Creative Leadership Research Articles

A NEW CONCEPTUAL MODEL: Integrating Ethical Leadership into the Assess, Challenge and Support (ACS) Model of Leader Development

Our paper discusses the need for continued focus on ethical leadership and the importance and benefits of ethical leadership development. We propose integrating ethical leadership development, that uses cognitive development theory, into the Center for Creative Leadership’s Assess, Challenge, and Support (ACS) leader development model to help address the continued failures of ethical leader development. Our extended framework includes values and morals as a component of the model, and ethical organizational culture as its backdrop, thereby incorporating an examination of ethical leadership into each component of the ACS model. We conclude with practical implications and suggestions for future research.

The Degree of Practicing Creative Leadership by the Principals of Primary Schools in the North West Badia District in Mafraq

This study aimed at identifying the degree of practicing creative leadership by the principals of primary schools in the North West Badia District in Mafraq governorate. To achieve this objective, a questionnaire was developed consisting of (55) statements, covering four areas: (originality, flexibility, fluency and initiative), and was administered to a sample of (550) teachers. The results of the study showed that the total degree of practicing creative leadership by the principals of the primary schools in the North West Badia district in Mafraq governorate was significant, with a high degree of practice in two areas (initiative and flexibility), and with a medium degree of practice in two areas (originality and fluency). The results also showed that there were statistically significant differences between the responses of the study sample towards the areas of the study tool combined and the tool as a whole according to the difference of gender variable in favor of females, as well as according to the different years of experience in each area (originality, flexibility, and fluency) in favor of all categories of years of experience.
 Keywords: degree of practice, primary schools, creative leadership.

The Degree of Practicing Creative Leadership by the Principals of Primary Schools in the North West Badia District in Mafraq

This study aimed at identifying the degree of practicing creative leadership by the principals of primary schools in the North West Badia District in Mafraq governorate. To achieve this objective, a questionnaire was developed consisting of (55) statements, covering four areas: (originality, flexibility, fluency and initiative), and was administered to a sample of (550) teachers. The results of the study showed that the total degree of practicing creative leadership by the principals of the primary schools in the North West Badia district in Mafraq governorate was significant, with a high degree of practice in two areas (initiative and flexibility), and with a medium degree of practice in two areas (originality and fluency). The results also showed that there were statistically significant differences between the responses of the study sample towards the areas of the study tool combined and the tool as a whole according to the difference of gender variable in favor of females, as well as according to the different years of experience in each area (originality, flexibility, and fluency) in favor of all categories of years of experience.
 Keywords: degree of practice, primary schools, creative leadership.

Creative Leadership: Design Meets Neuroscience to Transform Leadership

Creative Leadership (CL) is a tripartite leadership model that has been developed and pioneered by Rama Gheerawo, Director of The Helen Hamlyn Centre for Design at London’s Royal College of Art. It evolved over the last decade through observation and experience of the limitations of hierarchical models of leadership across a diverse range of sectors. During this time, the three Creative Leadership attributes of empathy, clarity, and creativity have been explored through a range of primary and secondary research methods. The next stage of research and development involves a multidisciplinary convergence of design thinking with neuroscience that relates to brain plasticity, neural connectivity, and emotional intelligence theory. The aim is to develop a comprehensive grid of key performance indicators of CL. Dr. Melanie Flory, neuroscience project partner, explains that the three attributes are learnable and correlate positively with well‐being‐sustaining values and behaviors in individuals and groups. When the cognitive, emotional, and behavioral aspects of these traits are identified and understood, a three‐dimensional complementary feedback loop of learn–retain–apply can ensue through experiential learning and development. This positioning paper presents the evolution, scope, and applications of CL alongside a discussion of the emerging opportunities for novel design–neuroscience intersection relating to personal, leadership, and organizational development, growth, and transformation. It also reflects on the pandemic context of 2020.

Innovative Leadership and Its Role in Building the Learning Organization

The purpose of this research is to understand the role of Innovative Leadership in building the educated organization in the public sector banks. Thus by identifying the relationship and the impact of each of the (Efficiency and take responsibility, Confidence in self and followers, Creativity) as the dimensions president to Creative Leadership as well as the (Strategic Leadership, Group Learing, Participation Vision) as the dimensions of educated organization. Several questions of intellectual and practical were used to discuss the research problem of knowing the dimensions of Creative Leadership and their relationship and impacts on the learning organization in public sector banks. In order to carry out the primary research a sample of (85) managers of thepublic banking sector from the totals of the (196) managers in the city of Erbil were choosing. The main method of the research was a descriptive approach and analytical approach. A questionnaire form was designed as the main tool for data collection, a range of appropriate statistical methods were used to verify the assumptions of research and to address the research problem. The research highlighted several outcomes; the most important was that there is a significant degree of relationship between the dimensions of Creative Leadership and building the educated organization. The research also made several recommendations related to the practical aspects and the need to maintain the Creative Leadership because of their significant role in building the learning organization like the banks surveyed.

How does ethical leadership boost follower's creativity? Examining mediation and moderation mechanisms

PurposeThe main purpose of this study is to investigate the mechanism through voice behavior mediates the relationship between ethical leadership and employees' creativity. This study also examines the moderating role of psychological empowerment and innovative climate between ethical leadership and employee creativity.Design/methodology/approachWe used a survey questionnaire to collect multi-wave data from 295 employees working in the IT sector to test the proposed hypotheses of this study.FindingsThe findings revealed that ethical leadership boosts employee creativity, and voice behavior mediates the positive relationship between ethical leadership and employee creativity. Moreover, the results confirm the significant moderating role of psychological empowerment on the relationship between ethical leadership and voice behavior. A positive moderation of innovative climate was also confirmed in the association between voice behavior and creativity. Employees with supportive innovative climate adopt creative behavior when they can voice their concerns freely.Practical implicationsEthical leadership is a vital tool for fostering employee's creativity by providing autonomy to raise their voice at the workplace in the emerging markets.Originality/valueThis is one of the leading researches to emphasize the role of ethical leadership for employee creativity, and the key contribution is to discover voice as a potential mediator for ethical leadership and an innovative climate as a potential moderator in the relationship between voice behavior and employee creativity.

Ad hoc teams and telemedicine during COVID-19

The pandemic has required creative and agile teamwork and leadership. Creativity was especially necessary when employing the social distancing requirements for this disease. To ensure compliance while also meeting the needs of our system and community, a huge telemedicine initiative was deployed. Administrative leadership utilized ad hoc teams to overcome challenges and ensured success with a shared vision, clarity, communication, and a positive culture. This article outlines how the team was developed, what challenges the team faced, and how they were successful in the unchartered waters of a COVID-19 response. Finally, best practices are shared for inconsistent teams in an inconsistent setting, ensuring success within an ad hoc team residing in a fluid environment.

Structural Model of Principals’ Innovative Leadership Attributes on Managerial Creativity

UAE educational institutions had being underpinned and characterized by a series of challenges such as weak student achievement, inadequate levels of education, insufficient number of teachers, poor school management and lack of professionalism. Also the schools in the UAE continue to be plagued with poor infrastructure and organizational culture. This research was conducted to determine factors affecting the principals’ innovative leadership attributes on managerial creativity in UAE. A total of 230 questionnaires were distributed out of which 167 (72.3%) were successfully retrieved. The data collected were Analysis of Moment Structures Equation Modelling (AMOS-SEM). The structural model was developed based on 8 groups of factors that affecting the managerial creativity of the educational institutions which are: innovative leadership attributes; risk tolerance; domain expertise; openness; emotional stability; confidence; action oriented and professional development. The developed model was statistically validated as it achieved all the criteria of goodness of fit. Beside that all the hypotheses are significant meaning that the eight groups have significant impact to the managerial creativity. Hopefully if the model is implemented persistently, it is believed to be able to improve the managerial creativity in the UAE. Any attempt to improve professional development in the relationship between the creative leadership qualities of principals and managerial innovation in the UAE it good to refer to this model.

Organizational Aesthetics and Creative Outputs

Artifacts as part of the organizational aesthetics have been more often studied as a ‘communication tool’ that elicit emotions, meanings, goals, and values to employees and rarely as an impact on creativity. Although researchers have explored the idea that organizational artifacts can affect employees’ creativity, very little is known about how and why it works and the underlying mechanisms of it. Drawing on the frameworks of Rafaeli & Vilnai-Yavetz’s, (2004a) description of artifacts characteristics and Shimamura’s (2012) I-SKE model, this article has proposed a theoretical model explaining the mechanisms through which visual artifacts at work create an aesthetic experience for employees that in turn influences creative ideas. The model takes into consideration the conditions of creative leadership and creative role identity. In addition, the article adds to the literature of creativity and organizational aesthetics by pointing out the underlying mechanisms that connects these two areas.

Understanding and Resolving Creative Tensions

Creativity combines novelty and usefulness, a merger that can be fraught with tension. Novelty involves breaking from the status quo, while usefulness often involves reifying it. This tension, long recognized by observers of general creativity (e.g., Koestler, 1964; Kuhn, 1977) and organizational theorists alike (e.g., March, 1991), manifests itself in many ways in organizational life. Issues such as obtaining creative contributions while formalizing processes, realizing the creative potential of diverse perspectives without triggering misunderstandings or conflict, leading across very different types of creative contexts, and even balancing self-protection with the need for creativity pose serious challenges to scholars and practitioners. The five papers in this presenter symposium consider multiple perspectives on creative tensions. Collectively, the papers provide a deeper look into factors that underlie and, in some cases, facilitate a resolution of tensions related to expressions of creativity at work. We hope that this symposium will inspire researchers interested in creativity to consider both the sources of tension in its production and the potential resolution of those tensions in greater detail. Differential Tensions of Creative Leadership Across Contexts Presenter: Charalampos Mainemelis; ALBA Graduate Business School Stay Away, it’s Mine! Low Status Managers’ Territoriality as a Response to Employee Creativity Presenter: Vijaya Venkataramani; U. of Maryland Presenter: Rellie Rachel Derfler; U. of Maryland Presenter: Xin Liu; Renmin U. of China Presenter: Jih-Yu Mao; Southwestern U. of Finance and Economics Cultural Ambassadors: How Team Members’ Multicultural Mindsets Shape Creativity Presenter: Christina Shalley; Georgia Institute of Technology Presenter: Pier Vittorio Mannucci; London Business School Making Creative Contributions Requires Both Flexible and Systematic Thinking Presenter: Bernard A. Nijstad; U. of Groningen Creativity and Standardization: Tensions and Complementarity Presenter: Robert Litchfield; Washington and Jefferson College Presenter: Lucy L. Gilson; U. of Connecticut Presenter: Yuna Lee; Columbia U.

Marketing justice: the Christmas Boycott

ABSTRACT This article explores the tension over whether to boycott Christmas in 1963 to protest the murder of six children in Birmingham, Alabama. The Association of Artists for Freedom, formed in the aftermath of the murders, was led by John O. Killens, James Baldwin, Odetta, Louis Lomax, Ruby Dee, and Ossie Davis. They took a leadership role in condemning the murders and demanding a national response; they called for the first national no-spending Christmas Boycott. Instead of a more traditional quid-pro-quo boycott that sought to exact demands of a company or a community, this boycott sought to use financial angst to compel a reckoning with racial justice. The broad appeal of the Christmas boycott emerged out of a growing recognition of the economic power Blacks had acquired. The boycott was intended to force a larger conversation and shift in behavior. Beyond shining the light on discrimination and violence in the South, the creative leaders imagined those in the West, the Midwest, and the North also being forced to confront their own racism and the institutionalized ways that racism pervaded the nation.

Designing a Structural Equation Model for Creative Leadership in the Relief Supply Chain in Isfahan Hospitals

INTRODUCTION: Despite the fact that natural disasters are on the rise in Iran, no study has yet explained the performance indicators in the relief supply chain in crisis situations. Creative leadership in the relief supply chain can be of great help to the enhancement of internal strengths, provision of creative solutions to potential threats, and maintenance and promotion of public health. The present study aimed to provide a Structural equation model of creative hospital leadership. METHODS: The present exploratory research was conducted on 215 cases that were selected as the sample size using Cochranchr('39')s formula. The data collection tool was a standard questionnaire which was completed by managers, supervisors, and experts of hospitals in Isfahan province. The reliability coefficient of the questionnaire was assessed using SPSS software based on Cronbachchr('39')s alpha test, which indicated the high reliability of the research tool. FINDINGS: A hierarchical structure was established using DEMATEL software, which is a variety of decision-making methods based on pairwise comparisons, and benefiting from expert opinion in extracting the factors of a system and their systematical structuring based on the principles of graph theory. CONCLUSION: Finally, the effectiveness and affectability of the components were expressed as the output of DEMATEL software in a way that their interaction effect was denoted as numerical values. Thereafter, the data were analyzed in linear structural relations (LISREL) software using structural equation modeling, and the creative leadership model was designed.

Post Pandemic: Climate Change, Racial Injustice, Unemployment, Crumbling Infrastructure – Time for Creative Leadership

Post Pandemic: Climate Change, Racial Injustice, Unemployment, Crumbling Infrastructure – Time for Creative Leadership

AN ENGAGED SCHOLARSHIP APPROACH TO CREATE AND EVALUATE A LEADERSHIP DEVELOPMENT PROGRAM FOR STUDENTS

Expectations continue to evolve in today’s work environment. An innovative practice between university and industry partners has emerged as a response to these expectations. In this trend, programs prepare college students with essential skills before entering the workforce. One such partnership created a leadership development program for workforce preparation using proven best practices and theories. The 70-20-10 framework, developed by researchers and authors working with the Center for Creative Leadership, blends challenging experiences (70%), coaching/mentoring (20%), and formal training (10%) to strengthen participants’ leadership acumen (Johnson et al., 2018, McCall et al., 1988). Kirkpatrick’s four-level model of training evaluation was adopted to evaluate changes in reaction, learning, behavior, and results. This paper presents an engaged scholarship approach to create and evaluate a leadership development program committed to preparing the next generation.

Personal and Communicative Contexts of the Creative Leadership Potential in Students of Humanities and Science

This research is part of a large-scale project aimed at creating a factor model of creative leadership potential. The present article features the effect of major and gender of students on their creative leadership potential. The authors identified groups of variables that characterize creative leadership potential. The study was based on the holodynamic and trans-communicative paradigm. The following range of scientific methods made it possible to determine the characteristics of creative leadership potential: the method of modeling communicative worlds, the method of psychosemantic graph, Myers-Briggs Type Indicator, sociability scale profile, and social network analysis. The study involved 189 students of humanities (101) and science (88). The results showed the specificity of personal creative characteristics and parameters of the communicative world of the participants. Gender proved insignificant for future research. Students that majored in humanities appeared both more original and more conformal. They tended to find unusual negative points in positive topics and problems. Science students worked better with specific information and facts. They were good at evaluating alternatives and planning.

Kinerja Kepala Sekolah dalam Meningkatkan Kualitas Pembelajaran di SMA Negeri 1 Kota Jambi tahun Pelajaran 2017/2018

Quality of learning will be created when the education organization can be implemented effectively in a conceptual framework. The effectiveness of education organizing will produce the quality of education that is expected in accordance with the vision, mission and objectives of the learning system held in the school. In improving the quality of school responsibility learning lies at the head of the school. A headmaster must be competent in his field and responsible for his duties. The principal as an educational leader has also acted as a consultant to teachers in solving their problems, the Headmaster continues to strive to improve the ability of teachers and staff to work and think together. As the principal's education leader continues to assist teachers to participate in the teaching program. The objectives of the study are: 1) Knowing how the school's performance form in improving the quality of learning in SMA Negeri 1 Jambi City Year lesson 2017/2018; 2) Knowing what are the obstacles facing the school principal in improving the quality of learning in SMA Negeri 1 Jambi City Year lesson 2017/2018. Based on the results of research and discussion it can be concluded that the principal in the context of organizing education has a very strategic role as a leader. Principals are responsible for improving the quality of learning. The school's performance in improving the quality of learning has been excellent. The headmaster as a creative leader should also improve the quality of learning such as the smoothness of thinking which includes: creating quality teachers, realizing the achievement of mission vision, planning achievement of objectives, managing and leveraging the school facilities and infrastructure, student management, curriculum management, and the implementation of IT systems. Furthermore, the headmaster in improving the quality of learning should have the flexibility of thinking which includes: responding to changes in the quality improvement of teachers, to empower existing resources for the achievement of mission vision, and the management of learning outcomes to produce outstanding graduates. Principals should also have elaboration to improve the quality of learning that includes: developing the organization and implementing school programs, and the headmaster must also have an originality in improving the quality of learning that includes: forming an organization for the achievement of the vision of the school mission and implementing class supervision.

A Study on Convergent Thinking and Creative Leadership of Physical Activities Using Computing Thinking Ability

본 연구는 컴퓨팅 사고력을 활용한 체육활동의 효과를 검증하기 위하여 융합적 사고와 창의적 리더십에 어떠한 영향을 미치는 지를 알아보고 이를 통하여 다가올 소프트웨어 사회에서 체육활동의 방향성을 모색하고자 한다. 본 연구대상자는 2개 초등학교의 2개 학급 학생들로 총 104명이 참여하였으며, 실험집단과 통제집단으로 구분하여 실시하였다. 두 집단 모두 융합적 사고력의 측정, 창의적 리더십의 측정을 실시하였으며, 통계처리방법으로 대응표본 T 검증과 독립표본 T 검증을 실시하였고, 유의수준은 .05로 설정하였다. 연구결과는 다음과 같다. 첫째, 융합적 사고력의 결과를 보면, 융합수준에서는 모든 집단에서 사전에 비해 사후에 유의하게 증가하였고, 혁신수준과 배려수준에서는 유의한 차이가 나타나지 않았으며, 의사소통 수준에서는 실험집단에서 유의하게 증가한 것으로 나타났다. 둘째, 개인적 리더십의 차이를 분석한 결과 자기관리 항목에서 유의하게 증가한 것으로 나타났다. 사회적 리더십 중 공동체 배려의 항목에서 실험집단의 유의한 차이를 보였다. 문제해결적 리더십의 항목인 창의적 사고력, 창의적 성향, 창의적 행동의 변화를 본 결과 실험집단에서 긍정적으로 유의한 차이를 보였다. 결론적으로 정리하면 컴퓨팅 사고력을 응용한 체육활동을 실시한 결과 융합적 사고와 창의적 리더십에 긍정적인 영향을 미치는 것으로 판단된다.The purpose of this study is to examine the effects of physical education class using computing thinking ability on convergent thinking and creative leadership to verify the effectiveness, and to seek the direction of physical education class in the upcoming software society. The subjects of this study were 2 class students from 2 elementary schools, and a total of 104 students participated, and were divided into experimental and control groups. In order to derive the results of this study, convergent thinking was measured through questionnaire and creative leadership was measured. As a statistical processing method, the corresponding sample T and the independent sample T were tested, and the significance level was set to .05. The research results are as follows. First, looking at the results of convergence thinking, in the convergence level, all groups showed a significant increase after death compared to the dictionary, and there was no significant difference in the innovation level and consideration level, and the communication level increased significantly in the experimental group. Second, as a result of analyzing the difference in personal leadership, it was found that it increased significantly in the self-management category. Among social leadership, there was a significant difference in the experimental group in the category of community consideration. As a result of seeing the changes in creative thinking ability, creative disposition, and creative behavior, which are items of problem-solving leadership, there was a positive difference in the experimental group. In conclusion, as a result of performing physical education classes applying computing thinking ability, it is considered that it has a positive effect on convergent thinking and creative leadership.

The impact of leaders' cognitive style and creativity on organizational problem-solving

PurposeExtensive research has been done to measure the effect of personality and cognitive styles on creativity. However, an in-depth study is required to identify the impact of cognitive style and creativity on organizational problem-solving. The objective of this paper is to look into this lacuna and study the effect of cognitive style and creativity of leaders on their organizational problem-solving.Design/methodology/approachThe study uses a survey-based design. Data have been collected from 90 middle and senior-level managers from a diverse range of industries. The authors assessed their proposed hypotheses by conducting statistical analysis using SPSS and SmartPLS.FindingsThe results of the study reveal that leaders, who've scored high on intuition feeling (NF) cognitive style and proactive creativity, are suitable for solving open type of organizational problems. On the other hand, NF type of leaders with “contributory creativity” are ideal for solving closed type of organizational problems. Further, leaders scoring high on intuition thinking (NT) and proactive creativity are suitable for solving open types of organizational problems. Interestingly, the combination of NT with expected creativity is not suitable for closed type of organizational problems. On the other hand, a leader scoring high on sensing thinking (ST) cognitive style is more prone to perform contributory creativity.Practical implicationsThe study would help the human resource (HR) planning processes of an organization. It would assist HR professionals while recruiting, selecting or deploying employees for creative works within an organization. Therefore, the paper would be useful for HR managers, personnel, management development specialists, consultants and HR academicians.Originality/valueThe relationship among cognitive style, creativity and problem type has not been adequately explored in extant literature on leadership and organizational development. This study would thereby enrich the literature.

Liaisons between culture and innovation: comparative analysis of South Korean and Lithuanian IT companies

The present publication is centred on the key liaisons of Innovation (Kane et al. 2019, Marwede and Herstatt 2019, Kremer et al. 2019, Narayan, 2019, Lauzikas and Miliute 2017, 2019a, 2019b, and etc.) and Culture (Lauzikas and Mokseckiene 2013, Boon et al. 2019, ASUG, 2019, Clercq and Pereira 2019, and etc.) as two separate components of innovation climate aas well as the main effects of combination of these dimensions on business sustainability (Collett et al. 2019, Halim et al. 2019, Sull et al. 2019, Jin et al. 2019, and etc.). The research problem is how to acknowledge and excel in the areas, related to ‘Innovation-Culture Symbiosis’, without limiting the progress of innovation or human resource management as separate departments and not stopping a firm from strengthening its competitive advantages, driven by the combination of these dimensions. This is relevant and innovative, because nowadays a great number of efficiency and innovation-driven economies or high-tech industries face the necessity to identify, acknowledge and mitigate weaknesses in human resource or R&D performance as well as link these dimensions towards innovation culture via modern technologies, innovative managerial processes, strategic collaboration and creative leadership. The purpose of the present paper: comparing the key dimensions of ‘Innovation-Culture Symbiosis’ in high-tech firms of South Korea and Lithuania (both are education-driven countries) it is expected to illustrate the dynamics of a holistic system of innovation and culture, where these two dimensions are interdependent and form a unique equilibrium (which corresponds to a specific economic and business development stage, position in the value-chain as well as cultural and social norms of a country). Taking into account that sustainable business calls for continuous improvement of products and processes via HRM techniques, R&D, innovation and technology, the present research results are pertinent and value-adding to high-tech companies of both economies: they could help reach healthier equilibrium between innovation and culture within a specific socio-economic context, and contribute to the establishment of monitoring models which track the dynamics of innovation culture and lead to the bigger economic and social value-added. Taking into consideration the trans-disciplinary holistic nature of innovation culture, which requires a rich knowledge and experience within the present topic, the semi structured interviews with experts of Lithuanian and South Korean IT firms were conducted, the research results of the two economies were compared, and recommendations were provided for both high-tech experts and governmental policy or program developers.

상사의 창의성 독려가 창의성 및 발언에 미치는 영향 - 창의적 과정 참여의 매개효과 -

Organizations that fail to adapt to rapidly changing social changes are hard to survive. For the success of the organizations, many studies have been conducted by presenting creative and innovative actions for change in terms of individual tasks as members' actions for creative organization building. Previous studies have shown that a leader's encouraging of creativity has a significant impact not only on the behavior of its members but also on the organization's desirable goals. Despite these efforts, however, previous studies related to encouraging the creativity of leaders have some limitations. To compensate for these deficiencies, this study was carried out with the following three objectives. First, we want to investigate empirically the relationship between the leader's encouragement of creativity and creativity, and leader’s same behavior-voice relation(i.e., promotive voice and prohibitve voice). Through this, it was intended to contribute to the expansion of research areas for encouraging creativity. Second, it is to verify the role of the creative process engagement in the relationship between leader's encouragement of creativity and creativity, and in the leader's encouragement of creativity-voice relation. By doing this, we hope to broaden our understanding of the influence process of encouraging creativity of leaders. Third, we verified the indirect effect of the leader's encouragement of creativity on creativity and voice through creative process engagement. Especiall, we explore whether the indirect influence exist when controlling the effect of creative self-efficacy of a focal employee. Through this, it was intended to suggest that not only self-efficacy but also encouragement of creativity by leaders are important factors in creativity and voice behavior improvement. In order to test the hypotheses, 181 pairs of sergeant or higher officers belonging to the military were surveyed and hierarchical multiple regression analysis was conducted. The empirical analysis showed that the leader's encouragement of creativity has a significant impact on the creativity and two types of voice of the employees, and that creative process engagement of employee completely mediate this relationship. This study has verified that leader's encouragement of creativity is very important for enhancing member's creativity and voice beyond beyond individual characteristic factors (i.e., creative self-efficacy). And this results empirically verifies the inherent mechanism between leader's encouragement of creativity and creativity, and leader's same behavior-voice relation. This study also provide theoretical contribution and practical implications. Limitations and future research directions were proposed at the end of the study.