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The Influence of Organizational Tightness-Looseness, Self-Monitoring, and Performance Standards on Creativity.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	The Influence of Organizational Tightness-Looseness, Self-Monitoring, and Performance Standards on Creativity./
作者:	Nandi, Sampoorna.
面頁冊數:	1 online resource (57 pages)
附註:	Source: Masters Abstracts International, Volume: 84-12.
Contained By:	Masters Abstracts International84-12.
標題:	Social psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9798379714611

The Influence of Organizational Tightness-Looseness, Self-Monitoring, and Performance Standards on Creativity.
Nandi, Sampoorna.

The Influence of Organizational Tightness-Looseness, Self-Monitoring, and Performance Standards on Creativity. - 1 online resource (57 pages)

Source: Masters Abstracts International, Volume: 84-12.

Thesis (M.S.)--The University of Texas at Arlington, 2023.

Includes bibliographical references

My research study seeks to experimentally investigate the main effect of cultural tightness-looseness within organizations on employees' creative performance in terms of the criteria of the specific creative process (idea generation versus evaluation). Specifically, I hypothesized that employees in tight (versus loose) organizational cultures will be better at generating more useful (versus original) ideas. Furthermore, employees in tight (versus loose) organizational cultures were hypothesized to be stronger at idea evaluation (marked by number, depth, specificity, and usefulness) and employees in loose (versus tight) organizational cultures are expected to be stronger at idea generation (marked by fluency, originality, and quality). Furthermore, this research examined if explicit performance standards (innovative versus operative) and employee self-monitoring (high versus low) interacted with organizational tightness-looseness to predict differences in creative performance. The study found that high self-monitoring employee generated significantly more creative ideas. No other main or interaction effects were found to be significant. Theoretical and managerial implications for this research are discussed.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798379714611Subjects--Topical Terms:

554804
Social psychology.
Subjects--Index Terms:

Organizational tightness-loosenessIndex Terms--Genre/Form:

554714
Electronic books.

The Influence of Organizational Tightness-Looseness, Self-Monitoring, and Performance Standards on Creativity.
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504 $a Includes bibliographical references
520 $a My research study seeks to experimentally investigate the main effect of cultural tightness-looseness within organizations on employees' creative performance in terms of the criteria of the specific creative process (idea generation versus evaluation). Specifically, I hypothesized that employees in tight (versus loose) organizational cultures will be better at generating more useful (versus original) ideas. Furthermore, employees in tight (versus loose) organizational cultures were hypothesized to be stronger at idea evaluation (marked by number, depth, specificity, and usefulness) and employees in loose (versus tight) organizational cultures are expected to be stronger at idea generation (marked by fluency, originality, and quality). Furthermore, this research examined if explicit performance standards (innovative versus operative) and employee self-monitoring (high versus low) interacted with organizational tightness-looseness to predict differences in creative performance. The study found that high self-monitoring employee generated significantly more creative ideas. No other main or interaction effects were found to be significant. Theoretical and managerial implications for this research are discussed.
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653 $a Idea evaluation
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