Pamela Tierney

The Pygmalion Process and Employee Creativity

The study examined the Pygmalion process for creativity among 140 R&D employees. Results generally supported the Pygmalion model. Supervisors holding higher expectations for employee creativity were perceived by employees as behaving more supportively of creativity. The effects of these behaviors on employee creative self-efficacy were mediated by employee view of creativity expectations. Creative self-efficacy mediated the effects of supervisor expectations, supervisor behaviors, and employee view, on creative performance. Implications for theory and practice are discussed.

Employee Creativity in Taiwan: An Application of Role Identity Theory

This study tests a model of creative role identity for a sample of Taiwanese employees. Results showed creative role identity was predicted by perceived coworker creativity expectations, self-views of creative behaviors, and high levels of exposure to U.S. culture. Creativity was highest when a strong creative role identity was paired with perceptions that the employing organization valued creative work. Implications for managers and future creativity research are discussed.

Creative Self-Efficacy Development and Creative Performance Over Time

Building from an established framework of self-efficacy development, this study provides a longitudinal examination of the development of creative self-efficacy in an ongoing work context. Results show that increases in employee creative role identity and perceived creative expectation from supervisors over a 6-month time period were associated with enhanced sense of employee capacity for creative work. Contrary to what was expected, employees who experienced increased requirements for creativity in their jobs actually reported a decreased sense of efficaciousness for creative work. Results show that increases in creative self-efficacy corresponded with increases in creative performance as well.

Work relations as a precursor to a psychological climate for change

The current study focuses the impact of leadership and teams on employees’ psychological climate for change. Integrating streams of research from the change, organizational climate, leader‐member exchange (LMX), and group dynamics literature, the paper proposes that supervisors and teams will shape employees’ climate perceptions as a function of the relationship quality employees experience with these two social units. The impact of the supervisor’s and team’s personal view of the climate, as well as the dyadic quality‐supervisor climate view interaction, and team relations quality‐team climate view interaction were also examined. Results support a main effect for LMX, team relation quality, and team climate view on employee psychological climate for change. In addition, results revealed a multiplicative effect for LMX and supervisor climate view. Overall, the findings suggest that both types of work relationships employees share may serve as potential mechanisms for transforming employees toward change.

Advertising Creativity: A Review and Empirical Investigation of External Evaluation, Cognitive Style and Self-Perceptions of Creativity

Abstract Creativity is a critical component in the advertising process, but it has yet to attract comparable attention in the literature. To amplify the research venue the discussion reviews the findings and methodology of creativity research in advertising and explores applied research formats. An empirical study examines (a) the effect of external evaluation on self perceptions of creativity and (b) the relationship of personal cognitive style to creativity. The findings document a significant relationship between external evaluation and self-perceptions of creativity and support the hypothesized relationship with cognitive style.

Considering Creative Self-Efficacy: Its Current State and Ideas for Future Inquiry

Abstract The self-concept of creative self-efficacy (CSE), “the belief one has the ability to produce creative outcomes,” has drawn considerable research attention across different fields and operational domains, and among a variety of sample types. The intent of the current chapter is multifold. First, we provide an overview of the research to date that has addressed CSE in some manner, with insight into the types of roles CSE has played—as a correlate or outcome of individual and contextual factors, as a predictor of creativity-related outcomes, as well as a moderator and mediator in the presence of other factors. In addition to suggesting the nomological network in which CSE is embedded, the overview also suggests the utility of CSE in understanding the complex dynamics around creativity. We also address measurement aspects of CSE. Our final intent with the chapter is to illuminate some emergent research questions and potentially fruitful lines of future research inquiry that relate to CSE.