How does creativity occur in teams? An empirical test
| dc.contributor.advisor | Shapiro, Debra L | en_US |
| dc.contributor.author | Jin, Sirkwoo | en_US |
| dc.contributor.department | Business and Management: Management & Organization | en_US |
| dc.contributor.publisher | Digital Repository at the University of Maryland | en_US |
| dc.contributor.publisher | University of Maryland (College Park, Md.) | en_US |
| dc.date.accessioned | 2010-10-07T06:09:13Z | |
| dc.date.available | 2010-10-07T06:09:13Z | |
| dc.date.issued | 2010 | en_US |
| dc.description.abstract | Organizations benefit when workteams produce more rather than less creativity. What actions in organizations help this to occur - on the part of team leaders and team members? This is the primary question that my dissertation aims to answer. More specifically, I hypothesize that team leaders' behaviors (e.g., transformational, empowering, and boundary-working behaviors) lead to team members' affective and cognitive experiences (e.g., positive group affective tone, team empowerment) that in turn lead to teamwork processes (e.g., information sharing and boundary-spanning among team members) that ultimately lead to team creativity. Thus, my dissertation attempts to explain how and why team creativity occurs. Results from 52 organizational R&D teams suggest support for these hypothesized relationships and for the theoretical model overall. I conclude by discussing my findings' implications for managers and management scholars interested in enhancing team creativity. | en_US |
| dc.identifier.uri | http://hdl.handle.net/1903/10940 | |
| dc.subject.pqcontrolled | Business Administration, Management | en_US |
| dc.subject.pquncontrolled | creativity | en_US |
| dc.subject.pquncontrolled | innovation | en_US |
| dc.subject.pquncontrolled | teams | en_US |
| dc.title | How does creativity occur in teams? An empirical test | en_US |
| dc.type | Dissertation | en_US |
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