The impact of organizational values on the perception of incentives and barriers to creativity in the work place
| Autor(a) principal: | |
|---|---|
| Data de Publicação: | 2012 |
| Tipo de documento: | Artigo |
| Idioma: | por |
| Título da fonte: | RAM. Revista de Administração Mackenzie |
| Texto Completo: | https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849 |
Resumo: | The objective of the present article is to investigate the impact of organizational values in the perception of incentives and barriers to the creativity in the work place. Organizational creativity results from a complex combination of personal, historical, social and cultural factors. Thus, the latest models of creativity include the interaction of personal and contextual aspects to explain the phenomenon of creative expression. In the specific case of organizational culture, its influence on the manifestation of creativity would happen through the values. However, in spite of this relationship be frequently mentioned in the literature, they were not found empiric studies that relate the organizational values as antecedents of the organizational creativity. For data collection two scales were used: the Profiles of Organizational Values Inventory and the Support and Resistance to New Ideas Scale. The data was obtained from a sample of 2.171 employees of a Brazilian bank. The relationship between values and organizational creativity was evaluated through regressions multiple stepwise. The results of this research corroborate the idea that the organizational values are important factors in the prediction of the support and of the resistance to the innovation in organizations. Autonomy, value that sends to the degree of freedom that the employee has to make decisions and to do their own choices, appeared as the best preditor of the support as of the resistance of the organization in accepting new ideas. Tradition and domain, correlated positively with the barriers to creativity in the workplace, appearing as counterpoint to the values that benefit the expression of creativity. This study contributes to a better understanding of the creativity predictors. Also confirming the practical applicability of this line of research - incentives and barriers to creativity in organizational-, it enables the identification of those elements of the work context that need intervention in order to facilitate the manifestation of creativity in organizations. |
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The impact of organizational values on the perception of incentives and barriers to creativity in the work placeEl impacto de los valores organizacionales en la percepción de estímulos y barreras a la creatividad en el ambiente de trabajoO impacto dos valores organizacionais na percepção de estímulos e barreiras à criatividade no ambiente de trabalhoValores organizacionaisCriatividade organizacionalEstímulos e barreiras à criatividadePreditores da criatividadeInovação.The objective of the present article is to investigate the impact of organizational values in the perception of incentives and barriers to the creativity in the work place. Organizational creativity results from a complex combination of personal, historical, social and cultural factors. Thus, the latest models of creativity include the interaction of personal and contextual aspects to explain the phenomenon of creative expression. In the specific case of organizational culture, its influence on the manifestation of creativity would happen through the values. However, in spite of this relationship be frequently mentioned in the literature, they were not found empiric studies that relate the organizational values as antecedents of the organizational creativity. For data collection two scales were used: the Profiles of Organizational Values Inventory and the Support and Resistance to New Ideas Scale. The data was obtained from a sample of 2.171 employees of a Brazilian bank. The relationship between values and organizational creativity was evaluated through regressions multiple stepwise. The results of this research corroborate the idea that the organizational values are important factors in the prediction of the support and of the resistance to the innovation in organizations. Autonomy, value that sends to the degree of freedom that the employee has to make decisions and to do their own choices, appeared as the best preditor of the support as of the resistance of the organization in accepting new ideas. Tradition and domain, correlated positively with the barriers to creativity in the workplace, appearing as counterpoint to the values that benefit the expression of creativity. This study contributes to a better understanding of the creativity predictors. Also confirming the practical applicability of this line of research - incentives and barriers to creativity in organizational-, it enables the identification of those elements of the work context that need intervention in order to facilitate the manifestation of creativity in organizations.El objetivo del presente estudio es investigar el impacto de los valores organizacionalies en la percepción de los estímulos y las barreras a la creatividad en el trabajo. La creatividad organizacional resulta de una compleja combinación de factores personales, históricos, sociales y culturales. Así, los últimos modelos de la creatividad incluyen la interacción de los aspectos personales y contextuales para explicar el fenómeno de la expresión de la creatividad. En el caso específico de la cultura organizacional, su influencia en la manifestación de la creatividad se produce a través de los valores. Sin embargo, aunque esta relación sea citado repetidamente en la literatura , no existen estudios empíricos que relacionen los valores organizacionales como antecedentes de la creatividad. Para la recolección de datos se utilizaron dos escalas: Inventario de Perfiles de Organizacionales y la Escala de Soporte y Resistencia a Nuevas Ideas. Participaran de este estúdio 2.171 empleados de una institución financiera. La relación entre los valores y la creatividad de la organización se evaluó mediante regresión múltiple stepwise. Nuestros resultados apoyan la idea de que los valores de la organización son importantes factores contextuales en la predicción de soporte y resistencia a la. Autonomía, valor que se refiere al grado de libertad que el empleado tiene para tomar decisiones y hacer sus propias opciones, emergió como el mejor predictor de resistencia y apoyo a la organización a aceptar nuevas ideas. Los valores tradición y dominio, se correlacionó positivamente con las barreras a la creatividad en el lugar de trabajo. Este estudio contribuye a una mejor comprensión de los antecedentes contextuales del fenómeno creativo. Además de confirmar la aplicabilidad práctica de esta línea de investigación - los incentivos y las barreras a la creatividad en la organización, ya que permite la identificación oportuna de los elementos del contexto de trabajo que necesitan una intervención con el fin de facilitar la manifestación de la creatividad en las organizaciones.O objetivo deste estudo é investigar o impacto dos valores organizacionais na percepção de estímulos e barreiras à criatividade no ambiente de trabalho. A criatividade organizacional resulta de uma complexa combinação de fatores pessoais, históricos, sociais e culturais. Assim, os modelos mais recentes de criatividade contemplam o inter-relacionamento de aspectos pessoais e contextuais para explicar a expressão do fenômeno criativo. No caso específico da cultura organizacional, sua influência na manifestação da criatividade ocorreria por meio dos valores. Contudo, apesar desta relação ser recorrentemente citada na literatura, não foram encontrados estudos empíricos que relacionassem os valores organizacionais como antecedentes da criatividade organizacional. Para coleta de dados foram utilizadas duas escalas: Inventário de Perfis de Valores Organizacionais e Escala de Apoio e Resistência a Ideias Novas. Participaram 2.171 respondentes, empregados de uma instituição financeira. A relação entre valores e criatividade organizacionais foi avaliada por meio de regressões múltiplas stepwise. Os resultados desta pesquisa corroboram a ideia de que os valores organizacionais são fatores contextuais importantes na predição do apoio e da resistência à novidade no ambiente de trabalho. Autonomia, valor que remete ao grau de liberdade que o funcionário tem para tomar decisões e fazer suas próprias escolhas, surgiu como o melhor preditor tanto do apoio quanto da resistência da organização em aceitar novas ideias. Tradição e domínio, relacionando-se positivamente com as barreiras à criatividade no ambiente de trabalho, aparecem como contraponto aos valores que beneficiam a expressão da criatividade. Este estudo contribuiu para uma maior compreensão dos antecedentes contextuais do fenômeno criativo. Ratificando também a aplicabilidade prática desta linha de estudos - estímulos e barreiras à criatividade no âmbito organizacional-, uma vez que possibilita a identificação pontual daqueles elementos do contexto de trabalho que necessitam de intervenção, a fim de favorecer a manifestação da criatividade nas organizações.Editora Mackenzie2012-03-30info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionPesquisa empírica quantitativa e correlacionalapplication/pdfapplication/vnd.openxmlformats-officedocument.wordprocessingml.documentapplication/vnd.openxmlformats-officedocument.wordprocessingml.documentapplication/vnd.openxmlformats-officedocument.wordprocessingml.documenthttps://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849Revista de Administração Mackenzie; Vol. 13 No. 3 (2012): Thematic Special Edition on Human Values and Management: Theoretical and Methodological AdvancesRevista de Administração Mackenzie; Vol. 13 Núm. 3 (2012): Edición Especial Temática en Valores Humanos y Gestión: Avances Teóricos y MetodológicosRevista de Administração Mackenzie (Mackenzie Management Review); v. 13 n. 3 (2012): Edição Edição Especial Temática sobre Valores Humanos e Gestão: Avanços Teóricos e Metodológicos1678-69711518-6776reponame:RAM. Revista de Administração Mackenzieinstname:Universidade Presbiteriana Mackenzie (MACKENZIE)instacron:MACKENZIEporhttps://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/3446https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/8426https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/8427https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/8428Copyright (c) 2015 Revista de Administração Mackenzieinfo:eu-repo/semantics/openAccessBedani, Marcelo2012-07-02T17:08:10Zoai:ojs.editorarevistas.mackenzie.br:article/3849Revistahttps://editorarevistas.mackenzie.br/index.php/RAM/PUBhttps://editorarevistas.mackenzie.br/index.php/RAM/oairevista.adm@mackenzie.br1678-69711518-6776opendoar:2024-04-19T17:00:49.933935RAM. Revista de Administração Mackenzie - Universidade Presbiteriana Mackenzie (MACKENZIE)false |
| dc.title.none.fl_str_mv |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place El impacto de los valores organizacionales en la percepción de estímulos y barreras a la creatividad en el ambiente de trabajo O impacto dos valores organizacionais na percepção de estímulos e barreiras à criatividade no ambiente de trabalho |
| title |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place |
| spellingShingle |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place Bedani, Marcelo Valores organizacionais Criatividade organizacional Estímulos e barreiras à criatividade Preditores da criatividade Inovação. |
| title_short |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place |
| title_full |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place |
| title_fullStr |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place |
| title_full_unstemmed |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place |
| title_sort |
The impact of organizational values on the perception of incentives and barriers to creativity in the work place |
| author |
Bedani, Marcelo |
| author_facet |
Bedani, Marcelo |
| author_role |
author |
| dc.contributor.author.fl_str_mv |
Bedani, Marcelo |
| dc.subject.por.fl_str_mv |
Valores organizacionais Criatividade organizacional Estímulos e barreiras à criatividade Preditores da criatividade Inovação. |
| topic |
Valores organizacionais Criatividade organizacional Estímulos e barreiras à criatividade Preditores da criatividade Inovação. |
| description |
The objective of the present article is to investigate the impact of organizational values in the perception of incentives and barriers to the creativity in the work place. Organizational creativity results from a complex combination of personal, historical, social and cultural factors. Thus, the latest models of creativity include the interaction of personal and contextual aspects to explain the phenomenon of creative expression. In the specific case of organizational culture, its influence on the manifestation of creativity would happen through the values. However, in spite of this relationship be frequently mentioned in the literature, they were not found empiric studies that relate the organizational values as antecedents of the organizational creativity. For data collection two scales were used: the Profiles of Organizational Values Inventory and the Support and Resistance to New Ideas Scale. The data was obtained from a sample of 2.171 employees of a Brazilian bank. The relationship between values and organizational creativity was evaluated through regressions multiple stepwise. The results of this research corroborate the idea that the organizational values are important factors in the prediction of the support and of the resistance to the innovation in organizations. Autonomy, value that sends to the degree of freedom that the employee has to make decisions and to do their own choices, appeared as the best preditor of the support as of the resistance of the organization in accepting new ideas. Tradition and domain, correlated positively with the barriers to creativity in the workplace, appearing as counterpoint to the values that benefit the expression of creativity. This study contributes to a better understanding of the creativity predictors. Also confirming the practical applicability of this line of research - incentives and barriers to creativity in organizational-, it enables the identification of those elements of the work context that need intervention in order to facilitate the manifestation of creativity in organizations. |
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2012 |
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2012-03-30 |
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info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion Pesquisa empírica quantitativa e correlacional |
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https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/3446 https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/8426 https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/8427 https://editorarevistas.mackenzie.br/index.php/RAM/article/view/3849/8428 |
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Copyright (c) 2015 Revista de Administração Mackenzie |
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Editora Mackenzie |
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Editora Mackenzie |
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Revista de Administração Mackenzie; Vol. 13 No. 3 (2012): Thematic Special Edition on Human Values and Management: Theoretical and Methodological Advances Revista de Administração Mackenzie; Vol. 13 Núm. 3 (2012): Edición Especial Temática en Valores Humanos y Gestión: Avances Teóricos y Metodológicos Revista de Administração Mackenzie (Mackenzie Management Review); v. 13 n. 3 (2012): Edição Edição Especial Temática sobre Valores Humanos e Gestão: Avanços Teóricos e Metodológicos 1678-6971 1518-6776 reponame:RAM. Revista de Administração Mackenzie instname:Universidade Presbiteriana Mackenzie (MACKENZIE) instacron:MACKENZIE |
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