About this Research Topic
Employees working in any of the functional areas have the potential to be creative at work. Surprisingly, the slow pace of innovation may stem from the fact that employees’ creativity often is not welcomed by the organizational context and does not receive a positive response from influential others. Organizations fail to capitalize on the creative output of their employees when the creative ideas of their employees are not identified or not appreciated for their true value. Thereby, investigating how people receive creativity and developing an understanding that what happens to the employees’ creative ideas in the innovation process has both scientific and practical value. Therefore, it is critical for the management field to understand personal and contextual factors that may affect the evaluation and adoption of creative ideas.
We welcome articles related to the receiving side of creativity.
The topics of interest include but are not limited to:
• Creative potential (individual, group), gender, and others’ reactions(peer, group, leader, organization);
• Risk and reward of sharing and/or withholding a creative idea;
• Psychological states, voice, personalities, performance, creativity, and/or innovation (individual, group, organization);
• HRM practices (selection, training, job design, participation, teamwork, work-life balance, rewards, etc., ) and environment for innovation;
• Digital technologies, creative potential of employees, and/or performance(individual, group, organization);
• Role of creativity and innovation during change, crisis, and/or growth;
• Leaders' role in creativity adoption, evaluations, recognition, endorsement, and/or implementation;
• Leaders' role in developing productive culture, handling conflicts, and/or facilitating innovation process;
• Ethics, morality, support, collaboration, validation, endorsement, and sponsorship for innovation;
• Cognitive, behavioral, and/or social responses to creativity;
• Workplace relationships (individual, peer, group, leader, organization), creativity, and/or innovation;
• Workplace conflicts (individual, peer, group, leader, organization), creativity, and/or innovation;
• Employment security, job enrichment, knowledge, work-life balance, creativity, and/or innovation.
Keywords: Receiving side of creativity; innovation, creativity evaluation; creativity adoption; creativity assessment; creativity endorsement; creativity validation; creativity process; innovation process
Important Note: All contributions to this Research Topic must be within the scope of the section and journal to which they are submitted, as defined in their mission statements. Frontiers reserves the right to guide an out-of-scope manuscript to a more suitable section or journal at any stage of peer review.