Fab Labs are places of learning through the exchange of knowledge among its members. They allow to leverage innovation using technological resources available in the space, stimulating the creativity ...of its participants and enabling the development of products and solutions based on personal projects from ideation, or the construction supported on knowledge developed by other elements collaboratively, enhancing the result. It'll be described how users learn with others in Fab Labs, which are laboratories of digital fabrication, serving as prototyping platforms of physical objects, with broad educational, social and economic advantages. Its users can leverage their imagination and develop sustainable, social, local, economic innovative solutions to solve real problems, supported by tacit and explicit knowledge transfer. Seven semi structured interviews were performed with the Fab Managers of one Portuguese Lab, one Spanish Lab, one French Lab, one Italian Lab, and three Brazilian Labs. Interesting findings characterized the researched environments.
This study examines how work motivation, specifically intrinsic motivation, identified motivation, introjected motivation, and external motivation, influences service employees’ job performance. The ...explicit purpose of this study was to reveal the mechanism through which work motivation affects the job performance of service employees. Working with a sample of 281 hotel employees in South Korea, structural equation modeling was employed to test research hypotheses that the four types of work motivation influence service employees’ job performance by incorporating the mediating variables of service employees’ job creativity and customer orientation. The results of this research suggest that intrinsic motivation and identified motivation are positively related to service employees’ job creativity, while external motivation is negatively related to service employees’ job creativity; service employees’ job creativity is positively related to customer orientation; customer orientation is positively related to job performance. Furthermore, the relationship between intrinsic motivation/identified motivation and job performance are sequentially and fully mediated by service employees’ job creativity and customer orientation. This study attempts to develop an understanding of the underlying mechanism through which work motivation affects service employees’ job performance through job creativity and customer orientation.
While prior theory proposes that domain knowledge is the main factor that determines creativity assessments, we provide theory and evidence to suggest that situational factors can also alter what ...people view as creative. Specifically, we test the notion that one's current construal-level can shift what people perceive as creative. We employ three studies manipulating construal in two ways (i.e., with spatial distance and construal level mindset priming) to show that people with low-level and high-level construal orientations differ in creativity assessments of the same idea. We further show that low- and high-level construals do not alter perceptions of ideas low in creativity, and that uncertainty sometimes mediates the relationship between construal level priming and creativity assessments of an examined idea. These findings shed light on why people desire but often reject creativity, and suggest practical solutions to help organizations (e.g., journals, government agencies, venture capitalists) spot creative ideas.
•Creativity theory assumes people can recognize creative ideas•We provide theory and evidence to challenge this assumption•Three studies show that low level construals deter creative idea recognition•Low level construals diminish creativity ratings by promoting uncertainty feelings•Future research should examine antecedents to creative idea recognition
As task situations across settings become more competitive and threatening, people face greater challenges in being creative amid these increasingly unfavorable conditions. We used the state-based ...attachment perspective and a gain/loss frame analysis to examine the temporary attachment state that leads to creative idea generation in a threatening task situation. Experimental data supported our hypothesis that full-time workers primed to have a temporary fearful (vs. secure) attachment state would generate more creative ideas related to a loss-framed task, but not in the context of a gain frame. We discuss potential mechanisms explaining the fearful attachment state's positive effect on creativity in a threatening task context. KEYWORDS: creativity, attachment theory, gain/loss framing, attachment priming
Composer Ludwig van Beethoven died in 1827, leaving behind several dozen sketches for his Tenth Symphony. In 2021, a team of computer scientists and musicians trained an artificial neural network to ...create a realization of the third and fourth movements. Comparing Beethoven's Ninth Symphony to the algorithmic Tenth reveals differences between human and computational creativity. In its speed and fecundity, the AI model captures some of the features of spontaneous human creativity. However, it is less equipped for deliberate creativity, which requires non-linear thinking, context-driven decision-making, elaborating unusual choices, and the capacity to revise. Implications for cognitive science, artificial intelligence, and education are discussed.
Connectors: A Catalyst for Team Creativity Autrey, Romana L.; Drasgow, Fritz; Jackson, Kevin E. ...
The Accounting review,
01/2024, Volume:
99, Issue:
1
Journal Article
Peer reviewed
Open access
ABSTRACT
Creativity drives profit in an idea economy, and many companies organize teams to facilitate creativity. This paper investigates the strategic deployment of individuals to boost a team’s ...creativity. More individualistic team members tend to generate highly original ideas yet are less likely to share these ideas. We theorize that adding a connector—an individual strongly predisposed to form and foster relationships—to a team will enable more idea sharing among individualistic team members, thus increasing the likelihood that the team’s creative potential will be realized. We leverage a new conceptualization of the “connector” construct to identify connectors and then use an experiment to study the impact of their presence or absence on team creative performance. Our results support these predictions and suggest that connectors improve team creativity by enabling others to share in the creative process and not because connectors themselves exhibit greater creative performance than their average peer.
Data Availability: The data reported in the paper are available from the authors.
Context: Creativity is one of the essential ingredients in successful software engineering. However, majority of the work related to creativity in software engineering has focused on creativity in ...requirement engineering. Furthermore, there are very few studies that examine programmer creativity and the impact of individual and contextual factors on it.
Objective: The objective of the study is to analyze the impact of the big five personality traits including extraversion, agreeableness, conscientiousness, neuroticism and openness to experience, as well as knowledge collection behavior on a programmer's creativity intention.
Method: A quantitative survey was conducted and data from 294 programmers, working in offshore software development projects, was collected. The data was later analyzed using Smart-PLS (3.0).
Results and Conclusions: The results indicated that openness to experience, extraversion, conscientiousness and knowledge collection behavior positively predicted a programmer's creativity intention. On the other hand, neuroticism negatively predicts creativity intention of the programmer. The study also concluded that all of the independent variables, except the agreeableness trait, significantly predict creativity intention which in turn significantly predicts creativity. As a result, our conclusions indicate that programmer's personality traits and knowledge collection behavior play a key role in shaping their intention to be creative. Hence, personality traits and knowledge collection behavior should be given due attention during the hiring process of creativity-oriented software companies.
In this study, we built and tested a theoretical model to determine how ethical leadership affects team creativity among teams composed of different characteristics. Following social learning theory ...and an antecedentbenefit—cost framework, we conducted analyses of multisource data from 50 team supervisors and 186 employees, which revealed an inverted U-shaped relationship between ethical leadership and team creativity. The teams exhibited more creativity when there was a moderate level of ethical leadership than when there were very low or very high levels. Moreover, from an interactional perspective, we found that team faultlines significantly moderated the curvilinear relationship between ethical leadership and team creativity such that the inverted U-shaped relationship was more significant among teams with weak team faultlines. The theoretical and practical implications of these findings are discussed.
This study proposed a research model based on the transactional theory of stress and coping to examine the relationship between excessive enterprise social media (ESM) usage and employee creativity. ...The research model proposed that excessive ESM usage positively influences Techno-overload and technology-family conflict which influence ESM fatigue. Furthermore, ESM fatigue negatively influences employee creativity. The model was tested using a sample of 367 individual employees from the information technology industry in China. Results reveal that excessive ESM usage is significantly related to employees' perceptions of Techno-overload and technology-family conflict which contribute to generating ESM fatigue. Results further reveal that ESM fatigue is negatively related to employee creativity. The contributions of this research to the theory and practice are discussed in the later section.
To be competitive, organizations must also be innovative, making organizational creativity a crucial capability. Accordingly, the past decade has seen an increasing attention among scholars to fields ...such as innovation, organizational performance, and creativity. Nevertheless, studies in organizational creativity, i.e., the management of creativity at an organizational level, are still fragmented and have not converged into a single comprehensive conceptual model. The purpose of this paper is to scrutinize the literature on organizational creativity in order to map the different perspectives on the subject and provide direction for future research. The paper thoroughly explores the literature through bibliographic research on papers published between 1980 and 2020. The literature is mapped, categorized, and analyzed to identify the different models of organizational creativity, i.e., concepts, definitions, and theories. The paper identifies seven models and shows that field could converge by connecting two tracks of the literature: the track of the dynamic componential model with the track of the personal and contextual factors. Furthermore, the paper uses this insight to propose practical guidelines for managing creativity by mapping contextual factors at the individual, team, and organizational levels that can be used with the dynamic componential model.
•Literature on organizational creativity is still fragmented•Identifying the seven influential models of organizational creativity•Organizational creativity could converge by connecting two tracks of the literature•Proposing practical guidelines for managing creativity
