Handbook of Organizational Creativity

Individual and Group Level Influences

2nd Edition - June 22, 2023
Editors: Roni Reiter-Palmon, Sam Hunter
Language: English
Hardback ISBN:
9 7 8 - 0 - 3 2 3 - 9 1 8 4 0 - 4
eBook ISBN:
9 7 8 - 0 - 3 2 3 - 9 1 5 5 7 - 1

Handbook of Organizational Creativity: Individual and Group Level Influences, Second Edition covers creativity from many perspectives in two unique volumes, including artificia… Read more

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Handbook of Organizational Creativity: Individual and Group Level Influences, Second Edition covers creativity from many perspectives in two unique volumes, including artificial Intelligence work, creativity within specific applied domains (e.g., engineering, science, therapy), and coverage of leadership. The book includes individual, team and organizational level factors and includes organizational interventions to facilitate creativity (such as training). Chapters focus on creative abilities and creative problem-solving processes, along with individual differences such as motivation, affect and personality. New chapters include the neuroscience of creativity, creativity and meaning, morality/ethicality and creativity, and creative self-beliefs.

Sections on group level phenomena examine team cognition, team social processes, team diversity, social networks, and multi-team systems and creativity. Final coverages includes different types and approaches to leadership, such as transformational leadership, ambidextrous leadership leader-follower relations, and more.

Cover image
Title page
Table of Contents
Copyright
Dedication
Contributors
Preface
Individual and group level influences
Part I: Introduction
Chapter 1: Creativity in organizations micro and mezzo perspectives: Individual and team-level determinants
Abstract
Introduction and foundation
Individual
Groups and teams
References
Chapter 2: Measuring creativity in organizations: The multifaceted nature of creativity
Abstract
Importance and need for effective measurement of creativity
Current state of creativity measurement
Levels of measurement
Self-evaluations or self-perception of creativity
Other self-report measures
Supervisory evaluation
Peer evaluations
Objective performance measures
Divergent thinking measures
Consensual assessment technique
Summary and recommendations
References
Chapter 3: Guiding the study of how leaders can overcome a bias against novelty in organizations
Abstract
Defining and evaluating idea novelty
Understanding bias against novelty
How leaders evaluate novel ideas in organizational contexts
Studying how leaders overcome a bias against subordinates’ novel ideas
Next steps to studying how leaders can overcome a bias against novelty
Conclusion
References
Chapter 4: Outcomes of creativity in organizations: From organization to human-centered benefits
Abstract
New context: Organizations as complex systems operating in turbulent times
Organization-oriented outcomes
A shift toward human-centered outcomes
Recommendations for future research
Conclusion
References
Part II: Individual
Chapter 5: The quandary in creativity research: Implications for understanding innovation in groups and organizations
Abstract
Introduction: A quandary in creativity research
The remote-associates view of creative thinking
Remote associates as a scientific paradigm
The remote-associates paradigm in analyses of creativity in groups and organizations
In vivo creativity without remote associations: A problem for the remote-associates paradigm
Remote associations in organizational creativity? IDEO’s shopping cart
Remote associations? Unpacking IDEO’s creative process
Case studies of medical innovations
Ordinary thinking produces new ideas
Ordinary thinking and creative thinking: Implications for increasing creativity in groups and organizations
The creativity quandary: General conclusions and some remaining questions
Conclusion
References
Chapter 6: Creative problem solving
Abstract
Introduction
Observing processes: early uses of think-aloud protocols
Systematization of earlier approaches
Knowledge and its productive use
Spontaneously forming the wrong representation: Insight versus noninsight problems
Being pushed toward the wrong (or right) representation: Recent exposure
Applications: The creative problem solving model and creativity training
Summary and future directions
References
Chapter 7: Creative abilities: Divergent thinking
Abstract
Introduction
Theories of divergent thinking
Divergent thinking tests
Scoring methods of divergent thinking tests
Influences on ideation
Personality and attitudes
Divergent thinking applied to organizations
Conclusions
References
Chapter 8: Idea evaluation: Combining openness and expertise
Abstract
Introduction
Idea evaluation research: Basic distinctions and findings
Models of idea evaluation
Expertise and openness as preconditions for effective idea evaluation
Discussion
Conclusion
References
Chapter 9: Unlocking creative tensions with a paradox approach
Abstract
Setting the stage for a paradox approach to tensions
Paradoxical frames, mindsets, and leadership
Adopting a paradox approach to creativity: Cognitive, emotional, motivational, and social pathways
Situational and contextual moderators
Future work
Conclusion
References
Chapter 10: Affect and creativity in organizations: Taking stock and moving forward
Abstract
Introduction
Affect and creativity at the individual level of analysis
Affect and creativity at the group level of analysis
Final remarks
References
Chapter 11: The people make the place: Advancing a model for personality traits in workplace creativity
Abstract
Introduction
Part 1: Personality and creativity
Part 2: Creativity and innovation at work
Practical applications
References
Chapter 12: Creative self-beliefs: From creative potential to creative action
Abstract
Creative self-beliefs: From creative potential to creative action
What are creative self-beliefs?
Creative confidence beliefs
Creative self-awareness
Creative self-image
Questions that can be addressed when studying creative self-beliefs
Conclusion
References
Chapter 13: Brain networks of creative cognition
Abstract
Brain networks of domain-general creativity
Neurocognitive mechanisms of creative cognition
Individual differences in brain network connectivity and creative ability
Brain networks in domain-specific creativity
Summary and future directions
References
Chapter 14: Creativity and meaning in work
Abstract
Theory/conceptual background
Applications
Directions for future research
Conclusion
References
Chapter 15: The relationship between ethics and creativity: An ethical leadership focus
Abstract
Ethical leadership
Conceptual background on ethical leadership and creativity
Applications for the relationship between ethical leadership and creativity
Future research
Conclusions
References
Part III: Groups and teams
Chapter 16: Team creativity and innovation: The effect of team creative cognition
Abstract
Cognitive processes
Problem identification and construction
Idea generation/brainstorming
Idea evaluation and selection
Applications
Future research
Conclusion
References
Further reading
Chapter 17: Group processes toward group creativity
Abstract
Introduction
Thematic review of group processes for creativity
Applications: Team process management for team creativity
Future directions for research and practice
Conclusion
References
Chapter 18: Virtual teams
Abstract
Acknowledgment
Introduction
Theory and conceptual background
Applications
Future research
Summary/Conclusion
References
Chapter 19: Diversity and creativity in organizations
Abstract
Diversity, creativity, and why diversity is good for creativity
Team diversity and team creativity
Diversity and individual creativity
In conclusion: Looking forward
References
Chapter 20: Social networks and creativity: A gender perspective
Abstract
Introduction
Social networks and creativity
Gender
Conclusions: Networks, creativity, and gender
Future research directions
References
Chapter 21: Creativity and innovation: The role of team and organizational climate
Abstract
Introduction
The importance of context in creativity and innovation theory
Organizational climate
Climate for creativity and innovation: Taxonomies
Individual creativity and innovation
Team climate for creativity and innovation
Clarifying and ensuring commitment to shared vision
Participative safety and trust
Task orientation
Support for innovation
Participation in decision-making
Managing conflict and minority dissent constructively
Reflexivity
Organizational climate for creativity and innovation
New approaches to the study of team and organizational climate research
The role of compassionate leadership
Practical implications
Suggestions for future research
Conclusion
References
Chapter 22: Project management of innovative teams
Abstract
Project management concepts
Applying the psychology of creativity and innovation to teams using project management
Concluding considerations
Acknowledgements
References
Chapter 23: Innovation and ambidexterity in multiteam systems
Abstract
Innovation and ambidexterity in multiteam systems
Multiteam systems
Types of innovation MTSs
Mechanisms of MTS ambidexterity
MTS leadership, innovation, and ambidexterity
Summary
Conflict of interest
References
Chapter 24: Brainstorming: How to get the best ideas out of the “group brain” for organizational creativity
Abstract
Acknowledgments
Brainstorming: Some history
Why is group brainstorming so bad?
Theoretical models of brainstorming
Task-specific issues
Breaks and incubation
Different methods of brainstorming
Hybrid brainstorming
Diversity
Evaluation processes
The organizational context
Becoming great groups
Future directions
Summary and best practices
References
Chapter 25: Creativity in meetings
Abstract
Introduction
Individual and team creativity
Specific meeting characteristics
Leader meeting practices for creativity
Attendee meeting practices for creativity
The yellow and red flags in meetings
Discussion
Implications and future research
Conclusion
References
Further reading
Index

Roni Reiter-Palmon

Dr. Reiter-Palmon is the Varner Professor of Industrial/Organizational (I/O) Psychology and the Director of the I/O Psychology Graduate Program at the University of Nebraska at Omaha (UNO). She is also the Director of Innovation for the Center for Collaboration Science, an inter-disciplinary program at UNO. She received her Ph.D. in I/O Psychology from George Mason University, Fairfax, Virginia. Her research focuses on creativity and innovation in the workplace at individual and team level, development of leadership and creative problem-solving skills, and leading creative individuals. She is an associate editor for the European Journal of Work and Organizational Psychology, as well as Frontiers: Organizational Psychology. She is the former Editor of The Psychology of Creativity, Aesthetics and the Arts, the leading journal on the psychology of creativity. She serves on the editorial boards of 10 additional journal in I-O psychology, management, and creativity. She has published four edited books on the topic of creativity, and is the editor of the Palgrave series on Creativity and Innovation in Organizations. She has obtained over 8 million dollars of funding from granting agencies, public and non-profit organizations, and businesses. She has been elected as a fellow of APA Division 10 (creativity) and division 14 (I-O) in recognition of her contribution to the field of organizational and team creativity.

Affiliations and expertise

Varner Professor of Industrial/Organizational (I/O) Psychology; Director of the I/O Psychology Graduate Program, University of Nebraska at Omaha (UNO), NE, USA

Sam Hunter

Dr. Hunter is an Associate Professor of Industrial and Organizational Psychology at Penn State University. His work centers on Leadership and Innovation Management. Dr. Hunter teaches courses in organizational behavior, leadership, innovation and helps manage the practicum course in the I/O area. He is editor of the book Research in Multi-level Issues: A Focus on Innovation. Vol. VII. Oxford, England: Elsevier. He serves on the editorial boards of The Leadership Quarterly, Journal of Creative Behavior, and The Journal of Business and Psychology.

Affiliations and expertise

Associate Professor of Industrial and Organizational Psychology, Penn State University, PA, USA

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