{"id":{"repo_id":"maryland","oai_identifier":"oai:drum.lib.umd.edu:1903/10940"},"canonical_url":"https://search.dev.ndltd.org/etd/maryland/oai:drum.lib.umd.edu:1903/10940","repository":{"repo_id":"maryland","name":"University of Maryland","base_url":"https://api.drum.lib.umd.edu/server/oai/request"},"display":{"title":"How does creativity occur in teams? An empirical test","abstract":"Organizations benefit when workteams produce more rather than less creativity. What actions in organizations help this to occur - on the part of team leaders and team members? This is the primary question that my dissertation aims to answer. More specifically, I hypothesize that team leaders' behaviors (e.g., transformational, empowering, and boundary-working behaviors) lead to team members' affective and cognitive experiences (e.g., positive group affective tone, team empowerment) that in turn lead to teamwork processes (e.g., information sharing and boundary-spanning among team members) that ultimately lead to team creativity. Thus, my dissertation attempts to explain how and why team creativity occurs. Results from 52 organizational R&D teams suggest support for these hypothesized relationships and for the theoretical model overall. I conclude by discussing my findings' implications for managers and management scholars interested in enhancing team creativity.","abstract_html":"Organizations benefit when workteams produce more rather than less creativity. What actions in organizations help this to occur - on the part of team leaders and team members? This is the primary question that my dissertation aims to answer. More specifically, I hypothesize that team leaders' behaviors (e.g., transformational, empowering, and boundary-working behaviors) lead to team members' affective and cognitive experiences (e.g., positive group affective tone, team empowerment) that in turn lead to teamwork processes (e.g., information sharing and boundary-spanning among team members) that ultimately lead to team creativity. Thus, my dissertation attempts to explain how and why team creativity occurs. Results from 52 organizational R&D teams suggest support for these hypothesized relationships and for the theoretical model overall. I conclude by discussing my findings' implications for managers and management scholars interested in enhancing team creativity.","abstract_has_math":false,"creators":["Jin, Sirkwoo"],"institution":null,"degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":"Business and Management: Management & Organization","school":null,"contributors":[],"advisors":["Shapiro, Debra L"],"committee_chairs":[],"committee_members":[],"year":2010,"date_issued":"2010","date_published":"2010","updated_at":"2026-07-24T03:02:27Z","subjects":[],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/1903/10940","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Shapiro, Debra L"]},{"key":"dc:contributor.department","label":"Department","values":["Business and Management: Management & Organization"]},{"key":"dc:creator","label":"Author","values":["Jin, Sirkwoo"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2010-10-07T06:09:13Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2010-10-07T06:09:13Z"]},{"key":"dc:date.issued","label":"Date","values":["2010"]},{"key":"dc:type","label":"Dc Type","values":["Dissertation"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/1903/10940"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Organizations benefit when workteams produce more rather than less creativity. What actions in organizations help this to occur - on the part of team leaders and team members? This is the primary question that my dissertation aims to answer. More specifically, I hypothesize that team leaders' behaviors (e.g., transformational, empowering, and boundary-working behaviors) lead to team members' affective and cognitive experiences (e.g., positive group affective tone, team empowerment) that in turn lead to teamwork processes (e.g., information sharing and boundary-spanning among team members) that ultimately lead to team creativity. Thus, my dissertation attempts to explain how and why team creativity occurs. Results from 52 organizational R&D teams suggest support for these hypothesized relationships and for the theoretical model overall. I conclude by discussing my findings' implications for managers and management scholars interested in enhancing team creativity."]},{"key":"dc:title","label":"Title","values":["How does creativity occur in teams? An empirical test"]}]}],"canonical_facts":{"dc:contributor.advisor":["Shapiro, Debra L"],"dc:contributor.department":["Business and Management: Management & Organization"],"dc:creator":["Jin, Sirkwoo"],"dc:date.accessioned":["2010-10-07T06:09:13Z"],"dc:date.available":["2010-10-07T06:09:13Z"],"dc:date.issued":["2010"],"dc:description.abstract":["Organizations benefit when workteams produce more rather than less creativity. What actions in organizations help this to occur - on the part of team leaders and team members? This is the primary question that my dissertation aims to answer. More specifically, I hypothesize that team leaders' behaviors (e.g., transformational, empowering, and boundary-working behaviors) lead to team members' affective and cognitive experiences (e.g., positive group affective tone, team empowerment) that in turn lead to teamwork processes (e.g., information sharing and boundary-spanning among team members) that ultimately lead to team creativity. Thus, my dissertation attempts to explain how and why team creativity occurs. Results from 52 organizational R&D teams suggest support for these hypothesized relationships and for the theoretical model overall. I conclude by discussing my findings' implications for managers and management scholars interested in enhancing team creativity."],"dc:identifier.uri":["http://hdl.handle.net/1903/10940"],"dc:title":["How does creativity occur in teams? An empirical test"],"dc:type":["Dissertation"]},"updated_at":"2026-07-24T03:02:27Z"}