Creativity and Innovation Management最新文献

We carried out this novel study to explore various connections of open innovation (OI) with circular economy (CE) and/or sustainable development (SD) and analyse the maturity of their integration based on various characteristics. We followed a systematic literature review approach to identify, select and analyse studies, published from 2012 to 2023. Our study used various keywords to search for the relevant articles in Scopus and Web of Science databases. After this, we presented the bibliometric, contents and indicators' analyses. Overall, the results revealed that OI approaches were used to enhance business capabilities to circularity and/or sustainability. OI appeared to be linked with all three dimensions of sustainability, whereas CE was more associated with environmental pillar. The study also documented a framework of 75 sustainability variables, with at least 27 indicators related to OI, circularity and sustainability. We evaluated the maturity of indicators and integrating parameters based on their frequent usage. In comparison with environmental and social dimensions, numerous studies lacked in including the economic aspects. Comparatively, more studies were based on micro-level analysis. Recycling was found to be the most commonly used CE strategy. For OI, inbound model was mostly used, whereas use and disposal life cycle phases were focused more. Overall, there were more environmental indicators that were used more frequently. In a sense, we found the integration of OI, CE and/or SD more mature for environmental category and less for economic aspect. Based on the findings, we outlined various future research directions and practical implications.

To better understand the effect of workplace well-being on employee creativity, we examine the effect of servant leadership on employee creativity. Using the social exchange and conservation of resources theories, we constructed a research model to identify how servant leadership affects employee creativity and to investigate its mechanism and boundary conditions. Using data collected from employees and their supervisors, we adapted the hierarchical regression analysis and bootstrapping approach to test our research model. The results showed that servant leadership positively affected workplace well-being, which enhances employee creativity. Psychological availability moderated the relationship between workplace well-being and employee creativity. We also found that the indirect effect of servant leadership on employee creativity via workplace well-being was significant when the employees had a high level of psychological availability. Moreover, the results indicated that experienced creative time pressure was negatively related to employee creativity and negatively moderated the link between workplace well-being and employee creativity. The indirect effect of servant leadership on employee creativity was significant when the employees had a low level of experienced creative time pressure. The results of this study provide important theoretical and practical implications for servant leadership and employee creativity.

How does the instrumental helping provided by individuals contribute to their creativity and subsequent implementation of creative ideas? This study aims to answer this question by investigating the relationship between help-givers' helping strength and idea implementation, with a focus on disaggregating instrumental helping ties into helping strength and helping breadth from a social network perspective. In addition, the present work explores the mediating role of creativity and the moderating role of helping breadth in this relationship. The sample for this study consisted of 206 R&D employees from an engineering technology research centre. The results indicated that helping strength exhibited a direct inverted U-shaped relationship with idea implementation and an indirect relationship through the mediating effect of creativity. Findings also demonstrated that helping breadth moderates the relationship between helping strength and idea implementation, with a shape-flip effect. Specifically, when helping breadth was low, helping strength had an inverted U-shaped relationship with idea implementation, whereas when helping breadth was high, the relationship shifted to a U-shape. This study offers theoretical and practical insights into an intricate mechanism that underlies the contingent connections among help-givers' instrumental helping ties, creativity, and idea implementation.

Based on affective events theory and the cognitive–affective processing system, this study explores indirect positive and negative effects of perceived abusive supervision on employee creativity through employees' affective reactions at work and how the centralization of decision making can moderate the associations between employee-perceived abusive supervision and anxiety/anger. Using a cross-lagged panel method to collect an effective sample of 200 employee participants which provided three-week survey data, we tested causality between research variables with a structural equation modelling analysis using Mplus 8.0. The findings showed that a positive effect on employee creativity may occur when an employee experiences anxiety rather than anger when subject to abusive supervision. In addition, the influence of employee-experienced abusive supervision on employee anger increases when the organization has highly centralized decision making, which hinders employees' creative performance. Theoretically and practically, this study contributes interesting and somewhat conflicting views to three areas of management literature—abusive supervision, employees' affective reactions and creativity management—including challenging the supposition that only uplifting styles of leadership can encourage employees to create new ideas.

The application of X-reality (XR) technologies is reshaping the business landscape and redefining the film production process and the role of the audience in films. This study presents a bibliometric and content analysis of 131 academic articles to explore the development and research trends of XR in the film industry. We identify five core themes within the topic: (1) technical considerations, (2) narrative considerations, (3) presence, (4) audience responses and (5) ethical considerations. Based on the identified themes, we provide insights into the intellectual structure of this developing and interdisciplinary topic and propose the framework called the XR Film Innovation Circle (XR-FIC). The study concludes by identifying the current research gaps and suggesting future directions, further emphasizing the rationales behind the suggested directions.

The study explores the motivation of consumers to join and participate in new product co-creation, distinguishing between recruitment before, retainment during and finalizing of a co-creation project. The research is based on follow-up interviews with participants in a project covering the initial stages of new food product development (i.e., idea generation, idea screening and concept development) involving older consumers and carried out in a physical environment. Different motivation factors were deemed important by consumers before, during and at the closure of the project. Consumers joined the project motivated by curiosity and desire to meet new people. While performing the creative tasks, they continued the engagement due to the positive anticipation and enjoyment of new activities, as well as positive feedback loops. At the closure of the project, the usefulness of outcomes and the received recognition became important and strengthened the perceived creative self-efficacy of participants. The findings offer useful recommendations for organizers of co-creation, enabling the recruitment and retainment of consumers who could successfully deliver creative outputs and complete the project. The study offers novel insights relevant to participatory innovations looking at the temporal dimension of motivation to co-create and highlights the dynamic changes in salience of the motivation factors.

The current paper examines how corporate social responsibility (CSR) through three dimensions (social, environmental and governance) could influence technological and non-technological innovations. The study is conducted on a longitudinal dataset of firms listed on the SBF120¹ index between 2005 and 2016. It shows significant associations between CSR performance, particularly social and governance performances, and technological innovations introducing new products. The implementation of new processes is positively and significantly associated with environmental performance. Findings highlight that the three CSR dimensions have significant effects on management innovations. However, they did not influence marketing innovations. Finally, undertaking socially responsible projects does not drive significant changes in R&D strategy, specifically R&D expenditures and the number of hired scientists and experts, but it increases significantly the number of patents.

The financially challenging work of creative professionals is a widely recognized concern, and uncovering the root causes of such challenges requires more explorations into the impact of personal factors on income generation. Accordingly, we investigated the significance of 400 creative professionals' entrepreneurial or artistic identities and business skills in their income adequacy on the basis of role identity theory. Our findings show that business skills support the likelihood of income adequacy but that artistic identity reduces it. The combination of entrepreneurial identity with business skills increases income adequacy, whereas entrepreneurial identity alone has no influence. These results point to the complexity of individuals' income formation and the need to study the outcomes of different work identities and their interplay with various skills. They imply that assuming an artistic identity can be an economic liability. Hence, our study implies that enabling creative and innovative work to prosper necessitates that creative professionals develop an adaptive, artistic–entrepreneurial meta-identity, in addition to enhancing their business skills, so that they can adjust between possible selves in different situations and work environments.

This study aims to explore strategies for overcoming relational inertia and enhancing their creativity after inter-firm mobility of inventors. The research sample comprises 591 mobile inventors identified using a patent data-based model from Chinese communication technology companies. Employing the framework of dynamic network analysis, this study examines the impact of network closure at different time on overcoming relational inertia and investigates the influence of knowledge structure. The findings suggest that a lower level of past and current network closure is more conducive to knowledge sharing and technological innovation after inter-firm mobility of inventors. Furthermore, mobile inventors with broad and in-depth knowledge structures demonstrate significantly improved knowledge sharing and technological innovation, effectively mitigating relational inertia. These conclusions offer a systematic research perspective and comprehensive theoretical guidance, emphasizing the importance of optimizing network resources and knowledge structures to help inventors overcome relational inertia after inter-firm mobility.

Artificial intelligence is likely to revolutionize multiple aspects of organizational creativity. Through a multilevel theoretical lens, the present paper reviews the extant body of knowledge on creativity at individual, team and organizational levels, and draws a series of propositions on how the implementation of artificial intelligence may affect each level. Spanning cognitive, behavioural and psychological domains, our propositions aim at directing future research efforts on important creativity-related areas likely to be affected by artificial intelligence, including the trade-off between convergent and divergent thinking, the distribution of skills within groups, and the absorptive capacity of organizations.