A conceptual framework of information systems for organizational creativity support. lessons from empirical investigations

Based on a review of the subject literature, a conceptual framework of information systems for organizational creativity support is proposed. The most important elements in creating such a system are identified and described. Finally, the results of a survey conducted in twenty-five organizations are used to better understand the most important elements and factors determining the development of information systems for organizational creativity support.     

Making the most out of the innovation of meaning: The importance of inclusion for creativity in inside-out envisioning

Innovation of meaning (IoM) is one of the streams that has attracted attention in design thinking research. Inside-out envisioning aims to assist non-designer employees practice IoM in a similar manner to how visionary executives and designers perform. The process starts with exposing their intrinsic visions to innovate the dominant social or organizational meanings. This makes the employees' creativity that comes from intrinsic goals and values an important driving force of inside-out envisioning. Thus, it is crucial to foster an organizational culture that encourages employees to engage in inside-out envisioning and enhance their creativity. This study explores whether inclusion, as an organizational culture, is an antecedent of creativity in inside-out envisioning. Inclusion refers to a state in which an individual's uniqueness is valued by other group members and externalized to improve group performance. Based on data from a survey conducted with 1104 Japanese employees, this study reveals that inclusion significantly impacts creativity in inside-out envisioning. A multigroup analysis demonstrates differences in the effects of the mediating variables of this relationship based on the successful experience of inside-out envisioning. This study concludes that it is important for design thinking researchers to study inclusion more deeply as a way to implement inside-out envisioning.     

Computational support for collective creativity

The goal of our research is to develop computer systems that support designers’ collective creativity; such systems support individual creative aspects in design through the use of representations created by others in the community. We have developed two systems, IAM-eMMa and EVIDII, that both aim at supporting designers in finding visual images that would be useful for their creative design task. IAM-eMMa uses knowledge-based rules, which are constructed by other designers, to retrieve images related to a design task, and infers the underlying “rationale” when a designer chooses one of the images. EVIDII allows designers to associate affective words and images, and then shows several visual representations of the relationships among designers, images and words. By observing designers interacting with the two systems, we have identified that systems for supporting collective creativity need to be based on design knowledge that: (1) is contextualized; (2) is respectable and trustful; and (3) enables “appropriation” of a design task.     

Gender and support for creativity at work

Although innovation is vital for the success of organizations, many may not be capitalizing on the creativity of all workers. Gender bias in attributions of creativity may lead to an imbalance in the extent to which organizations support the creativity of men and women. Because organizational support for creativity is positively associated with creative outcomes, this may undermine the creativity of women in the workplace. To determine if gender influences creative workplace behavior through support for creativity, conditional process models were used to analyze the survey responses and external employment data of workers (N = 14,590) across industries in the US. Our analyses demonstrate that men report greater support for creativity in the workplace than women, and greater support for workplace creativity leads to more frequent creative workplace behaviors. The proportion of women employed in an industry influences this relationship, such that differences between men and women become smaller as the proportion of women in an industry increases. However, the level of creativity required in an occupation does not influence the relationship between gender and creativity. The theoretical and practical implications of these results are discussed.     

Turning breakdowns into opportunities for creativity

Design is a creative activity. Computational artifacts change the way people design. The author's research in design and design support systems has been firmly rooted in a cooperative problem solving approach that tries to amplify the creativity of designers by the use of domain-oriented design environments. Evolving design artifacts represented within the environment are able to ‘talk back’ to both system builders and future users, and act as representations for mutual understanding between various stakeholders. The domain orientation allows design activities to be conversations with the materials of the design situation.

However, in many situations, artifacts do not speak for themselves. To address this problem, the environments were augmented with computational agents that identified breakdowns which might have remained unnoticed without them. These breakdowns provide opportunities for enhancing the creativity of designers by giving them support in reframing problems, attempting alternative design solutions, and exploring relevant unknown background knowledge.     

Artificial intelligence capability: Conceptualization,measurement calibration,and empirical study on its impact on organizational creativity and firm performance

Artificial intelligence (AI) has been heralded by many as the next source of business value. Grounded on the resource-based theory of the firm and on recent work on AI at the organizational context, this study (1) identifies the AI-specific resources that jointly create an AI capability and provides a definition, (2) develops an instrument to capture the AI capability of the firms, and (3) examines the relationship between an AI capability and organizational creativity and performance. Findings empirically support the suggested theoretical framework and corresponding instrument and provide evidence that an AI capability results in increased organizational creativity and performance.     

Dynamic resource allocation for exploitation and exploration with ambidexterity: Logical mechanism and simulations

Strategy and organizational theorists have emphasized the importance of balancing exploitation and exploration for organizations’ sustainable success in regards to organizational learning and adaptation. However, few researchers have addressed the mechanisms or criteria in regards to an organization’s resource allocation for exploitation and exploration with an ambidextrous balance, although previous researchers agree that exploitation and exploration are important for organizational success and that a balance between the two should be achieved in order to obtain sustainable competitiveness. The main purpose of this research is to make a logical argument on how team creativity evolves from the creativity revelation processes through knowledge creation by balancing exploitation and exploration. Specifically, this research presents a new logical mechanism to allocate a team’s limited resources to exploitation and exploration, keeping a balance between the two activities. We prove the validity of the proposed logical mechanism by conducting longitudinal simulations.     

Method to assist the building and expression of subjective concepts and its application to design problems

The paper discusses how computers can assist human creativity. A support system has been built and applied to the domain of automobile design. The system uses multidimensional data and statistical methods, and configures a space for inspiring the users' design activity. In the first step, it assists them in forming individual design concepts. In the second step, it assists them in deciding their target design concepts. It has been confirmed that it works effectively through experiments. Some of the open questions on creativity support systems are also discussed.     

Interorganizational and organizational determinants of planning effectiveness for Internet-based interorganizational systems

Internet-based interorganizational systems (IIOS) planning is based on a portfolio of systems that integrate organizational and interorganizational processes and assist a firm in realizing its objectives. However, very limited empirical research has been performed to evaluate the factors that influence IIOS planning effectiveness. Research from trading partnerships, organizational theory, and the literature were used to identify two interorganizational variables (competitive pressure and trading partner readiness) and three organizational variables (top management support, organizational centralization, and technology competence) that are important in planning success. This study then examined the influence of these five variables on IIOS planning effectiveness. Data gathered from 202 CIOs in large Taiwanese organizations were employed to test the relationships between the research model constructs using a structural equation modeling (SEM) approach; the study provided strong support for the hypotheses: certain factors related to interorganizational and organizational factors were found to influence IIOS planning effectiveness. The implications of this finding are discussed.     

Creative Potential and Practised Creativity: Identifying Untapped Creativity in Organizations

This study examines the construct validity of creative potential and practised creativity, two overlooked aspects of creativity that may be useful for identifying untapped creative resources in organizations. Results of an exploratory factor analysis (EFA) and a confirmatory factor analysis (CFA) utilizing structural equation modelling techniques provide some initial evidence in support of the construct validity of these concepts. These findings appear to have important managerial implications for increasing creativity and overall organizational effectiveness. The results presented here also suggest some directions for future research aimed at examining the relationships between creative potential, practised creativity and other variables of interest.     

The impact of absorptive capacity,exploration, and exploitation on individual creativity: Moderating effect of subjective well-being

This study proposes a new individual creativity model divided into seven main constructs: creative self-efficacy, individual knowledge, IT support, individual absorptive capacity, exploration, exploitation, and individual creativity. We assumed that creative self-efficacy, individual knowledge, and IT support positively affect individual creativity through the mediating effect of individual absorptive capacity, exploration, and exploitation. Additionally, we examined the moderating effects of subjective well-being by dividing the sample into a high subjective well-being group and a low subjective well-being group. After collecting 706 valid questionnaires from IT companies in South Korea, we applied a structural equation modeling technique to analyze the data. Empirical results reveal the following: (1) creative self-efficacy, individual knowledge, and IT support influence individual creativity through individual absorptive capacity, exploration, exploitation; and (2) subjective well-being moderates the relationship between the two constructs of the research model.     

Design Dialogue Groups as a Source of Innovation: Factors behind Group Creativity

Sif – a Swedish national trade union for white‐collar workers in Industry – has recognized the importance of enhancing its service innovation processes through careful listening to its members. This article will discuss the Design Dialogue Group (DDG) methodology that has been developed through collaborative research between Sif and the Fenix Research Program, in order to enhance group creativity and organizational learning. The emphasis of this paper is restricted to the issue of enhancing group creativity, and literature and empirical data will be used in order to discuss the factors enabling and restraining creativity. The major assumption behind this study is that many factors behind group creativity can be controlled. Thus, a careful design of the group creativity process would increase the likelihood for success since measures to enhance creative behaviours and to avoid pitfalls can be planned and/or taken by a group moderator. In short, the aims of this study are twofold: (1) to relate prior research contributions to DDG experiences in order to augment our understanding concerning factors enhancing and threatening creativity in DDG settings and (2) to systematize these findings into a set of proposed design principles related to domain‐relevant skills, creativity‐related processes, and task motivation. These propositions concern the recruitment of participants, group characteristics, and group processes.     

The perceived importance and the presence of creative potential in the health professional's work environment

The value of creative employees to an organisation's growth and innovative development, productivity, quality and sustainability is well established. This study examined the perceived relationship between creativity and work environment factors of 361 practicing health professionals, and whether these factors were present (realised) in their work environment. Job design (challenges, team work, task rotation, autonomy) and leadership (coaching supervisor, time for thinking, creative goals, recognition and incentives for creative ideas and results) were perceived as the most important factors for stimulating creativity. There was room for improvement of these in the work environment. Many aspects of the physical work environment were less important. Public health sector employers and organisations should adopt sustainable strategies which target the important work environment factors to support employee creativity and so enhance service quality, productivity, performance and growth. Implications of the results for ergonomists and workplace managers are discussed with a participatory ergonomics approach recommended.

Practitioner summary: Creative employees are important to an organisation's innovation, productivity and sustainability. The survey identified health professionals perceive a need to improve job design and leadership factors at work to enhance and support employee creativity. There are implications for organisations and ergonomists to investigate the creative potential of work environments.     

Organizational Variables for Developing Collective Creativity in Business: A Case from an Italian Fashion Design Company

The goal of this article is to propose a theoretical framework for collective creativity within an organizational design perspective and to help clarify this concept and how collective creativity can be purposefully managed. In particular, this study identifies relevant organizational variables for enhancing collective creativity and examines the relationship between collective creativity and organizational performance. The research draws upon a survey developed in the context of an in‐depth collaborative research study with an Italian fashion design company. As the theory on collective creativity is quite dispersed, the first part of the article attempts to define collective creativity and integrate different theoretical perspectives. Then, method and empirical findings are described. In the last part, the discussion illustrates why it is important for researchers and practitioners to be aware of the concept of collective creativity and its purposeful management.     

创造力支持系统

创造力支持系统作为计算机应用一个新的研究方向,最近几年获得不少关注。在计算机强大功能的支持下,创造力支持系统可以协助人类创造性地解决问题,获得创造性的成果。文中在国内外学者研究成果的基础上,对创造力支持系统的概念、理论基础和软件进行了系统的介绍,同时根据已开发出的软件成果总结出创造力支持系统的几大特点,并将其与决策支持系统做了比较。     

Enterprise social networking usage as a moderator of the relationship between work stressors and employee creativity: A multilevel study

Enterprise social networking (ESN) techniques have been widely adopted by organizations to provide a platform for public communication among employees. Based on the job demand–control–support model and communication visibility theory, this study investigates how the relationships between the perceived work stressors of employees (i.e., challenge and hindrance stressors) and their creativity are moderated by team task- and relationship-oriented ESN usage. We used the hierarchical linear model to test this multilevel model. Results of a survey of 260 employees in 72 groups indicate that two ESN usage types differentially moderate the relationship between work stressors and employee creativity. Specifically, task-oriented ESN usage positively moderates the effects of the two types of stressors on employee creativity, whereas relationship-oriented ESN usage negatively moderates the relationship between hindrance stressors and employee creativity. Theoretical and practical implications are also discussed.     

The influence of objects on creativity

This study is an examination of how objects can influence creativity. Through a qualitative inquiry involving 22 consumers, the study sheds light on how objects can inform, inspire, and facilitate creativity. Specifically, the findings show that objects can physically inform and facilitate the creative process because of their material properties (i.e., colors, densities, masses, lengths, and shapes) and their embeddedness in object–human interaction networks. Although object agency is initially latent and located in the materiality of objects, it is unlocked during object–human interactions, ultimately enhancing creativity. The findings highlight an overlooked role of objects in creative processes. Further, this study contributes to the existing corpus of creativity research, which attributes creativity mostly to human agency, as rooted in human personality, human social systems, and human collaborations. The study also extends and supports object agency and service‐dominant logic discourses.     

Creativity in non‐routine jobs: The role of transformational leadership and organizational identification

An increasing number of individuals work in jobs with little standardization and repetition, that is, with high levels of job non‐routinization. At the same time, demands for creativity are high, which raises the question of how employees can use job non‐routinization to develop creativity. Acknowledging the importance of social processes for creativity, we propose that transformational leaders raise feelings of organizational identification in followers and that this form of identification then helps individuals to develop creativity in jobs with little routinization. This is because organizational members evaluate and promote those ideas as more creative, which are in line with a shared understanding of creativity within the organization. To investigate these relationships, we calculated a mediated moderation model with 173 leader–follower dyads from China. Results confirm our hypotheses that transformational leadership moderates the relationship between job non‐routinization on employee creativity through organizational identification. We conclude that raising feelings of social identity is a key task for leaders today, especially when working in uncertain and fast developing environments with little repetition and the constant need to develop creative ideas.     

“StoryWeb”: A storytelling‐based knowledge‐sharing application among multiple stakeholders

The research objective of this paper is to develop a storytelling‐based knowledge‐sharing application that enables users to co‐create their own stories for both individuals and groups. To address this, a design science research methodology was applied for elucidating users' requirements. As empirical evidence, a case study was conducted on the children's book industry to synthesize a knowledge‐sharing design application named “StoryWeb”. Usability tests were conducted to reconfigure users' feedback and suggestions after two StoryWeb prototypes were developed. This study makes three main contributions. First, it empirically tests individual's or group's creativity and co‐creation by a view of knowledge sharing. Second, it methodologically applies a design thinking approach into a knowledge‐sharing study. Third, it also practically suggests feasible guidelines for the creativity and innovation research community on which features of storytelling‐based applications can be configured.     

Individual profiles and team classes of the climate for creativity: A multilevel latent profile analysis

Understanding the team climate to enhance creativity is important in academia and industry given the need for organizations to respond to the changing environment. Research on team creativity is a relatively recent trend, but most studies have been conducted from a variable‐centered perspective. Despite the contributions of this type of research, there are limitations in understanding subgroups based on individuals' perceptions. To address the limitations, the purposes of this person‐centered study are firstly to identify individual‐level latent profiles and team‐level latent classes based on the climate for creativity, and secondly to examine the differences in individual‐ and team‐level outcomes between the identified profiles and classes. This study used multilevel latent profile analysis (MLPA) with 238 individuals in 26 project teams. We identified two individual profiles, high impediments and high stimulants, and two team classes, low impediments teams and mixed impediments teams. Low impediments teams included mostly high stimulants, and mixed impediments teams included half high stimulants and half low impediments. We further determined that high stimulants and low impediments teams showed higher individual‐ and team‐level outcomes than the other profile and class. This study theoretically and practically contributes to team creativity management from a person‐centered perspective.