When openness to experience and conscientiousness are related to creative behavior: an interactional approach.

By Jennifer M. George, Jing Zhou. Journal of Applied Psychology, 2001

1,472 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/e5bd20aac66f94af3c4cff6dcd28f5a10144d025

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In Experimental and Cognitive Psychology

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Citations in the corpus

Structure and freedom in creativity: The interplay between externally imposed structure and personal cognitive style (2010, background): “Several empirical studies have indicated that personal attributes interact with situational factors to impact creativity (e.g., George & Zhou, 2001; Tierney, Farmer, & Graen, 1999; Zhou & George, 2001).”
Transformational leadership and job performance : a social identity perspective (2014, methodology): “Supervisors rate the extent towhich individuals performed creatively using an 8-itemabbreviated version of George and Zhou's (2001) creativity scale.”
Personality, attitude, and leader influences on divergent thinking and creativity in organizations (2004, background): “Openness to experience is a personality trait associated with individual creative performance in organizations ( George and Zhou, 2001”
Nature at home and at work: Naturally good? Links between window views, indoor plants, outdoor activities and employee well-being over one year (2017, methodology): “Creativity at work was measured with three items (e.g., “My head is full of innovative ideas that are related to my work”, Cronbach’s alpha = 0.84T1 and 0.86T2) (George & Zhou, 2001; Jaussi, Randel, & Dionne, 2007) rated on a scale from 1 (very seldom or never) to 5 (very often or always).”
The curvilinear relation between experienced creative time pressure and creativity: moderating effects of openness to experience and support for creativity. (2006, background): “Similar to earlier research concerned with creativity in the workplace and the possible role of openness to experience and support (e.g., George & Zhou, 2001; Zhou, 2003), our results indicated that both openness to experience and support for creativity had only weak, direct relations to employee…”
Investigating the influences of core self‐evaluations, job autonomy, and intrinsic motivation on in‐role job performance (2010, background): “…role of personality at work tends to be limited to the Big Five personality traits of neuroticism, extraversion, agreeableness, conscientiousness, and openness to experience (e.g., Barrick & Mount, 1993; Caligiuri, 2000; George & Zhou, 2001; Hurtz & Donovan, 2000; Tett, Jackson, & Rothstein, 2006).”
Unfolding the Proactive Process for Creativity (2012, methodology): “This scale is one of the commonly used creativity measures for field studies (Zhou & Shalley, 2003) and has been shown to be valid and reliable in prior studies (e.g., George & Zhou, 2001, 2007; Shin & Zhou, 2003; Zhang & Bartol, 2010).”