Creative Climate Questionnaire Research Articles

The Influence of Ethical Leadership, Creative Work Climate, and Self-Efficacy on Employee Performance with Knowledge Sharing as an Intervening Variable

Performance is the main thing that an organization expects from the human resources it manages to bring the organization to its vision. In terms of employee performance, public service organizations have so far not yet succeeded in sufficing community expectations. This study aims to determine the effect of ethical leadership, creative work climate, and self-efficacy on employee performance and the role of knowledge sharing as a mediating variable. The research sample consisted of 100 employees at the Central Office of the Ministry of Industry with simple random sampling. The research approach is a quantitative method. The research instrument used the Individual work performance questionnaire (IWPQ), Ethical Leadership Scale, Creative Climate Questionnaire (CCQ), General Self-Efficacy Scale (GSE), and knowledge sharing measurement based on a combination of social capital factors and theory of reasoned action, all of which were modified and adapted to the needs of this research. Data collection techniques were carried out by interviews and closed questionnaires with a Likert scale of 1 to 4 with data analysis techniques using Smart PLS 4. The research findings show that ethical leadership, creative work climate, and self-efficacy have a direct positive and significant effect at the moderate level on knowledge sharing, and shows that ethical leadership, creative work climate, and self-efficacy have a direct positive and significant effect at a strong level on employee performance. Unexpected results reveal that the mediating role of knowledge sharing between the influence of ethical leadership, creative work climate, and self-efficacy on employee performance is negatively significant at a low level.

Minecraft Game as a New Opportunity for Teaching Renewable Energy Topics

In today’s Public Education Sector, the need for creative education is becoming more and more prominent. An excellent method for achieving this is gamification, which provides an opportunity to activate and motivate students by playfully processing the desired knowledge material. Minecraft is a multi-platform video game that can be successfully used in gamified education. This game platform is used at one of the summer camps we announced for elementary and high school students (10–16 years old). The participants mastered the topics of renewable energy sources with the help of the Minecraft game. This study describes the methods used in the camp and presents the research results on the effectiveness of the camp. The students’ current level of knowledge was examined with a questionnaire about renewable energy sources, and the collaborative skills questionnaire was used to assess the collaboration characteristics, and the school creative climate questionnaire was used to explore specific features of the camp. The practical results of the camp and the research results proved that gamification, the use of Minecraft, was excellent for arousing students’ interest, increasing their motivation, and helping them master the knowledge materials, effective task solving, and cooperation (i.e., the camp was equally effective from the point of view of knowledge acquisition and collaboration).

Registered nurses' self-rated research utilization in relation to their work climate: Using cluster analysis to search for patterns.

To describe and study the association between registered nurses' self-rated research utilization and their perception of their work climate. Research utilization is an important part of evidence-based nursing, and registered nurses value a work climate that supports the possibility to work evidence-based. This cross-sectional study was conducted using the Creative Climate Questionnaire together with three questions measuring instrumental, conceptual and persuasive research utilization. The analysis was done using variable- and pattern-oriented approaches. An association was found between research utilization and experience of dynamism/liveliness. Women reported higher use of conceptual research utilization. Regarding work climate, younger registered nurses and registered nurses with less work experience gave higher scores for playfulness/humour and conflicts. The results showed an association between having a Bachelor's or Master's degree and higher instrumental research utilization. Research utilization was higher in registered nurses with higher academic education. Low users of research tended to experience a lack of dynamism and liveliness, which indicates the importance of improving the work climate by creating a climate that allows opinions and initiate discussions. The findings support the importance of creating a work climate that encourages reflection and discussion among registered nurses, and to promote academic education for nurses plus an optimal work-place staffing-mix. What is already known about this topic? Research utilization is an important part of evidence-based nursing. Registered nurses value a work climate that supports the possibility to work evidence-based. Little is known about the association between how nurses use research in clinical work and how they perceive their work climate. What this paper adds? Low research users tended to experience low dynamism and liveliness in their work climate, showing the importance of improving the work climate in health care organizations to support clinical nurses' ability to express opinions and initiate discussions. The association between work climate and the use of research among nurses needs further investigation. Our findings support previous research showing that a higher academic level is associated with increased research among registered nurses working clinically, and therefore benefits patient outcomes. The implications of this paper: The association between low research utilization and experience of low dynamism and liveliness indicates the importance of improving the work climate by creating an atmosphere where nurses can express their opinions and initiate discussions. There is a need to support clinical registered nurses to maintain their research utilization throughout their working career. The health care sector and the individual workplace should support registered nurses in furthering their academic level.

Job strain: a cross-sectional survey of dementia care specialists and other staff in Swedish home care services.

IntroductionAn increasing number of older persons worldwide live at home with various functional limitations such as dementia. So, home care staff meet older persons with extensive, complex needs. The staff’s well-being is crucial because it can affect the quality of their work, although literature on job strain among home care staff is limited.AimTo describe perceived job strain among home care staff and to examine correlations between job strain, personal factors, and organizational factors.MethodsThe study applied a cross-sectional survey design. Participants were dementia care specialists who work in home care (n=34) and other home care staff who are not specialized in dementia care (n=35). The Strain in Dementia Care Scale (SDCS) and Creative Climate Questionnaire instruments and demographic variables were used. Descriptive and inferential statistics (including regression modeling) were applied. The regional ethical review board approved the study.ResultsHome care staff perceived job strain – particularly because they could not provide what they perceived to be necessary care. Dementia care specialists ranked job strain higher (m=5.71) than other staff members (m=4.71; p=0.04). Job strain (for total score and for all five SDCS factors) correlated with being a dementia care specialist. Correlations also occurred between job strain for SDCS factor 2 (difficulties understanding and interpreting) and not having Swedish as first language and SDCS factor 5 (lack of recognition) and stagnated organizational climate.ConclusionThe study indicates that home care staff and particularly dementia care specialists perceived high job strain. Future studies are needed to confirm or reject findings from this study.

Formal caregivers’ perceptions of quality of care for older people: associating factors

BackgroundDespite the growing number of studies concerning quality of care for older people, there is a lack of studies depicting factors associated with good quality of care from the formal caregivers’ perspective. The aim was to describe formal caregivers’ perceptions of quality of care for older people in the community and explore factors associated with these perceptions. In total, 70 nursing assistants, 163 enrolled nurses and 198 registered nurses from 14 communities in central Sweden participated in the study. They filled out the following questionnaires: a modified version of Quality from the Patient’s Perspective, Creative Climate Questionnaire, Stress of Conscience Questionnaire, items regarding education and competence, Health Index and Sense of coherence questionnaire. The overall response rate was 57 % (n = 431).ResultsIn the perceived reality of quality of care respondents assessed the highest mean value in the dimension medical-technical competence and physical technical conditions and lower values in the dimensions; identity-oriented approach, socio-cultural atmosphere and in the context specific dimension. The caregivers estimated their competence and health rather high, had lower average values in sense of coherence and organizational climate and low values in stress of conscience.ConclusionsThe PR of quality of care were estimated higher among NA/ENs compared to RNs. Occupation, organizational climate and stress of conscience were factors associated with quality of care that explained 42 % of the variance. Competence, general health and sense of coherence were not significantly associated to quality of care. The mentioned factors explaining quality of care might be intertwined and showed that formal caregivers’ working conditions are of great importance for quality of care.

Exploring the creative climate in an open innovation arena

Purpose– By increasing connectivity between multiple partners, the new paradigm of open innovation has been argued to stimulate creativity. However, there are still few empirical studies exploring what influence this new form of organizing for innovation has on the creative climate. The purpose of this paper is to start filling that knowledge gap by exploring the creative climate in an open innovation arena called SAFER, where 26 partner organizations meet to innovate together.Design/methodology/approach– The paper is based on a mixed method consisting of a quantitative creative climate questionnaire complemented by qualitative data gathering through interviews.Findings– The findings suggest that the networking and cross-functional meetings within the arena are beneficial to facilitate a creative climate, but there are challenges in handling uncertainties such as work identities, information sharing and knowledge transparency.Practical implications– The arena is found to be rather dependent on interaction with the outside environment, implying that a well-constructed arena from an organizational point of view is in itself not enough to ensure a creative climate. The project organization of the arena makes the general perception of SAFER fragmented, and it is questioned whether such an arena could or should strive for only one creative climate.Originality/value– The paper presents an interesting example of how introducing open innovation affects the creative climate, and discusses the difficulty of using established methods for assessing the creative climate in the new, emerging forms of organizing for innovation.

Fostering a collaborative and creative climate in a college class through idea-centered knowledge-building

This study explored the effects of student engagement in a knowledge-building (KB) environment on their collaborative learning process and the perceived creative climate of that environment. The participants were 30 college students who undertook a living technology course in which KB were employed. The main data sources include students’ online discourse and a creative climate questionnaire. The findings indicate that the students became progressively more collaborative and productive over time, and they also tended to perceive the climate of the learning environment as highly supportive of knowledge creation. Implications for designing creative learning environments are discussed.

Validation method training: nurses' experiences and ratings of work climate

Training nursing staff in communication skills can impact on the quality of care for residents with dementia and contributes to nurses' job satisfaction. Changing attitudes and practices takes time and energy and can affect the entire nursing staff, not just the nurses directly involved in a training programme. Therefore, it seems important to study nurses' experiences of a training programme and any influence of the programme on work climate among the entire nursing staff. To explore nurses' experiences of a 1-year validation method training programme conducted in a nursing home for residents with dementia and to describe ratings of work climate before and after the programme. A mixed-methods approach. Twelve nurses participated in the training and were interviewed afterwards. These individual interviews were tape-recorded and transcribed, then analysed using qualitative content analysis. The Creative Climate Questionnaire was administered before (n = 53) and after (n = 56) the programme to the entire nursing staff in the participating nursing home wards and analysed with descriptive statistics. Analysis of the interviews resulted in four categories: being under extra strain, sharing experiences, improving confidence in care situations and feeling uncertain about continuing the validation method. The results of the questionnaire on work climate showed higher mean values in the assessment after the programme had ended. The training strengthened the participating nurses in caring for residents with dementia, but posed an extra strain on them. These nurses also described an extra strain on the entire nursing staff that was not reflected in the results from the questionnaire. The work climate at the nursing home wards might have made it easier to conduct this extensive training programme. Training in the validation method could develop nurses' communication skills and improve their handling of complex care situations.

Caregivers in older peoples' care: perception of quality of care, working conditions, competence and personal health

The aim was to describe and compare nursing assistants', enrolled nurses' and registered nurses' perceptions of quality of care, working conditions, competence and personal health in older peoples' care. Altogether 70 nursing assistants, 163 enrolled nurses and 198 registered nurses completed a questionnaire comprising Quality from the Patient's Perspective modified for caregivers, Creative Climate Questionnaire, Stress of Conscience Questionnaire, items on education and competence and Health Index. The caregivers reported higher perceived reality of quality of care in medical-technical competence and physical-technical conditions than in identity-oriented approach and socio-cultural atmosphere. In subjective importance, the highest rating was assessed in one of the physical-technical items. The organisational climate was for three of the dimensions rather close/reached the value for a creative climate, for seven dimensions close to a stagnant climate. In perceived stress of conscience, there were low values. Nursing assistants had lower values than enrolled nurses and registered nurses. The caregivers reported highest values regarding previous education making them feel safe at work and lowest value on the item about education increasing the ability for a scientific attitude. Registered nurses could use knowledge in practice and to a higher degree than nursing assistants/enrolled nurses reported a need to gain knowledge, but the latter more often received education during working hours. The health index among caregivers was high, but registered nurses scored lower on emotional well-being than nursing assistants/enrolled nurses. The caregivers' different perceptions of quality of care and work climate need further attention. Although stress of conscience was low, it is important to acknowledge what affected the caregivers work in a negative way. Attention should be paid to the greater need for competence development among registered nurses during working hours.

The importance of organizational climate and implementation strategy at the introduction of a new working tool in primary health care

The transmission of research findings into routine care is a slow and unpredictable process. Important factors predicting receptivity for innovations within organizations have been identified, but there is a need for further research in this area. The aim of this study was to describe contextual factors and evaluate if organizational climate and implementation strategy influenced outcome, when a computer-based concept for lifestyle intervention was introduced in primary health care (PHC). The study was conducted using a prospective intervention design. The computer-based concept was implemented at six PHC units. Contextual factors in terms of size, leadership, organizational climate and political environment at the units included in the study were assessed before implementation. Organizational climate was measured using the Creative Climate Questionnaire (CCQ). Two different implementation strategies were used: one explicit strategy, based on Rogers' theories about the innovation-decision process, and one implicit strategy. After 6 months, implementation outcome in terms of the proportion of patients who had been referred to the test, was measured. The CCQ questionnaire response rates among staff ranged from 67% to 91% at the six units. Organizational climate differed substantially between the units. Managers scored higher on CCQ than staff at the same unit. A combination of high CCQ scores and explicit implementation strategy was associated with a positive implementation outcome. Organizational climate varies substantially between different PHC units. High CCQ scores in combination with an explicit implementation strategy predict a positive implementation outcome when a new working tool is introduced in PHC.

Staff Members' Views of the Work Climate in Sheltered Homes for Adults with Autism Spectrum Disorders

The mean scores of the Creative Climate Questionnaire for 152 staff members working in 58 sheltered homes for individuals with autism were rated closer to creative than to stagnant organizations. There was a significant difference between two types of settings. In sheltered homes, the persons with autism had their daily activity outside the home. Here staff members had higher scores in all creative dimensions compared to homes with daily activities. Staff in sheltered homes, where the residents leave the premises for their daily work or activities, perceived the work climate as significantly more creative and satisfying.

Determinants of innovation and creativity in corporate branding: Findings from Denmark

Recent innovation literature describes a move from purely technical innovations towards more strategic innovations based upon social relations, a concept at the core of newer brand management and relationship marketing theories. Organisations that depend on innovation and have also adopted corporate branding as their management philosophy are therefore suggested to rely on a brand management philosophy characterised by a high innovation and creativity climate. Using the Creative Climate Questionnaire, the study presented here compares the climate measured in the corporate branding departments of two large Danish companies with existing empirical reference material for very creative and innovative companies. The study results reveal that the climate in the corporate branding departments is at the same high level as the reference material. Further, by use of structural equation modelling the main driver for improving the overall perceived climate is identified as the organisation's capability of creating debates such as discussions about different viewpoints, ideas, experiences and knowledge.

A Review of Instruments Assessing Creative and Innovative Environments Within Organizations

This article provides a review of the available instruments for measuring work environments conducive to creativity and innovation. The following instruments were assessed: KEYS: Assessing the Climate for Creativity, Creative Climate Questionnaire, Situational Outlook Questionnaire, Team Climate Inventory, and Siegel Scale of Support for Innovation. Each instrument was described, including details about the research on the measure's norms, factor structure, reliability, and validity. It was concluded that two of the instruments are of acceptable scientific quality and are well documented in peer-reviewed literature. Too little documentation exists for the other three instruments.

Assessing and comparing the innovativeness and creative climate of firms

The innovativeness of eight manufacturing firms (or four matched pairs of firms) in Malaysia was measured and compared using certain criteria. Initially, we selected the four matched pairs of firms (each pair is comprise of a more innovative and a less innovative firm) from various manufacturing sectors based on whether or not the firms in each pair have implemented computerized manufacturing systems. Further assessments of the innovativeness of the firms were based on: changes/continuous improvements carried out; introduction and implementation of technologies (machines, processes, etc.); interactions of the firms with their external environments; and number of training programs organized by the firms to stimulate innovation and creativity among its employees. In addition to assessing the innovativeness of the firms, the creative climate questionnaire (CCQ) developed by Ekvall et al. was utilized to assess their creative climates. As expected, the results obtained demonstrate that the more innovative firms were found to have introduced more computerized systems and incremental and technological changes, to have more interactions with their external environments, to have organized more training programs aimed at encouraging creativity and innovation, and to have more creative climates when compared to the less innovative ones. The results of this study indicate that in order for a firm to be innovative, it needs to continuously implement many types of changes and technologies in response to environmental needs. Furthermore, the results also confirm in a different culture (i.e. a developing country) earlier Scandinavian studies which have been used to justify the international use of the Ekvall's CCQ. However, it appears that, although the CCQ is a good predictor of higher and lower innovative performance of firms, the instrument on its own is unable to indicate the extent of innovative strengths/weaknesses without using additional criteria or benchmarking.

Creativity and Stress

Involvement in an organizational change programme presented an opportunity to study relationships between stress and creativity in the organization. Levels of stress were close to population norms, whereas the scores from the Creative Climate Questionnaire indicated a stagnated (as opposed to innovative) organization. Strong negative correlations between stress and creative climate scores were found, especially for stress arising from relationships with others and from organizational structure and climate. In addition, differences in both stress and creativity scores were found between samples from five different levels in the organizations hierarchy. The higher the level, the less the stress and the better the perceived creative climate. It is suggested that this is a function of the type of culture pertaining in the organization. Keywords: Creative climate, occupational stress, organizational hierarchy.