Creativity differences among managers

Chusmir, Leonard H.; Koberg, Christine S.

doi:10.1016/0001-8791(86)90007-2

Cited by 36 publications

(16 citation statements)

References 22 publications

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“…Finally, McNichols et al found no evidence of a response set influencing scores on JSS-R toward either the highly satisfied or highly dissatisfied ends of the continuum. The JSS-R has been employed in some subsequent studies of vocational behavior (e.g., Chusmir & Koberg, 1986).…”

Section: Methodsmentioning

confidence: 99%

Moderators of the Prediction of Job Satisfaction from Congruence: A Test of Holland's Theory

Carson

Mowsesian

1993

Journal of Career Assessment

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An outgrowth of the search for individual differences serving to enhance the predictability of behavior has led to speculations on the nature of personality characteristics which might moderate the extent to which work outcomes depend on degree of person- environment fit or congruence. This study investigated the extent to which three constructs proposed by Holland (1985; differentiation, consistency, and vocational identity) indeed moderate the strength of the congruence-satisfaction relationship. A sample of 139 employed adults who had completed Strong Interest Inventories between 1 and 6 years earlier completed measures of job satisfaction and vocational identity. The results indicated that none of Holland's proposed constructs moderated the strength of the congruence-satisfaction relationship, although congruence did emerge as a stronger predictor of job satisfaction for older males than for younger males. Implications for vocational assessment and career counseling are discussed.

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Section: Methodsmentioning

confidence: 99%

Moderators of the Prediction of Job Satisfaction from Congruence: A Test of Holland's Theory

Carson

Mowsesian

1993

Journal of Career Assessment

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“…Consequently, women remain quiescent despite some support in the literature for the widely presumed notion, that females are more right-side brain thinkers, which is often associated with creativity. Chusmir and Koberg (1986) report that the literature is inconclusive in identifying potential gender differences in creativity but find that male creativity is positively associated with need achievement whilst for women creativity is a predictor of need affiliation. Moreover, Kwaniewska and Necka (2005) found that women are more perceptive of (non)creative work environments and Conti, Collins, and Picariello (2001) determined that female creativity was suppressed in competitive environments.…”

Section: Gender Cookery and Creativitymentioning

confidence: 99%

“…Given the negative relationship reported when conducting the regression analyses, between creativity and intention to leave either current job or occupation this finding is counter intuitive and warrants further investigation. Work which has investigated the variability of the creativity construct for females in the workplace -be it for need affiliation (Chusmir & Koberg, 1986), perception of non-creative environments (Kwaniewska & Necka, 2005) or vulnerability to competition (Conti et al, 2001) -may indeed be factors. Interestingly though, the significantly lower female score for the item 'I have input on menu design' indicates the (occupational) power relationship in professional kitchens favours males (White, Jones, & James, 2005).…”

Section: Practical Implicationsmentioning

confidence: 99%

Linkages between creativity and intention to quit: An occupational study of chefs

2010

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“…We included gender because male and female workers might have differential access to opportunities to engage in IRB (Ohlott, Ruderman, & McCauley, 1994). For the same reason, we included job level as a control variable; jobs at higher managerial levels often provide more opportunities for individuals to engage in IRB than first-line supervisors have (Chusmir & Koberg, 1986). We included education level as a control variable because it is positively correlated with the ability to generate and articulate innovative ideas (Ng & Feldman, 2009b).…”

Section: Control Variablesmentioning

confidence: 99%

Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality

2012

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Summary Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a one‐year period. Results supported the hypothesized 3‐way interaction of age, supervisor undermining, and proactive personality on IRB. As predicted, highly proactive older workers responded to high supervisor undermining with more IRB, whereas older workers low on proactive personality responded to high supervisor undermining with less IRB. On the other hand, when supervisor undermining was low, proactive personality did not moderate the relationship of age with IRB. Copyright © 2012 John Wiley & Sons, Ltd.

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Creativity differences among managers

Cited by 36 publications

References 22 publications

Moderators of the Prediction of Job Satisfaction from Congruence: A Test of Holland's Theory

Moderators of the Prediction of Job Satisfaction from Congruence: A Test of Holland's Theory

Linkages between creativity and intention to quit: An occupational study of chefs

Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality

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