supervisors can provide a supportive work environment for creativity identified in prior research (eg, by providing developmental feedback; ”
A review of creativity within organizations from a psychological perspective (2010, background): “Finally, it has been suggested that creativity can be promoted by creating an open, fun, trusting, and caring environment where new understanding is valued (Rice, 2006; McAllister, 1995; Mumford and Gustafson, 1988).”
The Culturally Intelligent Team (2013, methodology): “Schwartz’s value dimensions have been used in cross-cultural organizational research to predict creativity, reward allocation, and charismatic leadership (Brown & Treviño, 2009; Fischer et al., 2007; Rice, 2006).”
From personal values to creativity: evidence from frontline service employees (2011, result): “This is also consistent with the findings of Rice (2006)”
How Authentic Leadership Promotes Individual Creativity: The Mediating Role of Affective Commitment (2020, background): “Creative behavior is related to workers’ autonomy, persistence, professional achievement, and dedication to work (Rice, 2006).”