Gillian B. Yeo, Nicole A. Celestine, Sharon K. Parker, March L. To, Giles Hirst
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A neurocognitive framework of attention and creativity: Maximizing usefulness and novelty via directed and undirected pathways
Coming up with creative ideas is not easy. In this conceptual article, we integrate organizational behavior, cognitive psychology, and neuroscience literatures to propose that different forms of attention may be a key to maximizing creative usefulness and novelty. Specifically, we develop a neurocognitive framework of attentional control to propose differential pathways from creative goal-directed attention (a narrow and selective focus) to deliberate information processing, and from undirected attention (a wide and unconstrained focus) to spontaneous information processing. These propositions have implications for creative usefulness and novelty, respectively—namely, that creative goal-directed attention should facilitate the usefulness of creative outputs to a greater extent than their novelty, whereas undirected attention should promote the novelty of creative outputs to a greater extent than their usefulness. Our framework further suggests that time spent experiencing creative goal-directed attention followed by undirected attention is the optimal sequence for maximizing both the usefulness and novelty of creative outputs. In combination, our framework advances theoretical understanding of attentional pathways to creative outcomes and offers practical implications for maximizing creative potential at work.
期刊介绍:
The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.