Journal of Creative Behavior最新文献

Informed by the prospect theory, we investigated how perceptions of creative idea attributes, novelty versus usefulness, relate to the likelihood that those ideas will be adopted by using multi-source and multi-wave data. The findings indicate a positive association between usefulness and idea adoption, and an S-shaped association between novelty and idea adoption. Moreover, there is a linear positive relationship between novelty and adoption when usefulness is low; however, novelty is unrelated to idea adoption when usefulness is high. We discuss implications for research and practice, note limitations such as potential nested data issues and range restriction, and propose future research directions.

Artificial intelligence (AI) is transforming the creative arts by generating unique artistic works. This research explores the impact of catastrophic forgetting on AI systems and its implications for artistic creativity. Catastrophic forgetting happens when AI forgets previously learned knowledge due to new learning. This poses a challenge for continual learning and creativity. We investigate how continual learning can prevent this issue and enhance artistic output. Through literature review and interviews with creative technologists, we explore the influence of human creativity on AI-generated art. This dynamic invites a re-evaluation of traditional concepts of art and creativity, emphasizing the importance of memory in sustaining AI's creative progression. This study emphasizes memory's importance in sustaining AI creativity and suggests that continual learning can boost AI's creative capacity. Our findings highlight the evolving relationship between technology and art, setting the stage for future AI creativity research.

Creativity in organizational life is often shaped by complex interpersonal dynamics, especially when it comes to the role of narcissistic traits in leaders and followers. Although past research has examined the individual effects of narcissistic traits on creativity, the powerful interactions between leader and follower narcissistic traits have remained largely overlooked. Addressing this gap, our study draws on trait activation theory and person-environment fit theory to explore how narcissistic alignment—or lack thereof—between leaders and followers influences both positive and malevolent forms of creativity. Through polynomial regression analysis, we reveal intriguing patterns: when leader and follower narcissistic traits are aligned, both types of creativity are amplified. However, a high-leader, low-follower narcissistic trait contrast uniquely enhances positive creativity, whereas a low-leader, high-follower contrast significantly boosts malevolent creativity. We also uncover the role of work autonomy as a critical mediator, shaping how these narcissistic interactions impact creative expression. This study thus sheds new light on the nuanced, often surprising, effects of narcissistic dynamics in fostering creativity within organizations.

Multilevel scientific creativity of college students has gained increasing scholarly attention. However, the double-edged effects of a playful climate on creativity have often been overlooked, while single-level theoretical frameworks have hindered the understanding of complex scientific creative processes. In this review, the relationship between a playful climate and multilevel scientific creativity in Chinese college student innovation teams was systematically reviewed, and an integrative theoretical framework was proposed. This framework includes a cross-level model that incorporates thriving at work and collective thriving as facilitating mechanisms, while recognizing work absorption and social loafing as inhibiting mechanisms. This model thereby clarifies the double-edged effects underlying the relationship between a playful climate and multilevel scientific creativity. From a person–environment interaction perspective, learning goal orientation at the individual level and team reflexivity at the team level are considered as potential boundary conditions that amplify the positive effects and mitigate potential negative effects of a playful climate. This review enriches the multiple theoretical levels of scientific creativity, expands the research field concerning the playful climate, and provides novel insights for developing innovative education practices in higher education institutions.

This study developed and validated the Malevolent Sadistic Creativity Behavior Tendencies Scale (MSCBTS), a tool designed to assess the prevalence of malevolent sadistic creativity behavior tendencies in individuals. The scale was administered online, yielding 1197 valid responses. To ensure robust data analysis, the sample was randomly divided into three segments: 25%, 37.5%, and 37.5% of the total sample. The first segment was used for exploratory factor analysis (EFA), which refined the scale to 11 items distributed across two dimensions: Direct Malevolent Sadistic Creativity Behavior Tendencies (6 items) and Vicarious Malevolent Sadistic Creativity Behavior Tendencies (5 items). The subsequent segments were used for confirmatory factor analysis (CFA1 and CFA2), which tested the scale's stability and consistency. Both CFA analyses demonstrated an excellent model fit. Additionally, reliability testing indicated strong internal consistency, with Cronbach's α coefficient and split-half reliability exceeding 0.80 for both the full scale and the two subscales. The MSCBTS also showed significant positive correlations with the Malevolent Creativity Behavior Tendencies Scale, the Chinese version of the Varieties of Sadistic Tendencies Scale, and the Dirty Dozen, further confirming its structural validity. In conclusion, the MSCBTS is a reliable and effective instrument for researching malevolent sadistic creativity tendencies.

As a kind of innovation that can bring breakthrough technologies or products, deviant innovation is regarded as an important force to promote scientific and technological innovation and industrial upgrading, and how to effectively drive technological employees to conduct deviant innovative behaviors has become a hot issue for managers. Supervisor developmental feedback, an emerging feedback form to realize employees' potential, has attracted the attention of practitioners and academics, but the influence mechanism of supervisor developmental feedback on technological employees' deviant innovation has not been clarified. Based on Pygmalion's theory, signaling theory, role theory, and broaden-and-build theory, we construct a cross-level influence model of supervisors' developmental feedback on deviant innovation among technological employees to better identify how supervisors' developmental feedback affects deviant innovation and to investigate its mechanism and boundary conditions. After the empirical analysis of paired data from 291 supervisors and subordinates, we found thatSupervisor developmental feedback significantly and positively affects employee deviant innovation. Role clarity and positive emotions partially mediate the relationship between supervisor developmental feedback and employee deviant innovation. Job crafting positively moderates the relationship between role clarity, positive emotions, and employee deviant innovation. Job crafting positively moderates the mediating role of role clarity and positive emotions.

Most previous studies on creativity and motivation looked into the effects of intrinsic and extrinsic motivations on creativity. However, there have been newer motivation approaches related to work orientation and needs that may offer a chance to gain new insight into how people think about creativity. The present study used a hypothetical hiring scenario to assess layperson beliefs about creativity, conscientiousness, intelligence, and the likelihood of hiring potential candidates who endorsed one of six work orientations (Job, Career, Calling, Kinship, Passion, and Autonomy). In addition, the study accounted for potential domain effects by differentiating between art- and business-related hiring contexts. Data were gathered among 279 university students (62% females). The results suggested that hiring likelihood and ratings of a hypothetical employee's intelligence and conscientiousness were more associated with the orientations of Calling, Career, and Passion; however, creativity was more associated with Autonomy. Job orientation received the lowest ratings for all rated qualities. The findings were mostly consistent across domains of arts and business. Nonetheless, the relationship between hiring probability and hypothetical employees' creativity and intelligence did vary by domain. We discuss the implications of the results and outline fruitful directions for future research.

Using multilevel structural equation modeling (ML-SEM), this study examines how paradoxical frames enhance team creativity through the mediating roles of sense of conflict and integrative complexity. Although paradoxical frames are known to foster cognitive flexibility at the individual level, their impact on team creativity remains underexplored. We conducted a two-week design-thinking exercise with 235 undergraduate students (59 teams) assigned to high or low paradoxical frame conditions. Results indicate that paradoxical frames influence team creativity indirectly through their effects on sense of conflict and integrative complexity. Teams exposed to high paradoxical frames reported greater cognitive conflict, promoting deeper engagement with diverse perspectives. Additionally, paradoxical frames increased integrative complexity, enabling individuals to synthesize opposing viewpoints into creative solutions. Results confirmed a full mediation structure, whereby the effect of paradoxical framing on team creativity operated entirely through these two mediators. These findings extend paradox theory by demonstrating how paradoxical frames transform cognitive tensions into creative outputs at the team level. By identifying sense of conflict and integrative complexity as mediators, we contribute to research on paradox cognition in collaborative settings. Practically, these results provide insights for organizations aiming to leverage cognitive tensions to foster innovation in teams.