Providing a model for the development of individual and organizational creativity Based on the role of social network tie and organizational commitment of agricultural extension experts in Isfahan province
Subject Areas : Organizational and managerial creativity-logy, creativity and innovation managementParvin Hajiagha 1 , Amir Alambaigi 2 , Seyed Ahmadreza Pishbin 3 , Sara Jalilian 4
1 - departmant of Agricultural Extension and Education, College of Economic and development Agriculture, University of tehran
2 - Faculty Member of Tehran University
3 - Faculty Member of Tehran University
4 - Ph.D. Student / Department of Agricultural Extension and Education / University of Tehran
Keywords: Organizational Commitment, Organizational Creativity, Individual Creativity, Social Network tie, Agricultural Extension Experts,
Abstract :
Context: Looking at the complexity of community change, organizations in the near future will only be able to survive when they are able to take advantage of their capabilities, commitment, and manpower at all levels of the organization. Aim: Therefore, in this research, the aim was to investigate the effect of social network tie and organizational commitment in organizational development Agricultural Extension Experts on the incidence of individual and organizational creative behavior with the presence of the component of organizational commitment in Isfahan province. Method: The statistical population of this research were 170 people from agricultural extension experts of Agriculture Jihad in Isfahan province. The data collection tool was a standard questionnaire with Likert's five-point option and for determining the validity of the face validity method, with the opinion of the professors as well as the validity of the construct. In order to measure the reliability of the research instrument, the reliability of the combination (CR) and also the Cronbach's alpha method were used. The Cronbach's alpha coefficient for individual creativity dimension (0.827), organizational creativity (0.937), organizational commitment (0.719) and social network tie (0.871) was calculated. In this research, the information obtained from the questionnaire in the descriptive section was analyzed using software and then in the inferential part by structural equation modeling (SEM) using SMART PLS software. Result: The results show that the relationship between social network tie and organizational commitment on individual and organizational creativity was positive and meaningful. It was also found that providing a model for the development of individual and organizational creativity based on the effect of social network tie on the mediating variable of organizational commitment with a coefficient of 0.153 on individual creativity and a coefficient of 0.236 on organizational excellence that has an indirect effect in the society under study. Therefore, it can be said that the social network tie with organizational commitment has a positive and significant relationship, due to organizational commitment, has a positive effect on the incidence of creative behavior in the studied population.
حاجلو، نادر؛ صبحیقرامکی، ناصر؛ امامی، فاطمه.(1391). بررسی رابطهی بین خلاقیت سازمانی و استرس شغلی و انگیزش پیشرفت با تعهد سازمانی پرستاران. مطالعاتروانشناختیدانشکدهعلوم تربیتیوروانشناسیدانشگاهالزهرا، 8(3)، 90 - 106 .
خانلری، امیر؛ سبزهعلی، رضوان.(1393). بررسی رابطة یادگیری سازمانی و عملکرد مالی از طریق فرایند نوآوری در شرکتهای صنعتی گلپایگان. مدیریتبازرگانی، دوره 6، شماره 4. زمستان 1393، 773- 790.
رحمانزاده، علی.(1395). عوامل سازمانی موثر بر ارتقای خلاقیت و نوآوری در سازمان صدا و سیما. فصلنامهی علمی، پژوهشی ابتکار و خلاقیت در علوم انسانی. دورهی ششم، شمارهی سه، زمستان 95، 1-34.
رنگریز، حسن؛ رضایی، سعید.(1394). بررسی تأثیر صدای کارمند بر خلاقیت و عملکرد کارکنان با میانجیگری درگیری شغلی. مدیریتفرهنگسازمانی، دورة 31، شمارة 1، پاییز 1394. 833-856.
سید جوادین، سیدرضا.(1390). مبانی سازمان و مدیریت. تهران: نگاه دانش.
صادقی مال امیری، منصور. (1394). تئوری سیستمی خلاقیت در سازمان. فصلنامهی علمی، پژوهشی ابتکار و خلاقیت در علوم انسانی. دوره چهارم، شماره چهارم، بهار 1394، 163-207.
قنبری،س. و حجازی، ن .(1390). بررسیاثرتعاملیبینابعادرضایتشغلیوتعهد سازمانی، 12 (29)، 69.
کاظمی، فاطمه؛ نادری، حبیبالله؛ هاشمی، سهیلا؛ میکاییلی، فرزانه.(1396). ارائه مدل علی برای خلاقیت دانشجویان براساس متغیرهای فردی(خودکارآمدی عمومی، خودکارآمدی خلاق، خردمندی و انگیزش درونی) و اجتماعی(جو دانشگاه). فصلنامهی علمی، پژوهشی ابتکار و خلاقیت در علوم انسانی. دورهی هفتم، شمارهی یک، تابستان 96، صص 71-100.
گنجی، کامران؛ تقوی، سعیده؛ عظیمی، فتانه.(1394). فراتحلیل متغیرهای همبسته با خلاقیت. فصلنامه علمی پژوهشی ابتکار و خلاقیت در علوم انسانی. دورهی چهارم، شمارهی چهارم، بهار 1394، صص 1-49.
مرتضوی، سعید، ناظم، شمسالدین، پریشانی فروشانی، حمیده.(1395). بررسی نقش واسط خلاقیت در رابطه ی بین توانمندی روانشناختی و تعهد کارکنان. فصلنامهعلمی – پژوهشیمطالعاتمدیریت(بهبودوتحول)، سال بیست و پنجم، شماره 81، پاییز 95، 101- 122.
مقیمی، سید محمد؛ رمضان، مجید.(1390ب). پژوهشنامه مدیریت، مدیریت دانش و فناوری اطلاعاتتهران: تهران: راهدان.
الوانی، محسن، رضوی، عاطفه. (1393). بررسی نقش و تأثیر شبکههای اجتماعی سازمانی برتحول سازمانی. کنفرانسبینالمللیمدیریتومهندسیصنایع(سال:1393). قابل دسترسی: www.CIVILICA.com.
وصال، سمیه. (1391). بررسی تأثیر شبکههای اجتماعی بر هویت کارکنان در شرکت آب منطقه‌ای خراسان شمالی. پایان‌نامه کارشناسی ارشد. غیردولتی - مؤسسه‌های آموزش عالی غیردولتی‌ـ غیرانتفاعی - موسسه آموزش عالی الکترونیکی - مجازی مهر البرز - دانشکده مدیریت . 1391 .
Akgunduz, Y., Alkan, C., & Adan Gok, O. (2018). Perceived organizational support, employee creativity and proactive personality: The mediating effect of meaning of work. Journal of Hospitality and Tourism Management, 34, 105-114.
Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of affective continuance, and normative commitment to the organization. Journal of occupational psychology, 63 (1). 1-18.
Amabile TM. (1997) Motivating creativity in organizations: on doing what you love and loving what you do. California Manegement Review, vol 40, no 1.
Amabile, T. (1998). How to kill creativity. Harvard Business Review, 76, 76–87.
Baear, M. (2010). The Strength-of-Weak-Ties Perspective on Creativity: A Comprehensive Examination and Extension. Journal of Applied Psychology, Vol. 95, No. 3, 592–601, 2010.
Baer, M. (2010). The strength-of-weak-ties perspective on creativity: A comprehensive examination and extension. Journal of Applied Psychology, 95, 592.
Bharadwaj, S., & Menon, A. (2000). Making innovation happen in organizations: Individual creativity mechanism, organizational creativity mechanism or both? Journal of Product Innovation Management, 17, 424-434.
Bizzi, L. (2013). Networks and bias in the performance appraisal of human resources: A multilevel theory. Paper presented at the Academy of Management Proceedings, Orlando, FL.
Brass, D.J. (1984). Being in the right place: A structural analysis of individual influence in an organization. Administrative, Bus 5,177–193.
Burt, R.S. (2004). Structural holes and good ideas. American Journal of Sociology, 110, 349–399.
Burt, R.S., Jannotta, J.E., & Mahoney, J.T. (1998). Personality correlates of structural holes. Social networks, 20, 63–87.
Castro LM, Montoro-Sanchez A, Ortiz-De-Urbina-Criado M (2011) Innovation in services industries: current and future trends, Science Quarterly, 29, 518–539.
Cekmecelioglu, G. H., (2006). Effects of job satisfaction and organizational commitment on creativity. Iktisat Isletme ve Finans 21 (243), 120-131.
Chaharbaghi, K., & Cripps, S. (2007). Collective creativity: wisdom or oxymoron?. Journal of European Industrial Training, 31(8), 626 – 638.
Chen, Y., Shin, A., Hsiang, H., and Tang Fan, k. (2009). The Eeffect of organizational change on Creativity, Job Satisfaction, organizational Commitment, and work performance. ASBBS Annual Conferenc. Do. Calif Manag Rev, 40, 39 –58.
Crevani L, Palm K, Schilling A. (2011). Innovation management in service firms: a research agenda. Serv current and future trends. Serv Ind J, 31,7–20.
Doran, J., & Ryan, G. (2017). The role of stimulating employees’ creativity and idea generation in encouraging innovation behaviour in Irish firms. Irish Journal of Management, 36(1), 32-48.
Estiningtyas, E.S., & Darmanto, S. (2018). Mediating role of organizational commitment in developing employee performance- (Study in regional Secretariat of Blora Region, Central Java, Indonesia). International Journal of Research, 6 (2), 283-291.
Fleming, L., Mingo, S., & Chen, D. (2007). Collaborative brokerage, generative creativity, and creative success. Administrative Science Quarterly, 52, 443–475.
George, J.M., and Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavio0r: An interactional approach. Journal of Applied Psychology, 86, 513–524.
Gilson, L. L; Mathiew, J. E, Shalley, C. E.; Ruddy, T. M (2006) Creativity and Standardization: Complimentary or Conflicting Drivers of Team Effectiveness? Academy Of Management Journal, 48(9), 521 – 531.
Granovetter, M. (1983). The strength of weak ties: A network theory revisited. Sociological Theory, 1, 201–233.
Hou Y., GAO G., Wang F., Li T., & Yu Z. (2011).Organizational Commitment and Creativity: the Inuence of Thinking Styles. Annals of Economics and Finance, 12-2, 411-431.
Johnson, R. E., C. H. Chang, and L.Q; Yang Commitment and Motivation at Work: The Relevance of Employee Identity and Regulatory Focus. The Academy of Management Review (AMR), 35(2), 226-245, 2010.
Kim S., Shung J.S., Jiseon S., & Miller D. Social Networks and Individual Creativity: The Role of Individual Differences. The Journal of Creative Behavior, Vol. 0, pp. 1–17, 2016.
Kuo, T., An Ho, L., Lin, C., & Kuei L.K.(2010).Employee empowerment in a technology advanced work envirment. Industriual management & Data system, 110(1), 24-42.
Leonard, D., & Sensiper, S. (1998). The role of tacit knowledge in group innovation. California Manage-ment Review, 40, 112-132.
Levin, D.Z., & Cross, R. (2004). The strength of weak ties you can trust: The mediating role of trust in effective knowledge transfer. Management Science, 50, 1477–1490.
Manev, I. M. and W. B. Stevenson. (2001). Nationality, Cultural Distance, and Expatriate Status: Effects on the Managerial Network in a Multinational Enterprise. Journal of International Business Studies 32(2), 285–303.
Oldham G., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39, 607–634.
Ozaralli, N. (2015). Linking empowering leader to creativity: The moderating role of psychological (felt) empowerment. Procedia- Social and Behavioral Sciences, 181, 366 – 376.
Parjanen, S. (2012). Experiencing Creativity in the Organization: From Individual Creativity to Collective Creativity. Interdisciplinary Journal of Information, Knowledge, and Management, 7, 110-128.
Perry-Smith, J.E. (2006). Social yet creative: The role of social relationships in facilitating individual creativity. Academy of Management Journal, 49, 85–101.
Perry-Smith, J.E. (2014). Social network ties beyond no redundancy: An experimental investigation of the effect of knowledge content and tie strength on creativity. Journal of Applied Psychology, 99, 831–846.
Perry-Smith, J.E., & Shalley, C.E. (2014). A social composition view of team creativity: The role of member nationality-heterogeneous ties outside of the team. Organization Science, 25, 1434–1452, 2014.
Peterson, D. K. (2004). The Relationship between Perceptions of Corporate Citizenship and Organizational Commitment. Journal of Business & Society, 43 (3): 296–319.
Reinholt, M., Pedersen, T., & Foss, N.J. (2011). Why a central network position isn’t enough: The role of motivation and ability for knowledge sharing in employee networks. Academy of Management Journal, 54, 1277–1297.
Shalley CE, Zhou J. & Oldham GR. (2004). The effects of personal and contextual characteristics on creativity: where should we go from here? J Manag, 30:933–958.
Sosa, M.E. (2011). Where do creative interactions come from? The role of tie content and social networks. Organization Science, 22, 1–21.
Sosa, R. (2018). Innovation Teams and Organizational Creativity: Reasoning with Computational Simulations. The Journal of Design, Economics, and Innovation, Volume 4, Number 2, 157-170.
Swailes, S., (2000). Goals, Creativity and Achievement: Commitment in Contemporary Organizations. Creativity and Innovation Management, 9 (3), 185-194.
Toivonen M. & Tuominen T (2009) Emergence of innovations in services. Serv Ind J 29:887–902
Torrance, E.P (1969) Creativity, San Rafael, CA: Dimensions Publishing.
Vakola, M. & Nikolaou, I. (2005). Attitudes towards Organizational Change: What is the Role of Employees, Stress and Commitment? Journal of Employee Relation, 25 (2): 160–174.
Wang C.J. & Tsai C.Y. (2014.) Managing innovation and creativity in organizations: an empirical study of service industries in Taiwan, Springer- Verlag Berlin Heidelberg, 8, 313–335.
Westgeest, E. (2011). Employee Empowerment and its relation to affective commitment, Master Thesis MSC.Business Administration Human Resource Management, RSM Erasmus University.
Woodman, R., Sawyer, J., & Griffin, R. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18, 293-321.
Yilmaz, C. & S. D. Hunt. (2001). Salesperson Cooperation: The Influence of Relational, Task, Organizational, and Personal Factors. Journal of the Academy of Marketing Science, 29(4), 335–357.
Yong B.H.K. Creativity and Social Networks: The Relational Advantage of Strong Ties, A Dissertation Presented to the Faculty of the Graduate School of Cornell University, 2008.
Zhou, J., & George, J. (2001).When job dissatisfacation leads to creativity: encouraging the expression of voice. Academy of management journal, 44(4), 682-696.
Zhou, J., Shin, S. J., Brass, D. J., Choi, J., & Zhang, Z.-X. (2009). Social networks, personal values, and creativity: Evidence for curvilinear and interaction effects. Journal of Applied Psychology, 94, 1544 –1552.
Zhou, J., Shin, S.J., Brass, D.J., Choi, J., & Zhang, Z.X. (2009). Social networks, personal values, and creativity: Evidence for curvilinear and interaction effects. Journal of Applied Psychology, 94, 1544–1552.
_||_