TY - GEN
T1 - The role of HRM as an enabler of creativity
T2 - 18th European Conference on Research Methodology for Business and Management Studies
AU - Kulichyova, Anastasia
AU - Moffett, Sandra
AU - McKnight, Judith
N1 - Publisher Copyright:
© 2019 Academic Conferences Limited. All rights reserved.
DOI is to the book of abstracts - 10.34190/RM.19.032
PY - 2019/6/20
Y1 - 2019/6/20
N2 - This paper investigates the strategic role of HRM as a facilitator of more creative behaviours amongst employees. Although creativity has broadly been recognised as an essential ingredient of long-term organisational success (Aleksić et al, 2016; Curado, 2017), evidence suggests that much remains hidden in the current state of research (Martin and Wilson, 2017). For instance, it is still unclear whether and how creativity enhancing strategies can reduce the negative effect of less creative behaviours of employees on their performance and overall organisational effectiveness. The scant research to date highlights that certain Human Resource Development (HRD) interventions can evoke an opportunity of organisational and personal growth, due to developing and unleashing untapped human expertise (Gilley et al, 2011). However, no previous work has empirically tested the fit between strategic HRD and individual creative behaviours (Loewenberger, 2016). This paper adopts a mixed method research design, demonstrating a more inclusive approach to the challenge of human creativity at work. By encouraging participants to complete a multi-faceted self-assessment tool and engage in creative HRD interventions (workshop) we aim to detect changes in individual creative behaviour. Quantitative data is based on analysis of individual responses to the self-assessment tool, and qualitative data emerges from the workshop. The preliminary results of the pilot study suggest that participants find such a research approach a useful exercise, contributory to their creative thinking. As a result of the study, a model of creativity will be generated, grounded on the insights from the dynamic componential model of creativity (Amabile and Pratt, 2016), the model of creative problem-solving (Treffinger et al, 2008), and the concept of human flourishing (McCormack and Titchen, 2014). A complex self-assessment tool will be developed, allowing for the simultaneous and in-depth evaluation of various creativity-related parameters: personality traits, self-concept characteristics, and perceptions of the work environment. Research findings will be published in 3-star journals and a PhD thesis.
AB - This paper investigates the strategic role of HRM as a facilitator of more creative behaviours amongst employees. Although creativity has broadly been recognised as an essential ingredient of long-term organisational success (Aleksić et al, 2016; Curado, 2017), evidence suggests that much remains hidden in the current state of research (Martin and Wilson, 2017). For instance, it is still unclear whether and how creativity enhancing strategies can reduce the negative effect of less creative behaviours of employees on their performance and overall organisational effectiveness. The scant research to date highlights that certain Human Resource Development (HRD) interventions can evoke an opportunity of organisational and personal growth, due to developing and unleashing untapped human expertise (Gilley et al, 2011). However, no previous work has empirically tested the fit between strategic HRD and individual creative behaviours (Loewenberger, 2016). This paper adopts a mixed method research design, demonstrating a more inclusive approach to the challenge of human creativity at work. By encouraging participants to complete a multi-faceted self-assessment tool and engage in creative HRD interventions (workshop) we aim to detect changes in individual creative behaviour. Quantitative data is based on analysis of individual responses to the self-assessment tool, and qualitative data emerges from the workshop. The preliminary results of the pilot study suggest that participants find such a research approach a useful exercise, contributory to their creative thinking. As a result of the study, a model of creativity will be generated, grounded on the insights from the dynamic componential model of creativity (Amabile and Pratt, 2016), the model of creative problem-solving (Treffinger et al, 2008), and the concept of human flourishing (McCormack and Titchen, 2014). A complex self-assessment tool will be developed, allowing for the simultaneous and in-depth evaluation of various creativity-related parameters: personality traits, self-concept characteristics, and perceptions of the work environment. Research findings will be published in 3-star journals and a PhD thesis.
KW - Creative behaviour
KW - Employee creativity
KW - HRD intervention
KW - Mixed method
UR - http://www.scopus.com/inward/record.url?scp=85069815687&partnerID=8YFLogxK
UR - http://www.wikicfp.com/cfp/servlet/event.showcfp?eventid=79379©ownerid=8438
UR - https://pure.ulster.ac.uk/en/publications/the-role-of-hrm-as-an-enabler-of-creativity-initial-research-find
M3 - Conference contribution
AN - SCOPUS:85069815687
T3 - Proceedings of the European Conference on Research Methods in Business and Management Studies
SP - 370
EP - 377
BT - Proceedings of the 18th European Conference on Research Methodology for Business and Management Studies, ECRM 2019
A2 - Stacey, Anthony
PB - Academic Conferences Limited
Y2 - 20 June 2019 through 21 June 2019
ER -