The impact of proactive personality on radical and incremental creativity: an interactionist perspective
Keywords:
Employee creativity, radical and incremental creativity, proactive personality, organizational climate, employee engagement.
Abstract
Building upon the recent re-conceptualization of creativity as a multi-dimensional phenomenon and the Interactionist Theory of Creativity; this study attempts to examine and test the relationship of proactive personality with the two distinct forms of creativity; incremental and radical creativity, with employee engagement as mediator and organizational climate for creativity as moderator. This is crucial because treating creativity as a uni-dimensional construct does not give a true picture of the relationships and several previous studies have given inconclusive results due to this reason. Demarcating creativity as having distinct dimensions also allows the organizations to better plan, hire and manage their workforce according to the nature of jobs requiring different forms of creativity. A survey of 277 employees working in creative departments of advertising agencies in Rawalpindi/Islamabad (Pakistan) was conducted on a time lag basis. SPSS and Process Macro by Preacher and Hayes were used to test the hypotheses. The results of the study supported 5 out of 7 proposed hypotheses. The relationship of proactive personality is found to be significantly stronger with radical creativity than with incremental creativity while employee engagement proved to be a significant mediator between proactive personality and radical creativity only, and organizational climate for creativity significantly but negatively moderated the relationship between proactive personality and employee engagement. The findings are a significant addition to the existing body of literature on employee creativity. The paper also highlights future recommendations for research followed by implications of the findings.
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References
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Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. Staw & L.L. Cummings (Eds.), Research in organizational behavior, 10, 123-167. Greenwich, CT: JAI Press.
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Arshad, A., & Imran, A. (2016). Impact of Organizational Morality on Employee Creativity:Mediating Role of Organizational Pride. International Review of Management and Business Research, 5(3), 961-971.
Bae, S. H., Song, J. H., Park, S., & Kim, H. K. (2013). Influential Factors for Teachers’ Creativity: Mutual Impacts of Leadership, Work Engagement, and Knowledge Creation Practices. Performance Improvement Quarterly, 26(3), 33–58.
Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13, 209-223.
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359-1378.
Bandura, A. (2006). Towards a psychology of human agency. Perspectives on Psychological Science, 1, 164-180.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
Bouckenooghe, D., & Menguç, B. (2016). Understanding the dynamics between supervisor follower social capital, work engagement, and employees’ creative work involvement. Canadian Journal of Administrative Sciences.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26, 435-462.
Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. (2003). Applied multiple regression/correlation analysis for the behavioral sciences (3rd ed.). Hillsdale, NJ: Erlbaum.
De Stobbeleir, K. Ashford, S. J., & Buyens, D. (2011). Self-regulation at work: the role of feedback-seeking behavior in creative performance. Academy of Management Journal, 54, 811–831.
Dikkers, J., Jansen, P., Lange, A. D., Vinkenburg, C. J., & Kooij, D. (2010). Proactivity, job characteristics, and engagement: A longitudinal study. Career Development International, 15, 59-77.
Farmer, S. M., Tierney, P., & Kung-Mcintyre, K. (2003). Employee Creativity in Taiwan: An Application of Role Identity Theory. Academy of Management Journal, 46(5), 618-630.
Fuller, B., & Marler, L. E. (2009). Change driven by nature: A metaanalytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), 329-345.
Gino, F., & Ariely, D. (2012). The dark side of creativity: Original thinkers can be more dishonest. Journal of Personality and Social Psychology, 102(3), 445–459.
Gichohi, P. M. (2014). The role of employee engagement in revitalizing creativity and innovation at the workplace: A survey of selected libraries in Meru country- Kenya. Library Philosophy and Practice.
Gilson, L. L., & Madjar, N. (2011). Radical and Incremental Creativity: Antecedents and Processes. Psychology of Aesthetics, Creativity, and the Arts. Advance online publication. doi: 10.1037/a0017863
Gilson, L. L., Lim, H. S., D’innocenzo, L., & Moye, N. (2012). One size does not fit all: managing radical and incremental creativity. The Journal of Creative Behavior, 46(3), 168–191.
Gong, Y., Cheung, S. Y., Wang, M., & Huang, J. C. (2012). Unfolding the proactive process for creativity integration of the employee proactivity, information exchange, and psychological safety perspectives. Journal of Management, 38(5), 1611-1633.
Gourlay, A., & McGrath, R. G. (2013). The end of competitive advantage: How to keep your strategy moving as fast as your business. Boston, MA: Harvard Business Review Press.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
Hakanen, J. J., Lindbohm, M. L. (2008). Work engagement among breast cancer survivors and the referents: The importance of optimism and social resources at work. Journal of Cancer Survivorship Research and Practice, 2 (4), 283-295.
Halbesleben, J. R. B., (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. In: Bakker, A. B. and Leiter, M. P. (Eds.) Work engagement: A handbook of essential theory and research. Psychology Press, New York, NY, pp. 102-117.
Hirschfeld, R. R., & Thomas, C. H. (2008). Representations of trait engagement: Integration, additions, and Mechanisms. Industrial and Organizational Psychology, 1, 63-66.
Ibrahim, N. H., Ismail, T. N. T., & Awis, M. L. (2018). Embracing the Need of Employee Creativity and Innovation: A Study of Selected Government Linked Companies (GLCs). International Journal of Academic Research in Business and Social Sciences, 8(9), 880–895.
Isaksen, S. G., Dorval, K. B., & Treffinger, D. J. (2000). Creative approaches to problem solving: A framework for change. Dubuque, IA: Kendall/Hunt Publishing.
Jafri, H., Dem, C., & Choden, S. (2016). Emotional intelligence and employee creativity: Moderating role of proactive personality and organizational climate. Business Perspectives and Research, 4, 54-66.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33: 692–724.
Khalid, S. & Zubair, A. (2014). Emotional Intelligence, Self-Efficacy, and Creativity Among Employees of Advertising Agencies. Pakistan Journal of Psychological Research, 29 (2), 203-221.
Kim, T., Hon. A. H. Y., & Lee, D. (2010). Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity. Creativity Research Journal, 22(1), 37–45.
Leiter, M. P., & Bakker, A. B. (2010). Work engagement: An introduction. In A. B. Bakker and M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and practice (pp. 1-9). London and New York: Psychology Press.
Liang, J., & Gong, Y, (2013). Capitalizing on proactivity for informal mentoring received during early career: The moderating role of core self-evaluations. Journal of Organizational Behavior, 34, 1182-1201.
Li, H., Jin, H., & Chen, J. (2018). Linking proactive personality to creative performance: the role of job crafting and high-involvement work systems. Journal of Creative Behavior, 0(0), 1-15.
Li, M., Wang, Z., Gao, J., & You, X. (2017). Proactive personality and job satisfaction: the mediating effects of self-efficacy and work engagement in teachers. Current Psychology, 36, 48-55.
Lim, H. S., & Choi, J. N. (2009). Testing an alternative relationship between individual and contextual predictors of creative performance. Social Behavior and Personality, 37, 117-136.
Macey, W., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
Madjar, N., Greenberg, E., & Chen, Z. (2011). Factors for radical creativity, incremental creativity, and routine, noncreative performance. Journal of Applied Psychology, 96, 730–743.
McEwen, D. (2011). Employee Engagement: A Systemic Approach to High Employee Engagement.
Mumford, M. D., & Gustafson, S. B. (1988). Creativity syndrome: Integration, application, and innovation. Psychological Bulletin, 103, 27-43.
Ng, T.W.H., & Feldman, D.C. (2012). A comparison of self-ratings and non-self-report measures of employee creativity. Human Relations, 65, 1021–1047.
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36, 827–856.
Rahman, S., Batool, S., Akhtar, N., & Ali, H. (2015). Fostering individual creativity through proactive personality: a multilevel perspective. Journal of Managerial Sciences, 9(2), 162-178.
Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: a review of the literature, Journal of Applied Psychology, 87, 698-714.
Rich, B., Lepine, A., Jeffrey & Crawford, E. (2010). Job Engagement: Antecedents and Effects on Job Performance. Academy of Management Journal, 53, 617-635.
Ryan, R. M., & Deci, E. L. (2000). Self-Determination theory and thr facilitation of intrinsic motivation, social development, and well-being, American Psychologist, 55(1), 68-78.
Saeed, S. M., Jan, A. F., Jan, M. F. & Jan, M. F. (2010) Problems of Advertising Agencies in Peshawar. Journal of Managerial Sciences, 5(1), 21-35.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.
Salanova, M., & Schaufeli, W. B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management, 19(1), 116-131.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54, 845–874.
Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30(6), 933–958.
Solomon, Y. (2010). From startup to maturity: a case study of employee creativity antecedents in high tech companies. Unpublished Doctoral Dissertation.
Walumbwa, F. O., Michael K. M., Everlyne M., Cindy W., & Meiliani M. (2018). Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work. Journal of Organizational Behavior, 39, 249-61.
Wang, Z., Zhang, J., Thomas, L.C., Yu, J., & Spitmuelle, C. (2017). Explaining benefits of employee proactive personality: The role of engagement, team proactivity composition and perceived organizational support. Journal of Vocational Behavior, 101, 90-103.
West, M. A., & Richter, A. W. (2008). Climates and cultures for innovation and creativity at work. In J. Zhou & C. E. Shalley (Eds.), Handbook of organizational creativity. New York: Lawrence Erlbaum Associates.
Woodman, R. W., Sawyer, J.E., & Griffin, R.W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Wu, M. (2015). Extending the JD-R approach to predicting work/study engagement and creative performance: Evidences from Chinese employees and students. Unpublished Dissertation.
Xanthopoulou, D., Bakker, A.B., Demerouti, E., & Schaufeli, W. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74, 235.
Xu, S., Jiang, X., & Walsh., J. I. (2016). The Influence of Openness to Experience on
Perceived Employee Creativity: The Moderating Roles of Individual Trust. The Journal of Creative Behavior, 0 (0), 1–18.
Zhou, J., & Hoever, I. J. (2014). Research on workplace creativity: A review and redirection. The Annual Review of Organizational Psychology and Organizational Behavior, 1, 3-33
Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. Staw & L.L. Cummings (Eds.), Research in organizational behavior, 10, 123-167. Greenwich, CT: JAI Press.
Anderson, N., Potocnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40, 1297–1333.
Arif, S., Zubair, A., & Manzoor, Y. (2012). Innovative work behavior and communication climate among employees of advertising agencies. FWU Journal of Social Sciences, 6(1), 65-75.
Arshad, A., & Imran, A. (2016). Impact of Organizational Morality on Employee Creativity:Mediating Role of Organizational Pride. International Review of Management and Business Research, 5(3), 961-971.
Bae, S. H., Song, J. H., Park, S., & Kim, H. K. (2013). Influential Factors for Teachers’ Creativity: Mutual Impacts of Leadership, Work Engagement, and Knowledge Creation Practices. Performance Improvement Quarterly, 26(3), 33–58.
Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13, 209-223.
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359-1378.
Bandura, A. (2006). Towards a psychology of human agency. Perspectives on Psychological Science, 1, 164-180.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
Bouckenooghe, D., & Menguç, B. (2016). Understanding the dynamics between supervisor follower social capital, work engagement, and employees’ creative work involvement. Canadian Journal of Administrative Sciences.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26, 435-462.
Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. (2003). Applied multiple regression/correlation analysis for the behavioral sciences (3rd ed.). Hillsdale, NJ: Erlbaum.
De Stobbeleir, K. Ashford, S. J., & Buyens, D. (2011). Self-regulation at work: the role of feedback-seeking behavior in creative performance. Academy of Management Journal, 54, 811–831.
Dikkers, J., Jansen, P., Lange, A. D., Vinkenburg, C. J., & Kooij, D. (2010). Proactivity, job characteristics, and engagement: A longitudinal study. Career Development International, 15, 59-77.
Farmer, S. M., Tierney, P., & Kung-Mcintyre, K. (2003). Employee Creativity in Taiwan: An Application of Role Identity Theory. Academy of Management Journal, 46(5), 618-630.
Fuller, B., & Marler, L. E. (2009). Change driven by nature: A metaanalytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), 329-345.
Gino, F., & Ariely, D. (2012). The dark side of creativity: Original thinkers can be more dishonest. Journal of Personality and Social Psychology, 102(3), 445–459.
Gichohi, P. M. (2014). The role of employee engagement in revitalizing creativity and innovation at the workplace: A survey of selected libraries in Meru country- Kenya. Library Philosophy and Practice.
Gilson, L. L., & Madjar, N. (2011). Radical and Incremental Creativity: Antecedents and Processes. Psychology of Aesthetics, Creativity, and the Arts. Advance online publication. doi: 10.1037/a0017863
Gilson, L. L., Lim, H. S., D’innocenzo, L., & Moye, N. (2012). One size does not fit all: managing radical and incremental creativity. The Journal of Creative Behavior, 46(3), 168–191.
Gong, Y., Cheung, S. Y., Wang, M., & Huang, J. C. (2012). Unfolding the proactive process for creativity integration of the employee proactivity, information exchange, and psychological safety perspectives. Journal of Management, 38(5), 1611-1633.
Gourlay, A., & McGrath, R. G. (2013). The end of competitive advantage: How to keep your strategy moving as fast as your business. Boston, MA: Harvard Business Review Press.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
Hakanen, J. J., Lindbohm, M. L. (2008). Work engagement among breast cancer survivors and the referents: The importance of optimism and social resources at work. Journal of Cancer Survivorship Research and Practice, 2 (4), 283-295.
Halbesleben, J. R. B., (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. In: Bakker, A. B. and Leiter, M. P. (Eds.) Work engagement: A handbook of essential theory and research. Psychology Press, New York, NY, pp. 102-117.
Hirschfeld, R. R., & Thomas, C. H. (2008). Representations of trait engagement: Integration, additions, and Mechanisms. Industrial and Organizational Psychology, 1, 63-66.
Ibrahim, N. H., Ismail, T. N. T., & Awis, M. L. (2018). Embracing the Need of Employee Creativity and Innovation: A Study of Selected Government Linked Companies (GLCs). International Journal of Academic Research in Business and Social Sciences, 8(9), 880–895.
Isaksen, S. G., Dorval, K. B., & Treffinger, D. J. (2000). Creative approaches to problem solving: A framework for change. Dubuque, IA: Kendall/Hunt Publishing.
Jafri, H., Dem, C., & Choden, S. (2016). Emotional intelligence and employee creativity: Moderating role of proactive personality and organizational climate. Business Perspectives and Research, 4, 54-66.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33: 692–724.
Khalid, S. & Zubair, A. (2014). Emotional Intelligence, Self-Efficacy, and Creativity Among Employees of Advertising Agencies. Pakistan Journal of Psychological Research, 29 (2), 203-221.
Kim, T., Hon. A. H. Y., & Lee, D. (2010). Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity. Creativity Research Journal, 22(1), 37–45.
Leiter, M. P., & Bakker, A. B. (2010). Work engagement: An introduction. In A. B. Bakker and M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and practice (pp. 1-9). London and New York: Psychology Press.
Liang, J., & Gong, Y, (2013). Capitalizing on proactivity for informal mentoring received during early career: The moderating role of core self-evaluations. Journal of Organizational Behavior, 34, 1182-1201.
Li, H., Jin, H., & Chen, J. (2018). Linking proactive personality to creative performance: the role of job crafting and high-involvement work systems. Journal of Creative Behavior, 0(0), 1-15.
Li, M., Wang, Z., Gao, J., & You, X. (2017). Proactive personality and job satisfaction: the mediating effects of self-efficacy and work engagement in teachers. Current Psychology, 36, 48-55.
Lim, H. S., & Choi, J. N. (2009). Testing an alternative relationship between individual and contextual predictors of creative performance. Social Behavior and Personality, 37, 117-136.
Macey, W., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
Madjar, N., Greenberg, E., & Chen, Z. (2011). Factors for radical creativity, incremental creativity, and routine, noncreative performance. Journal of Applied Psychology, 96, 730–743.
McEwen, D. (2011). Employee Engagement: A Systemic Approach to High Employee Engagement.
Mumford, M. D., & Gustafson, S. B. (1988). Creativity syndrome: Integration, application, and innovation. Psychological Bulletin, 103, 27-43.
Ng, T.W.H., & Feldman, D.C. (2012). A comparison of self-ratings and non-self-report measures of employee creativity. Human Relations, 65, 1021–1047.
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36, 827–856.
Rahman, S., Batool, S., Akhtar, N., & Ali, H. (2015). Fostering individual creativity through proactive personality: a multilevel perspective. Journal of Managerial Sciences, 9(2), 162-178.
Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: a review of the literature, Journal of Applied Psychology, 87, 698-714.
Rich, B., Lepine, A., Jeffrey & Crawford, E. (2010). Job Engagement: Antecedents and Effects on Job Performance. Academy of Management Journal, 53, 617-635.
Ryan, R. M., & Deci, E. L. (2000). Self-Determination theory and thr facilitation of intrinsic motivation, social development, and well-being, American Psychologist, 55(1), 68-78.
Saeed, S. M., Jan, A. F., Jan, M. F. & Jan, M. F. (2010) Problems of Advertising Agencies in Peshawar. Journal of Managerial Sciences, 5(1), 21-35.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.
Salanova, M., & Schaufeli, W. B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management, 19(1), 116-131.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54, 845–874.
Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30(6), 933–958.
Solomon, Y. (2010). From startup to maturity: a case study of employee creativity antecedents in high tech companies. Unpublished Doctoral Dissertation.
Walumbwa, F. O., Michael K. M., Everlyne M., Cindy W., & Meiliani M. (2018). Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work. Journal of Organizational Behavior, 39, 249-61.
Wang, Z., Zhang, J., Thomas, L.C., Yu, J., & Spitmuelle, C. (2017). Explaining benefits of employee proactive personality: The role of engagement, team proactivity composition and perceived organizational support. Journal of Vocational Behavior, 101, 90-103.
West, M. A., & Richter, A. W. (2008). Climates and cultures for innovation and creativity at work. In J. Zhou & C. E. Shalley (Eds.), Handbook of organizational creativity. New York: Lawrence Erlbaum Associates.
Woodman, R. W., Sawyer, J.E., & Griffin, R.W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Wu, M. (2015). Extending the JD-R approach to predicting work/study engagement and creative performance: Evidences from Chinese employees and students. Unpublished Dissertation.
Xanthopoulou, D., Bakker, A.B., Demerouti, E., & Schaufeli, W. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74, 235.
Xu, S., Jiang, X., & Walsh., J. I. (2016). The Influence of Openness to Experience on
Perceived Employee Creativity: The Moderating Roles of Individual Trust. The Journal of Creative Behavior, 0 (0), 1–18.
Zhou, J., & Hoever, I. J. (2014). Research on workplace creativity: A review and redirection. The Annual Review of Organizational Psychology and Organizational Behavior, 1, 3-33
Published
2019-06-25
How to Cite
Waheed, H., & Dastgeer, D. G. (2019). The impact of proactive personality on radical and incremental creativity: an interactionist perspective. Amazonia Investiga, 8(20), 706-718. Retrieved from https://amazoniainvestiga.info/index.php/amazonia/article/view/210
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