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Measurement and Prediction of Creati...

Dilchert, Stephan.

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Measurement and Prediction of Creativity at Work.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Measurement and Prediction of Creativity at Work./
Author:	Dilchert, Stephan.
Description:	300 p.
Notes:	Source: Dissertation Abstracts International, Volume: 73-07(E), Section: B.
Contained By:	Dissertation Abstracts International73-07B(E).
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3504763
ISBN:	9781267263032

Measurement and Prediction of Creativity at Work.
Dilchert, Stephan.

Measurement and Prediction of Creativity at Work. - 300 p.

Source: Dissertation Abstracts International, Volume: 73-07(E), Section: B.

Thesis (Ph.D.)--University of Minnesota, 2008.

This dissertation examined individual creativity and creative performance at work. Individual creativity encompasses creative tendencies (individuals' inclination to be creative) and creative abilities (individuals' capacity to be creative). Creative performance incorporates behaviors that lead to the generation of novel and useful ideas, processes, and products. First, measures of creative tendencies and abilities were investigated in terms of their interrelationships and external correlates. Second, the criterion-related validity of such measures for predicting creative performance and overall job performance was examined. Psychometric meta-analysis was used to investigate predictor overlap (on the scale and construct level) as well as operational validities. Third, traditional individual differences predictors (Big Five factors, facets, and compound traits, cognitive ability, motivation) and organizational psychology variables (leadership, support, job characteristics) were also meta-analytically examined with regard to their criterion-related validity for creative performance and compared to creative tendencies and abilities. Individual tendencies and abilities, both creativity-specific (creative personality and divergent thinking), as well as general (personality, cognitive ability, intrinsic motivation) predict creative performance at work. However, creativity-specific predictors were not necessarily those with the highest operational validities; the best predictors of creative performance at work were standardized tests of cognitive ability. A number of excellent predictors also emerged among organizational psychology variables. Selecting intelligent individuals who are open to intellectual endeavors and who are energetic into supportive environments, while providing positive leadership that allows them autonomy on the job, will maximize creative performance.

ISBN: 9781267263032Subjects--Topical Terms:

2122852
Occupational psychology.

Measurement and Prediction of Creativity at Work.
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100 1 $a Dilchert, Stephan. $3 3185697
245 1 0 $a Measurement and Prediction of Creativity at Work.
300 $a 300 p.
500 $a Source: Dissertation Abstracts International, Volume: 73-07(E), Section: B.
500 $a Adviser: Deniz S. Ones.
502 $a Thesis (Ph.D.)--University of Minnesota, 2008.
520 $a This dissertation examined individual creativity and creative performance at work. Individual creativity encompasses creative tendencies (individuals' inclination to be creative) and creative abilities (individuals' capacity to be creative). Creative performance incorporates behaviors that lead to the generation of novel and useful ideas, processes, and products. First, measures of creative tendencies and abilities were investigated in terms of their interrelationships and external correlates. Second, the criterion-related validity of such measures for predicting creative performance and overall job performance was examined. Psychometric meta-analysis was used to investigate predictor overlap (on the scale and construct level) as well as operational validities. Third, traditional individual differences predictors (Big Five factors, facets, and compound traits, cognitive ability, motivation) and organizational psychology variables (leadership, support, job characteristics) were also meta-analytically examined with regard to their criterion-related validity for creative performance and compared to creative tendencies and abilities. Individual tendencies and abilities, both creativity-specific (creative personality and divergent thinking), as well as general (personality, cognitive ability, intrinsic motivation) predict creative performance at work. However, creativity-specific predictors were not necessarily those with the highest operational validities; the best predictors of creative performance at work were standardized tests of cognitive ability. A number of excellent predictors also emerged among organizational psychology variables. Selecting intelligent individuals who are open to intellectual endeavors and who are energetic into supportive environments, while providing positive leadership that allows them autonomy on the job, will maximize creative performance.
590 $a School code: 0130.
650 4 $a Occupational psychology. $3 2122852
650 4 $a Personality psychology. $3 2144789
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690 $a 0625
710 2 $a University of Minnesota. $3 676231
773 0 $t Dissertation Abstracts International $g 73-07B(E).
790 $a 0130
791 $a Ph.D.
792 $a 2008
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3504763