{"id":{"repo_id":"calgary","oai_identifier":"oai:ucalgary.scholaris.ca:1880/107682"},"canonical_url":"https://search.dev.ndltd.org/etd/calgary/oai:ucalgary.scholaris.ca:1880/107682","repository":{"repo_id":"calgary","name":"University of Calgary","base_url":"https://ucalgary.scholaris.ca/server/oai/request"},"display":{"title":"Unraveling the Dynamic Nature of Creativity in the Workplace","abstract":"Recent research and theories on workplace creativity have construed workplace creativity as a dynamic process. Past research, however, largely examines the phenomenon using crosssectional studies that are unable to test these dynamic theories of creativity. Moreover, scholars have traditionally studied the subject from a motivational perspective or from an affective state perspective. By doing so, the literature is oversimplifying and possibly distorting its understanding of workplace creativity. The primary goal of the study is two-fold: to test a dynamic theory of creativity and to integrate both a motivational and affective states model of creativity. Using daily survey data across ten days from 127 full-time employees, I found no support for a dynamic theory of creativity or integrated model of creativity. However, exploratory methods revealed that creativity is an outcome of both high activation positive affective states and goal orientations. Moreover, I found that this relationship was mediated by creative self-efficacy. Taken together, these exploratory results partially support an integrated model of creativity, albeit not being a dynamic phenomenon. Drawing from the current findings, theories and methodology are advanced towards providing a more robust test of a dynamic theory of creativity. Based on these findings, human resource practitioners are encouraged to engage in creative self-efficacy building by providing employees with feedback on their creative work. Moreover, practitioners should understand the importance of workplace affect in the role of creativity. Practitioners are encouraged to create a positive atmosphere to allow employees to express their creativity","abstract_html":"Recent research and theories on workplace creativity have construed workplace creativity as a dynamic process. Past research, however, largely examines the phenomenon using crosssectional studies that are unable to test these dynamic theories of creativity. Moreover, scholars have traditionally studied the subject from a motivational perspective or from an affective state perspective. By doing so, the literature is oversimplifying and possibly distorting its understanding of workplace creativity. The primary goal of the study is two-fold: to test a dynamic theory of creativity and to integrate both a motivational and affective states model of creativity. Using daily survey data across ten days from 127 full-time employees, I found no support for a dynamic theory of creativity or integrated model of creativity. However, exploratory methods revealed that creativity is an outcome of both high activation positive affective states and goal orientations. Moreover, I found that this relationship was mediated by creative self-efficacy. Taken together, these exploratory results partially support an integrated model of creativity, albeit not being a dynamic phenomenon. Drawing from the current findings, theories and methodology are advanced towards providing a more robust test of a dynamic theory of creativity. Based on these findings, human resource practitioners are encouraged to engage in creative self-efficacy building by providing employees with feedback on their creative work. Moreover, practitioners should understand the importance of workplace affect in the role of creativity. 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