Creativity and Innovation Management 

About: Creativity and Innovation Management is an academic journal published by Wiley-Blackwell. The journal publishes majorly in the area(s): Creativity & New product development. It has an ISSN identifier of 0963-1690. Over the lifetime, 1036 publications have been published receiving 38776 citations. The journal is also known as: CIM.

Measuring innovative work behaviour

Abstract: Both scientists and practitioners emphasize the importance of innovative work behaviour (IWB) of individual employees for organizational success, but the measurement of IWB is still at an evolutionary stage. This article is concerned with developed a measure of IWB with four potential dimensions: the exploration, generation, championing and implementation of ideas. From a pilot survey among 81 research professionals and their supervisors, we derived an initial version of ten items. Next, analysis of validity drew on survey data from 703 matched dyads of knowledge workers and their supervisors in 94 knowledge intensive services firms. It included confirmatory factor analyses and hierarchical multilevel regressions to test hypothesized relationships of IWB with related constructs, including participative leadership, external work contacts and innovative output. These analyses demonstrated sufficient reliability and criterion validity. Evidence for the distinctiveness of the four dimensions was, however, weak, suggesting that IWB is one-dimensional. We conclude that further research on this issue is merited.

Design Thinking: Past, Present and Possible Futures

Abstract: This paper takes a critical look at the design thinking discourse, one that has different meanings depending on its context. Within the managerial realm, design thinking has been described as the best way to be creative and innovate, while within the design realm, design thinking may be partly ignored and taken for granted, despite a long history of academic development and debate. In the design area, we find five different discourses of ‘designerly thinking’, or ways to describe what designers do in practice, that have distinctly different epistemological roots. These different discourses do not stand in competition with each other but could be developed in parallel. We also observe that the management discourse has three distinct origins, but in general has a more superficial and popular character and is less academically anchored than the designerly one. Also, the management design thinking discourse seldom refers to designerly thinking and thereby hinders cumulative knowledge construction. We suggest further research to link the discourses.

The Paradox of Diversity Management, Creativity and Innovation

Abstract: This conceptual and discursive paper argues that diversity is a recognizable source of creativity and innovation that can provide a basis for competitive advantage. On the other hand, diversity is also a cause of misunderstanding, suspicion and conflict in the workplace that can result in absenteeism, poor quality, low morale and loss of competitiveness. Firms seeking competitive advantage therefore face a paradoxical situation. If they embrace diversity, they risk workplace conflict, and if they avoid diversity, they risk loss of competitiveness. The advantages and disadvantages associated with workforce diversity put organizations in a position of managing a paradoxical situation. To give support to this assertion, the paper considers what is meant by diversity, how it is best managed, what its relationship with creativity and innovation might be and how the problems created by the management of diversity, creativity and innovation might be resolved.

Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model

Abstract: In this study, we developed and tested a causal model to predict innovative work behaviour (IWB) integrating the literatures on psychological contract, job design and organizational justice. Two hundred and four employees from Irish manufacturing organizations participated in the study, and we collected data using a survey questionnaire. The psychological contract variable of perceived obligation to innovate, job autonomy and pay showed direct effects on IWB. In addition, pay and job autonomy also had indirect effects on IWB through the mediating variable of psychological contract ‐ perceived obligation to innovate. The organizational process of meritocracy, equity perceptions and procedural justice perceptions influenced IWB through the mediating variables of psychological contract, although none of these variables influenced IWB directly. Overall, the results indicated good support for the integrative model and provided support for the crucial role played by psychological contract in influencing IWB. Implications are discussed.