Measuring Creativity in Organizations
Presenter Type
UNO Graduate Student (Masters)
Major/Field of Study
Psychology
Other
Industrial/Organizational Psychology
Author ORCID Identifier
0000-0002-8139-7075
Advisor Information
Dr.
Location
MBSC Ballroom Poster # 102 - G (Masters)
Presentation Type
Poster
Start Date
24-3-2023 9:00 AM
End Date
24-3-2023 10:15 AM
Abstract
In response to a growing understanding that creativity and innovation are critical for organizational survival and success, researchers and practitioners are looking for ways to improve the innovative capabilities of organizations and the creative capacity of their workforce. Research that aims to evaluate the success of an intervention must include an effective measure of the outcome of interest, but no single measure of creativity exists, leading to inconsistencies in results and conclusions. To investigate which interventions organizations are using and how, we conducted a review of empirical studies in organizations that evaluated creativity and innovation. We identified empirical papers though PsycInfo and Business Source Complete that included a measure of creative performance as an outcome variable. Only studies that included data collected from individuals or teams in organizations were retained. The resulting sample of 536 articles were categorized into the main measurement categories common for creative performance across the individual, team, and organizational levels, reflecting the multi-level nature of creativity research. Analyses showed self-report of creativity at the individual level was most common, followed by supervisory report of individual level creativity. The results indicate a reliance on self-report measures, composing close to 60% of papers across all levels, and an insufficiency of multi-method approaches. The most used measures included those by Scott and Bruce (1994), George and Zhou (2001) and Janssen (2000). Recommendations that practitioners and researchers can adopt to evaluate the complex nature of creativity and innovation in organizations effectively and appropriately are discussed.
Scheduling
9:15-10:30 a.m., 10:45 a.m.-Noon, 1-2:15 p.m., 2:30 -3:45 p.m.
Measuring Creativity in Organizations
MBSC Ballroom Poster # 102 - G (Masters)
In response to a growing understanding that creativity and innovation are critical for organizational survival and success, researchers and practitioners are looking for ways to improve the innovative capabilities of organizations and the creative capacity of their workforce. Research that aims to evaluate the success of an intervention must include an effective measure of the outcome of interest, but no single measure of creativity exists, leading to inconsistencies in results and conclusions. To investigate which interventions organizations are using and how, we conducted a review of empirical studies in organizations that evaluated creativity and innovation. We identified empirical papers though PsycInfo and Business Source Complete that included a measure of creative performance as an outcome variable. Only studies that included data collected from individuals or teams in organizations were retained. The resulting sample of 536 articles were categorized into the main measurement categories common for creative performance across the individual, team, and organizational levels, reflecting the multi-level nature of creativity research. Analyses showed self-report of creativity at the individual level was most common, followed by supervisory report of individual level creativity. The results indicate a reliance on self-report measures, composing close to 60% of papers across all levels, and an insufficiency of multi-method approaches. The most used measures included those by Scott and Bruce (1994), George and Zhou (2001) and Janssen (2000). Recommendations that practitioners and researchers can adopt to evaluate the complex nature of creativity and innovation in organizations effectively and appropriately are discussed.