Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research.

By Ute R. Hülsheger, Neil Anderson, Jesús Salgado. Journal of Applied Psychology, 2009

1,475 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/a84a540b412fb52d3f1b62cf86d7c9df63c77455

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Research on Workplace Creativity: A Review and Redirection (2014, background): “A recentmeta-analysis also compared the effects of different antecedents of creativity and innovation in teams (Hülsheger et al. 2009).”
The Continuous Mediating Effects of GHRM on Employees’ Green Passion via Transformational Leadership and Green Creativity (2018, background): “, employees environmental attitude) may also be necessary for affecting employees’ ability, motivation, and opportunities for green creativity [12,13].”
Knowledge, Networks, and Knowledge Networks (2011, background): “Some research has examined how the prestige of source organizations influences adoption.”
Leadership, Creative Problem-Solving Capacity, and Creative Performance: The Importance of Knowledge Sharing (2013, background): “In particular, the availability and exchange of knowledge from both internal and external sources has been found to be important for individual and organizational creativity (Damanpour, 1991; Hulsheger et al., 2009; Weisberg, 1999).”
Team Reflexivity and Innovation (2015, background): “As can be seen from the table, there is a significant, positive relationship between team size and team innovation, as suggested by earlier research (Hülsheger et al., 2009).”
Embracing Complexity: Reviewing the Past Decade of Team Effectiveness Research (2019, neutral): “team performance and attitudinal outcomes (Hülsheger et al. 2009).”
Unfolding the Proactive Process for Creativity (2012, background): “Hülsheger, Anderson, and Salgado (2009) included internal and external communication as the predictors of innovation.”
Team climate, empowering leadership, and knowledge sharing (2011, background): “Hence, the most appropriate measure to enhance knowledge sharing seems to be “soft” strategies relying on the climate and leadership role of the specific organizational unit ( Hulsheger et al. , 2009”
Effects of team knowledge management on the creativity and financial performance of organizational teams (2012, background): “Thus, in contrast to the more general, prevailing effect of knowledge utilization in teams, the effect of team knowledge stock may be contingent upon contextual and interpersonal processes and states, such as participative leadership, trust, and a learning climate in teams (Hülsheger et al., 2009).”
Translating Team Creativity to Innovation Implementation (2013, background): “First, assembling people with different organizational roles, who possess a broad array of skills, knowledge, and expertise, helps the team solve the complex task of developing new products or procedures (Hülsheger et al., 2009).”
Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms (2012, background): “In a recent meta-analysis, researchers found that team process variables of support for innovation, vision, task orientation and external communication displayed the strongest relationships with creativity (Hulsheger, Anderson and Salgado 2009 ).”