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I want to be creative but … August 17, 2015

Posted by Miha Skerlavaj in creativity, journal.
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EJWOPDarija Aleksić, Matej Černe, Anders Dysvik and myself in European Journal of Work and Organizational Psychology with couple of thoughs about preference for creativity and the creative performance at work. And the way clarity of goals and work enjoyment might matter with this regard …

Abstract

In today’s quickly changing work environment, many individuals want to be creative at their workplace, but only some of them succeed at manifesting these tendencies. In three studies, using both field and experimental data, we focused on transforming individuals’ preference for creativity, defined as an inclination for liking and wanting to be creative, into actual creativity. We first conducted a pilot Study 1 to establish discriminant validity to related constructs and provided initial evidence on predictive and incremental validity of the preference-for-creativity scale. Next, we performed a field Study 2, where we found that transforming preferences for creativity into supervisor-rated creativity is contingent upon employees’ perceptions of clear outcome goals. Clear outcome goals fostered individuals’ preference for creativity to result in higher levels of supervisor-rated creative behaviour—a finding that was replicated in an experimental Study 3. Furthermore, we explored whether work enjoyment mediated the moderated relationship between preference for creativity and creative outcomes. The results supported our mediated moderation model, whereby the manipulation of clear goals led to higher work enjoyment, influencing individuals’ preference for creativity to result in higher ratings of their creative outcomes.

Leadership Quarterly: I get by with a little help from my supervisor May 19, 2014

Posted by Miha Skerlavaj in creativity, innovation, leadership.
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LQThis time our team (Matej Cerne, Anders Dysvik and myself) banged our heads together to see how important is leadership support for innovation process (idea implementation to be precise). I am truly proud to announce that editor and reviewers at prominent management journal Leadership Quarterly found our contribution significant both for leadership and innovation scholars as well as practitioners and have accepted it for publication. Below are some details:

Škerlavaj, Miha, Černe, Matej, & Dysvik, Anders (In press): I get by with a little help from my supervisor: Creative idea generation, idea implementation, and perceived supervisor support. Leadership Quarterly.

In two studies using both field (165 employees and their 24 direct supervisors from a manufacturing firm in Study 1) and experimental (123 second-year undergraduate student participants in lab Study 2) data, we explore how perceived supervisor support acts as a crucial contingency that enables higher levels of idea implementation from creative-idea generation. First, we suggest that excessive creative-idea generation (in terms of both frequency and creativity of ideas) can lead to diminished returns with regards to idea implementation. Drawing on a resource allocation framework, we hypothesize and find a curvilinear inverse U-shaped relationship between employee creative-idea generation and implementation. Second, we examine perceived supervisor support as a moderator of the curvilinear inverse U-shaped relationship between idea generation and implementation. In line with our second hypothesis, we find that higher levels of perceived supervisor support dampen the curvilinear relationship between creative-idea generation and idea implementation. Accordingly, perceived supervisor support seems to provide employees with access to resources and support needed for idea implementation, making highly creative ideas more implementable.

AMJ paper on knowledge hiding published February 27, 2014

Posted by Miha Skerlavaj in creativity, journal, knowledge hiding, mastery climate.
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Here we go, our eagerly expected Academy of Management Journal paper on knowledge hiding and creativity has been just released in print in the February 2014 issue. Welcome to read and comment!

CEEMAN Champion Research Award Interview December 19, 2013

Posted by Miha Skerlavaj in awards, creativity, innovation, knowledge management.
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In CEEMAN News 70, an interview with myself and doc.dr. Matej Cerne is published. It is within the context of the CEEMAN Champion Research Award we got for our research in the field of managing knowledge, creativity, and innovation. Welcome to read and comment …

Congruence in authentic leadership expectations and job satisfaction November 20, 2013

Posted by Miha Skerlavaj in leadership.
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AJM

The following article is now available online and in press.

Cerne, M., Maric, M., Dimovski, V., Penger, S., & Skerlavaj, M. (2014): Congruence of leader self-perceptions and follower perceptions of authentic leadership: Understanding what authentic leadership is and how it enhances employees’ job satisfaction, Australian Journal of Management: 39(3): 453-471 .

We propose and empirically test a multilevel model of cross-level interactions between leader self-perceptions (team level) and follower perceptions of authentic leadership on job satisfaction. Data from 24 supervisors and 171 team members were used. Applying hierarchical linear modelling, we found that follower perceptions of authentic leadership predict employee job satisfaction. We also found support for the interaction effect of leader self-perceptions and follower perceptions of authentic leadership in predicting job satisfaction, integrating the leader- and follower-centric perspectives of authentic leadership. Polynomial regression analysis further supported the fact that the congruence between leader self-perceptions and follower perceptions of authentic leadership is beneficial and that both need to be present at high levels to produce the most beneficial results in terms of followers’ job satisfaction.

Punished for witholding knowledge @ BI Leadership magazine November 15, 2013

Posted by Miha Skerlavaj in creativity, knowledge hiding.
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In the BI Leadership Magazine 2013/14, Matej Cerne, Christina Nerstad, Anders Dysvik and myself published a practitioner-oriented paper on the forthcoming February 2014 Academy of Management Journal article on knowledge hiding, motivational climate and creativity called Punished for withholding knowledge.

Friday seminar on job crafting November 13, 2013

Posted by Miha Skerlavaj in conferences.
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This Friday, 12.30 – 13.30, Sut I Wong Humborstad and myself will give a research seminar at the BI Norwegian Business School, Nydalsveien 37, Oslo, Norway. Exact location is Department of Leadership and Organisational Behaviour, A3 – 109. Title: Building Coalitions for Job Crafting: Leader-subordinate Autonomy Expectation (In)Congruence and Subordinate Perceived Competence Mobilization. Looking forward to a fruitful discussion. Welcome all of you interested in and curious about proactive behaviours at work and the ways to stimulate them!

Prosocial motivation – Video @ BI Leadership Toolbox November 6, 2013

Posted by Miha Skerlavaj in innovation, prosocial motivation, workshops.
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Research shows that giving- and helping-orientation in social interaction leads to better performance. Prosocial motivation can be a powerful and inexpensive source of performance boosting and this lecture aims to show some of the tools.

In the lecture series “Leaders Toolbox” is Miha Škerlavaj lecturing about “Prosocial motivation: How can internal and external beneficiaries inspire our work?(From BI Business Review, 2013)

BI Leadership toolbox on prosocial motivation October 6, 2013

Posted by Miha Skerlavaj in prosocial motivation, workshops.
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BIOn Friday, October 25th (8:00 – 9:30 AM), my-humble-self, Anders Dysvik and Arne Carlsen will talk to Norwegian executives at the BI Leadership Toolbox seminar series. The hot and emerging topic of prosocial motivation is highly relevant to anybody curious about what truly drives people at work to achieve extraordinary results.

Title:  Prosocial motivation – How can internal and external beneficiaries inspire our work?

Short description: There is increasing evidence that the primary job motivation is relational and other-focused. Prosocial motivation, the desire to protect and promote the well-being of others is an innovative approach to lead people at work. It builds upon the premise that beneficiaries (e.g. customers and coworkers) are best source of inspiration (as opposed to inspiring leaders prevalent in the current literature). Most recent research shows that giving- and helping-orientation in social interaction leads to better performance (creativity and innovation, knowledge sharing, work engagement, sales, accuracy, etc.). Hence, prosocial motivation can be a powerful and inexpensive source of performance boosting and this lecture aims to show some of the tools leaders can use to facilitate prosocial behaviors at work.

Welcome to join at BI Norwegian Business School, Nydalsveien 27, Oslo, Norway and register.

CEEMAN Research Award September 2, 2013

Posted by Miha Skerlavaj in awards, creativity, innovation, knowledge management.
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Cited from FELU webpages:CEEMAN Champions Research Award

The researchers from The Faculty of Economics University of Ljubljana and COBIK, Associate Professor Miha Škerlavaj, PhD and Assistant Professor Matej Černe, PhD have been selected as winners of the 2013 CEEMAN Champions’ Award in the Research category. Launched in 2010, the annual CEEMAN Champion Awards recognize and promote outstanding achievements of faculty, management, and staff from CEEMAN member institutions in the categories of teaching, research, institutional management, and responsible management education. The researchers have been awarded for their work focused on the study of knowledge and innovation management at the level of an individual, team, company, and economy. Such a holistic treatment of factors aimed at examining the context of knowledge, creativity and innovation management was designed to ultimately help organizations understand the conditions to achieve superior business performance and consequently the prosperity of society. Together, they have already published 24 SSCI-ranked papers in esteemed SCI/SSCI indexed journals, including one accepted for publication in The Academy of Management Journal, one of the highest ranked academic outlets in the field of management with a 2012 impact factor of 5.91. They will receive the award personally at the 21th CEEMAN Annual Conference Gala Dinner on September 27, 2013.

Kinda cool, I reckon. 🙂

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