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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Request a sales quoteHandbook 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.
- Focuses on the key need to increase creativity and innovation in organizations
- Identifies the factors influencing organizational creativity
- Includes individual, group and organizational influences
- Identifies personality traits and beliefs affecting creativity
- Discusses problem-solving processes, idea evaluation, and diverent thinking
- Contains new coverage of virtual teams, creative meetings, and multiteam systems
- This expanded second edition is divided into two volumes. For further information on Leadership, Interventions, and Macro Level Issues visit https://shop.elsevier.com/books/handbook-of-organizational-creativity/reiter-palmon/978-0-323-91841-1
Social psychologists, industrial/organizational psychologists, applied psychologists, business
- 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
- No. of pages: 610
- Language: English
- Edition: 2
- Published: June 22, 2023
- Imprint: Academic Press
- Hardback ISBN: 9780323918404
- eBook ISBN: 9780323915571
RR
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, USASH
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, USARead Handbook of Organizational Creativity on ScienceDirect