The Experts below are selected from a list of 360 Experts worldwide ranked by ideXlab platform
Steven M. Farmer - One of the best experts on this subject based on the ideXlab platform.
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Creative Self-Efficacy Development and Creative Performance Over Time
Journal of Applied Psychology, 2011Co-Authors: Pamela Tierney, Steven M. FarmerAbstract:Building from an established framework of self-efficacy development, this study provides a longitudinal examination of the development of creative self-efficacy in an ongoing work context. Results show that increases in employee creative Role Identity and perceived creative expectation from supervisors over a 6-month time period were associated with enhanced sense of employee capacity for creative work. Contrary to what was expected, employees who experienced increased requirements for creativity in their jobs actually reported a decreased sense of efficaciousness for creative work. Results show that increases in creative self-efficacy corresponded with increases in creative performance as well.
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employee creativity in taiwan an application of Role Identity theory
Academy of Management Journal, 2003Co-Authors: Steven M. Farmer, Pamela Tierney, Kate KungmcintyreAbstract:This study tests a model of creative Role Identity for a sample of Taiwanese employees. Results showed creative Role Identity was predicted by perceived coworker creativity expectations, self-views of creative behaviors, and high levels of exposure to U.S. culture. Creativity was highest when a strong creative Role Identity was paired with perceptions that the employing organization valued creative work. Implications for managers and future creativity research are discussed.
Pamela Tierney - One of the best experts on this subject based on the ideXlab platform.
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Creative Self-Efficacy Development and Creative Performance Over Time
Journal of Applied Psychology, 2011Co-Authors: Pamela Tierney, Steven M. FarmerAbstract:Building from an established framework of self-efficacy development, this study provides a longitudinal examination of the development of creative self-efficacy in an ongoing work context. Results show that increases in employee creative Role Identity and perceived creative expectation from supervisors over a 6-month time period were associated with enhanced sense of employee capacity for creative work. Contrary to what was expected, employees who experienced increased requirements for creativity in their jobs actually reported a decreased sense of efficaciousness for creative work. Results show that increases in creative self-efficacy corresponded with increases in creative performance as well.
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employee creativity in taiwan an application of Role Identity theory
Academy of Management Journal, 2003Co-Authors: Steven M. Farmer, Pamela Tierney, Kate KungmcintyreAbstract:This study tests a model of creative Role Identity for a sample of Taiwanese employees. Results showed creative Role Identity was predicted by perceived coworker creativity expectations, self-views of creative behaviors, and high levels of exposure to U.S. culture. Creativity was highest when a strong creative Role Identity was paired with perceptions that the employing organization valued creative work. Implications for managers and future creativity research are discussed.
Marcia A Finkelstein - One of the best experts on this subject based on the ideXlab platform.
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applying theories of institutional helping to informal volunteering motives Role Identity and prosocial personality
Social Behavior and Personality, 2007Co-Authors: Marcia A Finkelstein, Michael T BrannickAbstract:Dispositional variables from a volunteer model were shown to apply to informal volunteering. The model integrates two theories of the volunteer process: functional analysis and Role Identity theory. Undergraduates, ( N = 139), completed an informal volunteer inventory, and measures of motives, Role Identity, and prosocial personality. Two dimensions of informal volunteering: people-oriented and task-oriented were revealed. Both correlated with motives for helping and Role Identity. The personality dimension of Helpfulness was associated with both Informal Volunteering - People (IVP) and Informal Volunteering - Task (IVT), while Other-oriented Empathy correlated only with IVP. This study is the first to demonstrate the applicability of a model of formal volunteering to ongoing informal helping. Variables heretofore conceptualized as describing individuals within organizations, are seen as equally important in initiating and sustaining informal helping.
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dispositional predictors of organizational citizenship behavior motives motive fulfillment and Role Identity
Social Behavior and Personality, 2006Co-Authors: Marcia A FinkelsteinAbstract:Constructs from a conceptual model of the volunteer process were applied to discretionary helping in the workplace (Organizational Citizenship Behavior or OCB). A total of 193 employees at 4 private companies completed anonymous surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the extent to which those motives were fulfilled by the behavior. Also assessed was the degree to which respondents developed an organizational citizen Role Identity. Amount of OCB and the strength of a citizen Identity correlated with two motives for helping, concern for coworkers and concern for the organization, as well as with the fulfillment of those motives. Impression management motives were related to citizenship behaviors directed toward coworkers but not to citizenship activities targeting the organization per se. Impression management goals also were unrelated to formation of a citizen Role Identity. The findings suggest that similar dispositional factors are involved in sustaining volunteerism and OCB.
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motive Role Identity and prosocial personality as predictors of volunteer activity
Social Behavior and Personality, 2005Co-Authors: Marcia A Finkelstein, Louis A Penner, Michael T BrannickAbstract:Constructs from the functional analysis and Role Identity models of volunteerism were combined in a study of activity and tenure among hospice volunteers. The influence of prosocial personality tendencies on sustained volunteer activity was also examined. The findings were most supportive of a Role Identity model of sustained volunteerism. Identity and perceived expectations emerged as the strongest predictors of both time spent volunteering and length of service. Initial motives for volunteering showed a weaker than expected relationship with volunteerism. Motives were, however, correlated with Role Identity and perceived expectations in an interpretable and theoretically coherent manner. The results provided preliminary support for a conceptual framework that integrates the functional and Identity approaches to understanding long-term volunteers.
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predicting organizational citizenship behavior integrating the functional and Role Identity approaches
Social Behavior and Personality, 2004Co-Authors: Marcia A Finkelstein, Louis A PennerAbstract:Motive and Role Identity, previously studied as predictors of volunteerism, were examined as correlates of another discretionary prosocial behavior, Organizational Citizenship Behavior (OCB). County employees (181 females, 62 males) completed questionnaires that measured frequency of OCB, motives for the behavior, and the degree to which the respondents had developed an organizational citizen Identity. Motives concerned with the desire to help coworkers and/or the organization proved to be better predictors of OCB than those concerned with the desire for Impression Management. A citizen Role Identity also correlated with citizenship behavior but, contrary to expectation, mediated the relationship between OCB and motive only partly. The findings suggest that similar mechanisms are involved in sustaining both volunteerism and OCB.
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dispositional and structural determinants of volunteerism
Journal of Personality and Social Psychology, 1998Co-Authors: Louise A Penner, Marcia A FinkelsteinAbstract:The dispositional and structural correlates of volunteerism were examined in a panel study. AIDS service organization volunteers answered questions about affect toward the organization, organizational commitment, motives for volunteering, and a prosocial personality orientation. These measures were used to predict 4 volunteer-related behaviors. Length of service was weakly correlated with the 3 other volunteer behaviors. Altruistic motives and prosocial personality characteristics predicted several of the volunteer behaviors. Initial levels of volunteer activity and organizational commitment also predicted final levels of volunteer activity, but these effects were mediated through intermediate levels of volunteer activities. The findings are discussed within the context of the volunteer process model and Role Identity models of volunteerism.
Borshiuan Cheng - One of the best experts on this subject based on the ideXlab platform.
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when does benevolent leadership lead to creativity the moderating Role of creative Role Identity and job autonomy
Journal of Organizational Behavior, 2009Co-Authors: Anchih Wang, Borshiuan ChengAbstract:Summary The present study identified creative Role Identity and job autonomy as two moderators that influence the relationship between benevolent leadership, a leadership style that prevails in paternalistic contexts, and creativity. Using 167 dyads of supervisor and subordinate as a sample, we found that both creative Role Identity and job autonomy have significant moderating effects: When each moderator is high, the positive relationship between benevolent leadership and creativity is stronger; when each moderator is low, this relationship is weaker. Our results suggest that the effect of benevolent leadership upon creativity is dependent on the coexistence of important individual and contextual factors. Copyright # 2009 John Wiley & Sons, Ltd.
Jane Allyn Piliavin - One of the best experts on this subject based on the ideXlab platform.
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Role Identity organizational experiences and volunteer performance
Personality and Social Psychology Bulletin, 2000Co-Authors: Jean A Grube, Jane Allyn PiliavinAbstract:The central focus of this research is on the development and testing of a theoretical framework to understand performance and retention of volunteers. The framework is centered on Identity theory and includes both general and specific Role Identity as well as organizational variables. Data were obtained from two samples of volunteers for the American Cancer Society (ACS). Specific Role Identity as an ACS volunteer is predicted from general Role Identity and several factors related to perceived experiences in the organization. Specific Role Identity explains significant amounts of variance in the number of hours worked for ACS and other organizations as well as intent to remain an ACS volunteer. Results also suggest that volunteers may experience conflicts between the demands of their general and specific Role identities. Finally, the effects of ACS Role Identity on volunteer behavior are compared with those of organizational commitment.
