Perceptions of the Best and Worst Climates for Creativity: Preliminary Validation Evidence for the Situational Outlook Questionnaire

By S. Isaksen, Kenneth J. Lauer, G. Ekvall, Alexander Britz. 2001

312 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/98687645ef0ee0bf794598fd8e48c627706f0db0

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Managing for Innovation: The Two Faces of Tension in Creative Climates (2010, unknown): “The climate dimensions have been able to discriminate between best- and worst-case work environments (Isaksen et al., 2001), most and least creative teams (Isaksen & Lauer, 2002), and levels of perceived support for innovation (Isaksen & Lauer, 2001).”
A Cross-level Analysis of Organizational Creativity Climate and Perceived Innovation: The Mediating Effect of Work Motivation (2012, background): “Climate affects individual and organizational performance by modifying psychological processes (Isaksen et al., 2001) and has long been recognized as a significant influence on employee cognitions, attitudes and behavior (Hofmann, 1997).”
A Study on Creative Climate in Project-Organized Groups (POGs) in China and Implications for Sustainable Pedagogy (2018, background): “When aggregated, the concept is called organizational climate that has also most often been regarded as shared perceptions at the work groups [32].”
Person–Environment Fit and Creative Behavior: Differential Impacts of Supplies–Values and Demands–Abilities Versions of Fit (2004, background): “…behavior, such as personality traits and motivation (Amabile, 1996; Gough, 1979), as well as environmental factors such as challenging work, freedom, sufficient resources, time for ideation, playfulness/humor, and support for ideas (Amabile et al., 1996; Isaksen et al., 2001; Tierney et al., 1999).”
Leadership and creativity: Understanding leadership from a creative problem-solving perspective (2004, background): “The leader’s role in facilitating this process may be in creating a culture in which ideas are exchanged openly and trust exists among group members and between group members and the leader (Amabile & Gryskiewicz, 1989; Isaksen et al., 2001).”