Organizational Culture’s Influence on Creativity and Innovation: A Review of the Literature and Implications for Human Resource Development

By L. McLean. 2005

622 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bf87119889c2b2438825777b0994bc1b58ed79e8

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In Communication

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support (2018, background): “McLean [44] defines IB as the creation of novel solutions and valuable ideas in different fields, while innovation refers to the effective execution of these novel solutions in the organization [44].”
A Cross-level Analysis of Organizational Creativity Climate and Perceived Innovation: The Mediating Effect of Work Motivation (2012, background): “The literature suggests that the combination of a supportive and challenging environment sustains particularly high creativity in individuals and organizations (see McLean, 2005”
Explaining factors affecting individual innovation: The case of producer group members in Thailand (2012, background): “Somewhat surprisingly, although many authors (e.g., Caldwell & O’Reilly, 2003; McLean, 2005 ) have indicated that group culture influences individual creativity as an important resource for innovation, there has been relatively little empirical examination on the mediator role of creativity.”
The relationship between multidimensional organizational culture and performance (2011, background): “Similarly, the link between culture and innovation has also been well documented in the literature (Kanter, 1983; Brannen, 1991; Ahmed, 1998; Conceição et al., 2002; McLean, 2005).”
Structural determinants of team performance: the mutual influences of learning culture, creativity, and knowledge (2010, background): “McLean (2005) made a similar observation and suggested that more research would be needed to understand relationships between independent constructs of organizational support and outcome measures of organizational creativity and innovation.”
The Influence of Individual Factors, Supervision and Work Environment on Creative Self-Efficacy (2010, positive): “For example, Kanter (1983, cited in Mclean, 2005) found that matrix structures are associated with increased autonomy and the belief that new ideas will be accepted.”
Leading for Innovation (2011, background): “To the lament of a number of creativity scholars, much of the work on creativity has tended to focus on individual antecedents such as personality, divergent-thinking ability, intelligence, and associational ability (McLean, 2005; Sternberg, 1999).”
Team Creativity: The Effects of Perceived Learning Culture, Developmental Feedback and Team Cohesion (2012, positive): “In a similar vein, developing managers and supervisors into supportive leaders is another important concern, as these leaders can help to enhance team cohesion as well as team creativity by playing roles as a coach and a learning facilitator (McLean, 2005).”
Implications of Family Business Employment for Employees’ Innovative Work Involvement (2015, background): “In this respect, scholars have emphasized the importance of an innovation-supportive work climate that encourages employees’ innovative work involvement in both direct and indirect ways (e.g., Amabile, Conti, Coon, Lazenby, & Herron, 1996; Bammens et al., 2010; McLean, 2005).”