Organizational Creativity Research Articles

Upscaling firm performance through organizational creativity in the Nigeria fintech industry

The study unscaled technically, firm performance through effective organizational creativity with two objectives of organizational climate and leadership indices. Hypotheses were raised and statistically tested using descriptive and inferential statistics with a sample size of 375 determined using Krecee and Morgan's position. Findings revealed a significant relationship between both predictor variables of organizational climate and leadership indices that affect firm performance with the obvious statistical outcome. The study recommended that the socio-environmental context of the workplace should be equipped while Leaders and decision makers should effectively communicate the set vision.

Provincial Officials of Far East and Formation of Regional Public Organizations in Last Quarter of 19th — Early 20th Centuries

The activity of officials in the creation of public organizations and objects of socio-cultural infrastructure of the Primorsky region in the last quarter of the 19th — early 20th centuries is considered. Based on the analysis of archival office materials, reports of public organizations and sources of personal origin, the composition of participants, motives, areas of activity, forms and content of the contribution of Primorye employees are revealed. It is concluded that socio-cultural activities are widespread among officials, including representatives of the regional and district administrations, as well as officials of the Main Directorate of the Amur Governorate General. The author established the main motives for the participation of representatives of the administration in the formation of new societies and socio-cultural objects: official duty, imitation of fashion, personal interest, social significance. The key areas of socio-cultural activities are identified — charity, care and science, as well as individual initiatives in the areas of education, creativity and art, leisure. The main forms of contribution are determined: participation, assistance in the development and approval of statutory documents, financial and material donations, personal guidance, search for like-minded people. The importance of activities to create societies and socio-cultural objects for building a dialogue between the administration and the population and strengthening the connection of officials with the region is noted.

The Concept of «Arab Reason» in Modern Islamic Philosophy

In this article we will focus on the formation of the concept of the «Arab mind». We are trying to analyze the different views of researchers on the formation of the concept of the Arab mind. We analyze the factors that led to its formation. In order not to lose objectivity, let us turn to the opinions of researchers from different countries. For example, we will study researches in Russian, Turkish, English and Arabic. As a preliminary step in the concept of «Arab reason», we would like to give a brief overview of Nahda. As for the concept of «Arab reason», it is easy to see that this issue is one of the most deeply studied, but is still unresolved. In the course of this article, we will focus on a number of issues raised within the framework of the concept of the Arab mind. In particular, the current intellectual situation in the Arab world will be taken into account. According to official figures from the Al-Jazeera Information Center, there are ninety-seven million illiterates in the Arab world. In addition, in connection with the decision of the University of Arab States in 1970 and the creation of the Arab organization «Fight Against Illiteracy», January 8 was declared the Day of Combating Arab Illiteracy. These facts show the level of intellectual crisis. This article can be seen as an introduction to the concepts of the «Arab mind». In the following articles, we will focus on its content and research results. Keywords: Arab reason, Modern Islamic philosophy, Formation of the Arab reason, reformation, concept.

Working for Ford : The Historical Context

Conceived and written as a sociological analysis of contemporary workplace relations, Huw Beynon’s Working for Ford remains a vivid and now historical account of workers’ contestation of the work–effort bargain and the construction of union organization at Ford’s Halewood factory. Two factors are discussed: the development and dissolution of the ethnic-sectarian fault line within Liverpool’s working class and the resulting ‘release of energy’ in the creation of union organization and the radical changes under way in the Transport and General Workers’ Union by the early 1960s. Given the material that became available after the publication of the first edition of Working for Ford in 1973 there is more to say on the TGWU. Workplace trade-unionism was built at Ford Halewood in the context of the shadow of Liverpool’s ethnic-sectarian divide, which was by then irrelevant as a motive force in workers’ lives, and the ongoing changes in the TGWU, which removed a major impediment to the autonomy of the joint shop stewards’ committee as the focus of workers’ collective power.

Legislating Medicare Fraud: The Politics of Self-Regulation and the Creation of Professional Standards Review Organizations

AbstractNot long after the 1966 enactment of Medicare and Medicaid, evidence emerged that unscrupulous physicians and health care organizations were gaming the system. Research over the past 50 years shows that around 10 percent of the federal government’s annual cost for these programs is attributed to fraudulent claims or abuses where hospitals and treatments have been overused for undue provider profit. This article examines early congressional attention to this problem and describes lawmakers’ attempts to find legislative solutions to it. It historicizes the dilemma of balancing the ideological limits of government regulation with cultural assumptions about professional self-regulation, focusing on a major 1972 law, the Professional Standards Review Organization (PSRO) Act. The law launched a 10-year career for PSROs, physician-staffed peer-review boards designed to identify and sanction efforts to overcharge Medicare. The article contextualizes multiple actors’ concerns over cost containment and the crisis of faith in medical authority that persisted following failures to control professional malfeasance.

‘Soft’ privatization of public space: autonomization of outdoor retail markets in the Netherlands

ABSTRACT The last three decades reveal a burgeoning body of research that critically examines the role of private actors in the governance of public space. Contributing to this work, this paper shows how an increasing number of outdoor retail markets in the Netherlands have become typified by forms of physical and symbolic exclusion, although these outcomes are achieved by different methods and practices than direct private appropriation and provision. Through the creation of non-profit quasi-autonomous non-governmental organizations (quangos), more and more local governments have delegated their responsibilities for the management and regulation of markets to trader-run organizations; a process called ‘autonomization’. Based on semi-structured interviews, participant observation and documentary research, the paper traces the main motivations behind, as well as the implications of, this process. It points to the sometimes ambivalent nature of quangos, in which a selected number of market traders stipulate what type of participation in markets is appropriate. The concept of ‘soft’ privatization is developed to denote autonomization as it does not directly exclude traders and visitors, but instead creates a particular governance regime and sense-scape that attracts certain people and excludes others.

Assessing the Work Environment for Creativity and Innovation: Building on Mathisen and Einarsen’s Review (2004)

ABSTRACT This article was stimulated by a review of instruments assessing creative and innovative social environments seventeen years ago. This stands alone as the only published, comprehensive, comparative review of multiple instruments aimed at this conceptual space. Although this review provided an important contribution to the literature, there are a number of critical conceptual issues that should be considered when reviewing assessments of this kind. This article raises these issues and points out their relevance when developing, evaluating, or applying instruments – and applies these issues to the instruments included in the review. Further, the aim was also to provide updated information on the Situational Outlook Questionnaire, as there were a few potential misunderstandings contained within the Mathisen and Einarsen review. Finally, numerous criteria are offered for those creating or choosing to use measures of the work environment, climate, or culture that promotes organizational creativity and innovation.

Building Resilience at Work: A Practical Framework for Leaders

The construct of resilience has become increasingly important given workplace trends in high pressure, frequent change and uncertainty. Leaders have a multi‐faceted role in resilience‐building within organisations. They need to personally invest in the resources that build their own resilience in order to both mitigate against personal burnout and overtly demonstrate resilience to followers. At the same time they need to foster resilience in the teams they lead. Emerging priorities for leaders are explored through the framework of the Resilience at Work Individual Scale, including the need for alignment of personal role modeling with current levels of team functioning. To date, most focus on resilience has been at the individual level, both for leaders and employees. The concept of team resilience is new and emerging, as is the leaders role in developing this. Principles for creating resilient team cultures and leader responsibilities within this are explored through the Resilience at Work Team Scale. The components of this scale are related to common demands experienced by teams postpandemic. Furthermore, the inter‐relationship between employee resilience and the creation of resilient organisations is discussed and identified as an area for future research.

The SECI model and darknet markets: Knowledge creation in criminal organizations and communities of practice

This study examines darknet markets through the lens of a business theory on knowledge management. Taking epistemological and ontological dimensions into consideration, this study uses Nonaka's (1991) SECI model as a theoretical framework to identify and describe how tacit and explicit knowledge is created and shared on Silk Road, Pandora and Agora darknet markets, and how people affect this process. By studying this process, insights can be obtained into darknet market criminal organizations and communities of practice and their impact on the continuity and resilience of illicit darknet markets. This project used data from the Internet Archive collection of publicly available darknet market scrapes between 2011 and 2015 from Branwen et al. (2015) . We observed instances of the SECI model (socialization, externalization, combination, and internalization) on darknet markets in both criminal organizations and communities of practice. Darknet market leaders and groups facilitated both knowledge creation and sharing. This study is the first to test the SECI model on darknet markets. The study provides an understanding of the complexity and resilience of darknet markets, as well as valuable information to help guide law enforcement agencies efforts to stop the illicit trade of goods and services.

Conceptualising the relationship between green dynamic capability and SME sustainability performance: the role of green innovation, organisational creativity and agility

PurposeThe purpose of this paper is to propose a conceptual framework that establishes the linkages among green dynamic capability (GDC), green innovation (GI), organisational creativity (OC) and organisational agility (OA), which influence small and medium enterprises (SMEs) sustainability performance (SP) in trade and service sectors in Thailand.Design/methodology/approachThis paper conducts a search of existing literature regarding SMEs SP. A conceptual framework is provided that can be used by SMEs to enhance their SP driving sustainable business growth.FindingsA framework for SMEs sustainability is proposed, which demonstrates the connection between GDC and SME SP, with GI and OC as mediators and OA as a moderator.Research limitations/implicationsThis paper is limited in terms of the scope of SME sustainability in the context of the trade and service sector. Future empirical study should be conducted to validate the proposed framework and hypotheses in this study.Practical implicationsThis study forms the basis for the enhancement of SMEs SP in relation to boosting their GDC, GI, creativity and agility.Originality/valueThis paper presents a comprehensive framework that leads to the conceptualisation of SME SP. It will help practitioners and academics to better understand the causes of SMEs SP.

The Turn toward Creative Work

In this Academy of Management Collections essay, we curate a set of articles from the Academy of Management family of journals that showcase the evolution of creativity research within organizational scholarship. The articles reveal a shift from the study of creativity exclusively as an outcome to the broader study of the dynamics of “creative work”—efforts to achieve creativity, whether successful or not. The former—creativity as an outcome—represents the critical early, foundational work that legitimized the study of creativity in organizations, brought needed methodological innovations, and established definitional anchors. Our collection provides evidence of an expansion toward the latter—the dynamics of creative work—in recent years. Over time, researchers have focused more on process and relationships, discovering a dynamic interplay. The collected articles are selected not to be exhaustive but to provoke further theoretical and empirical scholarship on creative work as an inclusive umbrella, ideally leading to a broader, more nuanced understanding of the conditions under which varied creative work processes and the outcomes of those processes emerge.

#GirlsWhoRide: Social Media Affordances-In-Practice and Their Role in Organization Creation

Despite growing interest in the role social media plays in entrepreneurial phenomena, how social media users communicate and connect with other users in ways that facilitate such phenomena is little understood. I begin to address this question by using an affordance-in-practice perspective to explore how social media users employ features of the social network site Instagram to communicate and the role of such affordances in the process of entrepreneuring, a processual and relational understanding of organization creation. Drawing on the case of a local group of women motorcyclists which began with one woman’s online quest to find friends with whom to ride and the group’s sudden and rapid expansion into a global organization ten months later, I employ an inductive qualitative content analysis to explore patterns of communication visible in the group’s social media posts and comments by other users leading up to the group’s expansion. Emerging from this inquiry are findings that situated uses of hashtags and social tagging afford heterogeneous users both highly-targeted interpersonal and broadly-interconnective practices of communication which were instrumental in fostering growth of the group’s social media following. I theorize how these affordances-in-practice contribute to organization creation.

Double-edged Effect of Leader Narcissism on Team Radical Creativity

Given the vital role of team radical creativity in organizations, this study examined a moderated mediation model between leader narcissism and team radical creativity. Drawing on self-regulatory strategies of leader narcissism, we theorized that leader narcissism would have a negatively indirect effect on team radical creativity via leader voice response and team information elaboration, and have a positively indirect effect on team radical creativity via leader novel information searching and team novel information searching. In addition, organizational valuing of creativity would moderate the relationship between leader narcissism and leader voice response as well as the relationship between leader narcissism and leader novel information searching. Using a four-stage field survey from 94 team leader responses and 540 team member responses, we found that leader narcissism was negatively related to leader voice response, which was positively related to team information elaboration and team radical creativity. In addition, leader narcissism is positively related to leader novel information searching, which was positively related to team novel information searching and team radical creativity. Finally, leader perceived OVC moderates the negative relationship between leader narcissism and leader voice response, and narcissistic leaders would have less voice response in organizations with lower OVC (vs. higher); leader perceived OVC also moderates the indirect effect of leader narcissism negatively influencing team radical creativity through leader voice response and team information elaboration, such that this indirect relationship is weaker when OVC is higher (vs. lower).

Formal and Informal Cultural Tightness and Employee Creativity in Organizations

Scholars have been increasingly interested in understanding how cultural tightness, the extent to which a group of people is constrained by rules and norms, shapes creativity. Tighter cultures are often linked to lower creativity. Extending this body of work, the current research examines cultural tightness in organizations and its impact on employee creativity. We differentiated cultural tightness in organizations into formal versus informal aspects. Organizations with high formal cultural tightness have extensive formal control systems to constrain employee behaviors, whereas those with high informal cultural tightness regulate behaviors through informal control systems. In a field study across nine diverse companies, we find that experienced informal cultural tightness has a negative linear effect on employee creativity but experienced formal cultural tightness has an inverted-U shape effect on employee creativity. These two forms of cultural tightness interact to affect employee creativity such that when experienced informal cultural tightness is low (i.e., employees are not constrained by unwritten social norms), increasing formal cultural tightness enhances creativity; when experienced informal cultural tightness is high (i.e., employees are constrained by extensive unwritten social norms), increasing formal cultural tightness has no effect on creativity. These findings contribute to cultural tightness-looseness theory and research on how organizational culture affects employee creativity.

ESM Usage, Employee Agility, and Creativity: Role of Communication Visibility in a Multi-Wave Cross-

Despite the increasing popularity of enterprise social media (ESM) technology in the workplace, little research has explored the relationship between its usage and employee creativity. Drawing on insights from communication visibility theory, this study investigates the relationship between ESM usage and employee creativity via employee agility. The study further explores the moderating role of communication visibility. Our results are based on two cross-cultural and multi-wave studies. Study 1 (N = 233) was conducted in the Peoples’ Republic of China, where three-wave data were collected from employees working in a variety of organizations utilizing ESM technology at work. We replicated our findings in Study 2 (N = 215), using two-wave data from employees in the United States of America (USA). The results reveal a positive relationship between ESM usage and employee agility, and subsequently, employee creativity in organizations. In addition, communication visibility has shown significant moderating effects on some of our hypothesized relationships. We discuss how our findings can help organizations and managers better understand ESM usage and the implications for both employee agility and creativity.

ИСТОРИЯ ИССЛЕДОВАНИЯ ЛАВИННЫХ ПРОЦЕССОВ НА ОСТРОВЕ САХАЛИН

The 70-year history of avalanche research on Sakhalin is outlined. In chronological order, in some cases, the main stages of special anti-avalanche activities, the creation of organizations and structures whose activities are aimed at reducing the incidence of avalanches. It is shown that measures to combat avalanches are most effective in the complex nature of their implementation.

When is it OK to Break the Rules? (WITHDRAWN)

Rules are crucial for any organization, but people are sometimes encouraged to break organizational rules. Doing so often leads to more efficient, more creative organizations. It is possible, however, for rule-breaking to go too far. How do employees figure out when and whether to break the rules? We model intuitive rule-breaking by drawing on a theory of social interactions -- ``virtual bargaining'' -- that assumes that actors engaged in a simulated bargaining process when navigating the social world. In this paper, we present experimental data which suggests that rule-breaking decisions are driven by virtual bargaining. We conclude by discussing implications for organizational structure and management.

Power Dynamics in the Evolution of Blockchain

In this paper, drawing on past IS research on how IT affects power dynamics in organization and networks, we focus on blockchain technologies. After describing and analyzing two mini-cases of blockchain creation and use, we critically discuss the power of all actors involved: blockchain code, creators, developers, maintainers, institutional forces and users. We therefore contribute to the literature on the governance of blockchain creation and use in organizations and networks. We do so by exploring the power dynamics among key socio-technical actors involved in significant decision-making processes in the early lifecycle stages of blockchain. The insights gain from this exploratory study support prior literature that indicates that developers may sit in a privileged position in blockchain ecosystems, while also demonstrating the unique power dynamics among other socio-technical actors present. By contrasting these dynamics with those found in other technologies, e.g., ERP and AI, we help to expose the unique power dynamics that exist in these blockchain-enabled decentralized settings. Potential avenues for future theoretical testing and development, as well as practical implications for managers or organizations engaging with emerging blockchain technologies are provided.

The Network Structure of Cultural Elements and Organizational Creativity Evaluations

Producers in the creative industries thrive on the generation of novel and useful products, and as such they are constantly searching for ways to boost their ability to do so. We suggest that the conventional network approach to creativity that focuses on how producers are positioned amongst other producers can be advanced by examining how the cultural elements with which they work (i.e., the underlying ideas with which they create) relate to and are positioned amongst each other. The network structure of elements may contain some which are particularly effective in recombining with many other elements, providing an alternative mechanism for explaining high creativity. We show that robust cultural elements—i.e., that are connected with many other elements—increase producers’ creativity. They also mitigate the possible disruption and creative discount associated with the hiring of a new key employee, in fact boosting rather than diminishing creative performance. We test our hypotheses using a recent dataset of high-fashion stylistic elements.

Creative prerequisites for innovation in group collaboration—A case study of slow-TV, the genesis of a Norwegian television genre

This case study explores creative prerequisites in the innovation of a new television genre, Slow-TV, produced by the Norwegian Television NRK Hordaland. In-depth interviews were conducted with three key persons creating the television show. The outcome of the article resonates with Amabile's (1998) research on organizational creativity and suggests individual freedom, sufficient resources, supportive leadership, but also individual creative space and time are requisites for creativity to happen. Passion among the persons driving the idea forward supports creativity, as well as trust and a psychologically safe environment between the persons developing the idea and the management. This research may be a useful contribution regarding the creative press for collaborative innovation and it aims to be useful for practitioners of television when innovating audiovisual content.