动物创造创新:最简单的智慧闪光

动物创造力既有重要的生态和进化意义,也为人类创造力的研究提供了借鉴与启发。文章首先概括了近年学者们对动物创造力的定义;其次介绍了动物创造力理论的变化;重点总结了影响动物创造力的内部因素,分别是动物的探索性、新异恐惧、学习能力和坚持性,随后针对动物创造力不同脑区及相关神经递质的研究进行了展开讨论,并对动物创造力未来的研究方向进行了展望。     

创造力的领域性研究进展:从对立到融合的转向

创造力究竟是领域一般性的还是领域特殊性的?这一争论是创造力研究面临的首要问题。由于它涉及创造力的内涵、研究方法等基本问题,所以长期以来一直颇具争议。在系统梳理创造力领域特殊性与领域一般性观点及其研究证据的基础上,指出了创造力领域性研究面临的诸多质疑和困境,并从理论探索和实证研究进展两个层面论证了创造力领域性研究逐步呈现出从对立转向融合的趋势。未来研究应以创造力领域融合性理论为基础,进一步细化创造力领域性的二级子维度,加强基于创造力培养的实践探索,并按照行为学—测量学—认知神经科学—基因学的研究主线,综合使用多种方法和技术手段来揭示创造力领域性研究的全貌。     

创造力游乐场理论及其实践涵义

创造力的领域特殊/一般性问题是创造力研究中最具争议的焦点之一。Baer和Kaufman基于大量实证研究, 提出创造力游乐场理论。该理论以游乐场做隐喻, 将创造力分为先决条件、一般主题层面、领域和微领域, 并将创造力的一般性成分和特殊性成分联系起来, 说明这两种成分在层级结构中是如何在不同程度上重叠的。这一理论是西方研究者提出来的, 我国研究者在创造教育实践中也摸索出了类似的培养模式, 两者互相印证, 说明该理论具有极强的科学性与实用性。     

教师的创造力内隐理论

创造力内隐理论是指一般公众（专家和外行人）在日常生活和工作背景下所形成的,且以某种形式存在于个体头脑中的关于创造力概念、结构及其发展的看法。教师的创造力内隐理论对学生创造力的培养和发展起着至关重要的作用。本文从教师对创造力的理解、创造性学生的态度和创造力培养观三个方面对该领域的研究进行综述,以期为我国开展此领域的研究提供一些借鉴。     

艺术创造力的脑神经生理基础

艺术创造力(Artistic Creativity)是创造力领域特异性研究的重要成果。它是个体产生新颖、独特而具有审美或艺术价值产品的能力, 和科学创造力一样也属于个体创造力的范畴。研究通过对已有脑损伤研究和神经影像研究梳理, 归纳和总结了艺术创造力的脑神经基础, 指出艺术创造力与科学创造力的神经基础存在一定差异, 认为艺术创造力主要和大脑的额叶、颞叶以及颞顶联合皮层密切相关。未来研究则需进一步借助巧妙的实验设计, 在严格控制个体差异和文化效应的基础上来对艺术创造力的脑结构和功能基础进行更细致的探讨。     

科学创造力与艺术创造力:启动效应及领域影响

如何有效地提升创造力,是创造力研究和实践领域的核心问题之一.而对创造力表达及其影响机制的把握则是创造力提升的必要前提.本研究计划通过实施科学创造力及艺术创造力的启动实验,以不同专业大学生为被试,来探索科学创造力和艺术创造力表达的个体心理机制,及外部影响的作用模式,从而厘清在动机启动、样例启动和自我启动之间,究竟何种启动模式对创造力的表达最为有效;进而,通过对来自理工科和艺术专业领域评分者对科学创造力及艺术创造力作品的评分比较,来考查两种创造力模式间可能存在的领域影响.经由以上的探究,试图为科学与艺术创造力的发展与促进提供科学依据和建构理论框架.     

恶意创造力:概念、测量方法、影响因素以及研究展望

与传统创造力研究强调创造力的积极作用不同,恶意创造力研究强调创造力背后的恶意目的和消极结果。它深入挖掘创造力的阴暗面,创立了崭新的恶意创造力概念。问题解决任务和发散思维测验是当前恶意创造力测量的主要范式,前者针对恶意创造力产品;后者侧重于对恶意创造力思维过程进行考察。情境、人格特质以及情绪是恶意创造力的主要影响因素。未来该领域应当在基本概念问题、测量方法问题以及从实证角度深化恶意创造力研究等方面进一步拓展和深入。     

创造力研究的新领域:合作创造力

创造力研究已经从重视个体创造力逐渐走向重视具有复杂互动功能的合作创造力。本文首先论述了合作创造力研究的产生及特点,然后总结了合作创造领域目前研究的主要问题,如个体与群体同一性、个体与群体动机以及有助于创造的个体及环境因素,并指出合作创造力研究领域需要解决的问题,认为应在重视合作创造过程与机制研究的基础上,建构系统的合作创造力理论,同时注重研究合作创造力的支持环境与支持技术,并且发展出合作创造力的评估体系。     

创造力内隐理论研究：源起与现状

创造力内隐理论是指一般公众（专家和外行人）在日常生活和工作背景下所形成的,且以某种形式存在于个体头脑中的关于创造力概念、结构极其发展的看法。创造力内隐理论研究是近20年来人们极为关注的新趋势之一。该文从创造力内隐理论的提出和新进展两个方面,对近20年该领域的有关文献进行了综述;简要评价了研究的现状,并对创造力内隐理论研究的发展趋势进行了展望     

工作场所中员工创新的内驱力：员工创造力自我效能感

自我效能感在创新领域具体运用后,发展为创造力自我效能感, 是指个体对创造成功的信念。以往的研究多集中于教育领域。随着员工创新在组织创新中地位提升, 研究者发现, 对创新成功所抱有的信念是支撑员工将创新行为实施到底的重要内在力量, 创造力自我效能感的研究开始向组织领域拓展。文章对创造力自我效能感在组织领域的最新研究进行归纳,总结了影响员工创造力自我效能感的主要因素：领导支持、工作的复杂度等;提炼了员工创造力自我效能感与员工创新的关系, 说明员工创造力自我效能感无论是作为员工创新心理的一个维度, 还是作为一个独立变量在个体创新机制中起中介或者调节作用, 均与员工创新紧密相关; 最后, 提出下一步的研究需要对员工创造力自我效能感的测量以及影响因素进行深入研究, 为管理实践提供更多的理论依据。     

Building blocks of idea generation and implementation in teams: A meta-analysis of team design and team creativity and innovation

Although organizations increasingly rely on teams to innovate, little systematic knowledge exists about how to design teams to do so. Building on the model of collaborative creativity and innovation and synthesizing findings from published and unpublished studies, this meta-analysis examines the role of team design on team creativity and innovation. We used random-effects meta-analysis to cumulate the correlations between different features of team design and team creativity or team innovation from 134 field studies representing 11,353 teams and 35 studies representing 2,485 student teams. We found that team tenure is curvilinearly related, autonomy-supportive leadership, task interdependence, and goal interdependence are positively related, and demographic diversity and team size are unrelated to team creativity and innovation. Examining meta-analytic path models, we found that task interdependence and supportive leadership positively relate to team creativity and innovation via team collaboration and team potency. In accounting for the literature, we found a dearth of studies examining team processes, some types of diversity such as racial diversity, and the role of team member turnover. We conclude by providing directions for future research and practical guidance about increasing team creativity and innovation through team design.     

In Pursuit of Everyday Creativity

Creativity researchers have long paid careful attention to individual creativity, beginning with studies of well‐known geniuses, and expanding to personality, biographical, cognitive, and social‐psychological studies of individual creative behavior. Little is known, however, about the everyday psychological experience and associated creative behavior in the life and work of ordinary individuals. Yet evidence is mounting that such individuals can be responsible for important instances of creativity and innovation in the world: open innovation, user innovation, and citizen innovation. Research into this phenomenon could do much to advance the study and practice of creativity.     

科学发明中原型启发的创造性思维成分及其脑机制

目前对创造性思维的测量及神经机制的研究, 国际上大多采用发散思维任务、远距离联想测验、顿悟问题解决等任务。但这些测量工具大多停留在对非科学类问题解决的研究上, 因此生态效度和预测效度都不高。本项目在前面研究的基础上, 探讨更符合现实生活的科学发明中原型启发的创造性思维成分及机制。研究一通过两个行为实验探索原型启发能力的创造性思维成分测试的结构效度; 研究二运用大样本磁共振数据, 从脑机制上进一步验证创造性思维成分的结构效度; 研究三通过3个核磁任务态探索原型启发能力的主要创造性思维成分的脑机制; 研究四试图在高校和企业研发机构进行跟踪研究, 检验创造性思维成分测试的预测效度。通过本项目的开展, 希望开发具有更高预测效度和生态效度的用于发明创造领域的创造性测量工具。     

Malevolent Creativity in Terrorist Organizations

Terrorist organizations are both imitative and innovative in character. While the drivers of imitation have been extensively modeled using concepts such as contagion and diffusion, creativity and innovation remain relatively underdeveloped ideas in the context of terrorist behavior. This article seeks to redress this deficiency by presenting a conceptual framework with which we can understand the complex nature and multiple drivers of creativity and innovation within terrorist organizations. The overriding questions we address are: what factors spark creativity and innovation within terrorist organizations, and are there particular organizational traits that increase an organization's propensity to be creative and innovative? Using insights from industrial and organizational psychology and aided by illustrative examples and case studies from the history of terrorism, we aim to show that the multiple drivers of creativity and innovation are identifiable. By providing a conceptual framework that explores these key issues, we suggest that a much clearer research agenda for these issues may emerge. We conclude with a discussion concerning how our framework can help inform counter‐terrorism practices.     

Organizational Creativity and Innovation in Relation to Psychological Well-Being and Organizational Factors

The two objectives of the research reported in this article were to investigate the relationship between organizational creativity and innovation and psychological well-being of employees, as well as the relationship between organizational factors and organizational creativity and innovation. Ninety-five employees working in a high-tech field of industry participated in the study. The relationships were tested in a LISREL model and the result showed a significant relationship between perceived organizational creativity and innovation and individual psychological well-being. Of the organizational factors included in the model, organizational climate and work resources were found to be significantly related to perceived creativity and innovation in the organization. Taken together, the results suggest that enhancing the conditions for creativity and innovation is beneficial for the individual in terms of better psychological well-being.     

The Antecedent Impact of Culture and Economic Growth on Nations` Creativity and Innovation Capability

Even though the literature has widely examined culture’s effect on nations’ creativity and innovation level, it has done little to address the system theory’s perspective. However, as proponents of the system theory have argued, nations’ creativity and innovation is the cumulative effort of the various stakeholders who operate as a system, so any assessment of a nation’s creativity and innovation must consider these stakeholders’ role. This study examines the overlooked effect of culture on the broader system aspect of eighty nations’ creativity and innovationto ensure representation by both developed and developing countries. Structural equation modeling using partial least squares software is applied to analyze the data. The study found out that nations with individualist and low power distance cultural values have the highest creativity and innovation, and that a nation’s economic growth level moderates the impact of the individualist cultural value. Policymakers who seek to develop a strategy that promotes creativity and innovation at the national level benefit from these findings. Future research directions are suggested.     

Linking Individual Creativity to Organizational Innovation

We draw on 146 employee‐co‐worker‐supervisor triads from 146 organizations to examine the role of individual perspective‐taking and team creative environment in the association between individual creativity and organizational innovation. Adopting an interactionist perspective, we find that the link between individual creativity and organizational innovation is most clearly strengthened when individual perspective‐taking and team creative environment are both high. Neither individual perspective‐taking nor team creative environment alone moderated the relationship between creativity and innovation.     

Creativity in the Workplace: People,Problems, and Structures

In a dynamic global economy, creativity and innovation are essential requirements for organizational success. Creativity, unfortunately, has not always been seen as playing an important role in the design and structure of organizations. In this article, we argue that creativity and innovation are key requirements for the growth and adaptation of organizations. Subsequently, we review a series of articles, appearing in this issue, about how we might encourage creativity and innovation in the workplace. Some potentially useful directions for future research are discussed along with the methodological issues likely to arise as we seek to understand creativity in the workplace.     

Recent Transformations in China's Economic,Social, and Education Policies for Promoting Innovation and Creativity

The purpose of this study is to review major Chinese policies related to creativity education. We first identify and describe the role of innovation and creativity in economic and social development policies over the past 20 years, then analyze how the call for enhanced Chinese innovation and creativity was actualized in corresponding education policies. The article concludes with an analysis of issues surrounding Chinese education policy toward creativity and several directions for future research in this area.     

Supervisor Emotionally Intelligent Behavior and Employee Creativity

In a national study of employees across industries (N = 14,645), we examined the role of supervisor emotionally intelligent behavior for employee opportunity to grow, their affect at work, and creativity/innovation at work. Employees reported on their supervisors' emotionally intelligent behavior (perceiving, using, understanding, and managing emotions), and self‐reported about their job experiences and creativity/innovation at work. Supervisor emotionally intelligent behavior was related to employee affect at work assessed using both open‐ended questions and emotion rating scales. Furthermore, supervisor emotionally intelligent behavior was linked to employee creativity/innovation through its effect on employee opportunity to grow and higher experience of positive affect (supporting a serial mediation model). We discuss the implications of the results for creativity/innovation research and innovation management.