The Creative Climate: Its Determinants and Effects at a Swedish University

Ekvall, Göran; Ryhammar, Lars

doi:10.1207/s15326934crj1204_8

Cited by 197 publications

(123 citation statements)

References 4 publications

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“…In an interesting piece of research Ekvall and Ryhammar (1999) university about the climate of their organization and the actual level of creativity, and they found a definite relationship between these factors.…”

Section: Measures Of Creative Climatementioning

confidence: 98%

Creative climate as a means to promote creativity in the classroom

Péter-Szarka

2018

EJREP

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The concept of creativity has been the subject of much research since the 1950s. These theories mainly focus on the individual, personal characteristics of creativity. However, in the past few decades this person-centered spectrum of creativity has been broadened, and today we encounter several theories that emphasize the importance of environmental factors. These research results underline the fact that individual qualities cannot evolve without a supportive environment, and environmental factors may mobilize and even develop personal creative skills. This paper provides a survey of the international professional literature of the new, environmental approach to enhancing creativity, with a special emphasis on previous organizational psychological findings and their adaptability in a school context. The concept of 'creative climate' is also introduced: its theoretical background, an overview of measurement techniques and its relationship with classroom motivation is presented. Finally some future research questions and educational practical issues are addressed. Keywords

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Section: Measures Of Creative Climatementioning

confidence: 98%

Creative climate as a means to promote creativity in the classroom

Péter-Szarka

2018

EJREP

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“…Employees are willing to work hard and expend energy for their organization when they trust in their employer. Ekvall and Ryhammar (1999) [43] stated that if employees are trusted and perceive a climate of trust, they engage in more positive behaviors to benefit to their organization. Since employees know the trust between them and organization is mutual, they often believe that their behaviors will be low risk [20].…”

Section: Organizational Trust and Innovative Behaviormentioning

confidence: 99%

An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability

et al. 2018

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Abstract:Combining social exchange and inducement-contribution theory as our overarching theoretical framework, we examine innovative climate as a boundary condition and organizational trust as a mediating mechanism to explain when and how the employee-organization relationship (EOR) is associated with workplace innovative behavior. We conducted a field study using multi-source data to test our hypotheses. The results indicated that creativity positively predicted innovative behavior through organizational trust, and an innovative climate moderated the indirect effect of EOR on innovative behavior via organizational trust. The theoretical and practical implications of these findings and directions for future research are discussed.

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“…Moreover, (Sluis, 2004) mentioned that to organizations should encourage work environment that support learning and innovation. (Ekvall & Ryhammar, 1999)Support that organization's work environment has a significant impact on both of learning and innovation. In addition to that, (Damanpour, 1991) has mentioned that innovation is an essential element to generate new methods, process, products, and services that meet customers' needs.…”

Section: Olc Lc and Innovationmentioning

confidence: 99%

A study on the impact of strategic HR practices and organizational learning on perceived organizational performance in Sharjah public sectors

Alsuwaidi

Arunprasad

2017

Int. conf. adv. bus. manag. law

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Abstract:This paper attempts to present a conceptual framework to understand the importance and impact of strategic HRM practices and organizational learning capability on the overall performance of the organization. At the same time, the role of learning outcomes is also examined in this relationship as an intervening variable. As per the previous research conducted in the area of strategic HRM and organizational performance, it is observed that strategic HRM have a positive impact on the overall performance of the public sector. Alongside, the organizational learning capability and the prevailing learning culture enhances the performance of the organization in terms of innovation and tangible learning outcomes Moreover, strategic HR practices are one of the most important factors to enhance the employee's skills and maintain them as per the individuals and organizations developmental need in public sector. Thus, the conceptual framework in this study encompasses strategic HRM practices, organizational learning capability and learning culture as independent variables, organizational performance as dependent variable with learning outcomes as an intervening variable.

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The Creative Climate: Its Determinants and Effects at a Swedish University

Cited by 197 publications

References 4 publications

Creative climate as a means to promote creativity in the classroom

Creative climate as a means to promote creativity in the classroom

An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability

A study on the impact of strategic HR practices and organizational learning on perceived organizational performance in Sharjah public sectors

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