Abstract
Purpose: The purpose of this study was to investigate the extent to which organisational culture affects the creativity of the support staff of the University of Bamenda. Methodology/Design/Approaches: The study employed primary data collected through self-administered questionnaires made up of structured questionnaires and unstructured interview. A total of 109 questionnaires were administered to the four selected work functions namely Secretariat staffs, Finance staffs, Health unit staff and Computer unit/Records staffs of the University of Bamenda. A total of 100 questionnaires were recovered making a response rate of 91.7%. These questionnaires were quoted using the Likert scale and analysed with the aid of the SPSS software. Findings: The findings show that changes in people-oriented culture, team culture, stable culture, and innovative culture are responsible for 54% changes in the creativity of support staff in The University of Bamenda with r2= 0.54. The descriptive research design was used and the Ordinary Least Squares regression technique employed to test the hypotheses. The results indicated that there was a significant effect of organisational culture on the creativity of support staff in The University of Bamenda. That is people-oriented culture, teamwork, stable culture, and innovative culture significantly contributed to employee’s creativity at the University of Bamenda. Research Limitations: This work is limited to the University of Bamenda, located in Bambili which is an Anglo-Saxon University there by ignoring other university staffs of the French culture. Practical implications: Based on the findings, the study recommended that the University should encourage teamwork, delegation of responsibility and work innovations at the job site by practicing management by objectives (MBO). If implemented, the university will experience a more creative workforce among its support staff. Originality/Value: This study’s research questions and methods are new to the line of Assessing the role of Organisational Culture on Workforce Creativity among University of Bamenda support staffs.
 
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Highlights
Creativity is a crucial factor of innovative capacity, competitiveness and increasing performance of businesses and organisations
The results indicate that a unit increase in the age of the worker increases the creativity at work place by 1.5076 units and it is statistically significant at 1%
The Variance Inflation Factor test (VIF) results presented above reveals a mean VIF of 2.03 which is slightly below the benchmark VIF of greater than or equals to 2.5 which means that our analyses are void of multicollinearity which validates the findings of this study
Summary
Creativity is a crucial factor of innovative capacity, competitiveness and increasing performance of businesses and organisations. Creativity, understood as coming up with fresh ideas for changing products, services, and processes so as to better achieve the organisation's goals, has been considered as a key to sustainable advantage (Amabile et al, 2005). Creativity has helped to produce the most important innovations in human history and solve some of our most complex and compelling problems (Johnson, 2014). Creativity is the production of novel, appropriate ideas in any realm of human activity, from science, to the arts, to education, to business, to everyday life stated by well known and respected author in the field of creativity Theresa M. These ideas must be novel i.e., different from what was made before, but they cannot be only bizarre. The ideas must be appropriate to the problem or opportunity presented
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