Leadership is a key predictor of employee, team, and organizational creativity and innovation. Research in this area holds great promise for the development of intriguing theory and impactful policy implications, but only if empirical studies are conducted rigorously. In the current paper, we report a comprehensive review of a large number of empirical studies (N = 195) exploring leadership and workplace creativity and innovation. Using this article cache, we conducted a number of systematic analyses and built narrative arguments documenting observed trends in five areas. First, we review and offer improved definitions of creativity and innovation. Second, we conduct a systematic review of the main effects of leadership upon creativity and innovation and the variables assumed to moderate these effects. Third, we conduct a systematic review of mediating variables. Fourth, we examine whether the study designs commonly employed are suitable to estimate the causal models central to the field. Fifth, we conduct a critical review of the creativity and innovation measures used, noting that most are sub-optimal. Within these sections, we present a number of taxonomies that organize the extant research, highlight understudied areas, and serve as a guide for future variable selection. We conclude by highlighting key suggestions for future research that we hope will reorient the field and improve the rigour of future research such that we can build more reliable and useful theories and policy recommendations.
Social networking sites (SNS) are quickly becoming one of the most popular tools for social interaction and information exchange. Previous research has shown a relationship between users' personality and SNS use. Using a general population sample (N=300), this study furthers such investigations by examining the personality correlates (Neuroticism, Extraversion, Openness-to-Experience, Agreeableness, Conscientiousness, Sociability and Need-for-Cognition) of social and informational use of the two largest SNS: Facebook and Twitter. Age and Gender were also examined. Results showed that personality was related to online socialising and information seeking/exchange, though not as influential as some previous research has suggested. In addition, a preference for Facebbok or Twitter was associated with differences in personality. The results reveal differential relationships between personality and Facebook and Twitter usage.
Using 266 studies, this paper meta-analytically examines the link between thirteen leadership styles (transformational, transactional, ethical, humble, leader-member exchange (LMX), benevolent, authoritarian, entrepreneurial, authentic, servant, empowering, supportive, and destructive) and followers' creative and innovative performance. We address two main research aims: to examine the relative predictive utility of these different leadership styles and to explore boundary conditions of the link between leadership styles and both creativity and innovation. Our findings related to both the relative and moderating effects of leadership on creativity/innovation make a significant contribution to the literature. Our analyses demonstrate the fact that authentic, empowering, and entrepreneurial leadership show the most promise when it comes to predicting individual creativity. For innovation, both transactional (contingent reward) and supportive leadership appear particularly relevant. The current study synthesizes an important, rapidly growing and diverse body of research, and in doing so provides important evidence to help guide theoretical advancements, improve research designs, and practise regarding leadership, creativity, and innovation.
The current article compares the use of exploratory structural equation modeling (ESEM) as an alternative to confirmatory factor analytic (CFA) models in personality research. We compare model fit, factor distinctiveness, and criterion associations of factors derived from ESEM and CFA models. In Sample 1 (n = 336) participants completed the NEO-FFI, the Trait Emotional Intelligence Questionnaire-Short Form, and the Creative Domains Questionnaire. In Sample 2 (n = 425) participants completed the Big Five Inventory and the depression and anxiety scales of the General Health Questionnaire. ESEM models provided better fit than CFA models, but ESEM solutions did not uniformly meet cutoff criteria for model fit. Factor scores derived from ESEM and CFA models correlated highly (.91 to .99), suggesting the additional factor loadings within the ESEM model add little in defining latent factor content. Lastly, criterion associations of each personality factor in CFA and ESEM models were near identical in both inventories. We provide an example of how ESEM and CFA might be used together in improving personality assessment.
Numerous individual differences, models, and measures have been associated with the ‘emotional intelligence’ (EI) label. This paper discusses one of the most pervasive problems regarding EI-related individual differences, namely, the lack of a meaningful theoretical framework. First, drawing upon existing theoretical frameworks, we argue that EI-related characteristics can be considered constituents of existing models of cognitive ability (ability EI), personality (trait EI), and emotion regulation (EI competencies). Second, having differentiated between these perspectives (ability, personality, and emotion regulation), we draw upon existing theory and research to build the Integrated Model of Affect-related Individual Differences (IMAID), which provides an initial mechanistic representation that explains how the different EI-related constructs are likely to interrelate and coalesce to influence affective outcomes. In essence, the IMAID is an integrated mediation model in which emotion regulation mediates the effects of ability EI and affect-related personality traits upon outcomes. Viewing EI-related constructs as interrelated extensions of well-established individual difference frameworks clarifies some pervasive misconceptions regarding EI-related characteristics and provides scholars and practitioners with a clear and useful theoretical framework ripe for exploration. We conclude by using the IMAID to suggest a theoretically driven agenda for future research.
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