Çalışanların Yaratıcı Kişilik Özelliklerinin Örgütsel Yaratıcılığa Etkisi

Yıl 2021, Cilt: 2 Sayı: 2, 87 - 97, 30.12.2021

Nursel Aydıntug Myrvang

Öz

Yaratıcı düşünme yeteneği, insanların doğuştan kazanmış oldukları ve kişiden kişiye farklılık gösteren bir özellik olarak kabul edilmektedir. Yaratıcılık konusu, günümüzde türlü sebeplerden ötürü pek çok disiplin sahasının gittikçe artan bir ivmeyle ilgisini çekmektedir. Rekabetin yoğun olarak yaşandığı çalışma hayatında, yeni düşünceler ya da benzeri olmayan ürünler ya da düzenlemeler meydana getirebilen kurumlar başarıyı yakalayacaktır. Yaratıcılık, yenilik ile yakından ilişkilidir ve yüksek düzeydeki yaratıcılık beraberinde daha çok yenilik getirmektedir. Yenilik ile yaratıcılığı teşvikte bulunan kurum kültürünün iyileştirilmesi, rekabet avantajı elde etmeyi arzulayan kurumlar açısından bir zorunlu olarak görülmektedir. Kurum temelli yaratıcılıkta başarı sağlanmasına yardımcı olacak kritik unsur, örgüt içindeki yaratıcılığın iyi bir şekilde yönetiliyor olmasıdır. Örgütsel yaratıcılık yönetimi, çalışan kişilerin mevcut beceri ve yetkinliklerinin bilincinde olabilmelerini, ekip çalışması gerçekleştirebilmelerini, belirli bir vizyona sahip olabilmelerini; kurumların ise birer öğrenen örgüt özelliği taşıyabilmelerini daha kolay bir hale getirmektedir. Bu çalışmanın amacı, İstanbul’daki araştırma üniversitelerinde görev yapmakta olan 600 akademisyene ilişkin yaratıcı kişilik özelliklerinin örgüt bazındaki yaratıcılığa olan etkisini tespit edebilmektir. Korelasyon analizi sonucunda, örgütsel yaratıcılık ile yaratıcı kişilik özelliklerinin %68.3 oranında pozitif yönlü bir ilişkiye sahip oldukları gözlenmiştir. Ayrıca regresyon analizi sonucunda, yaratıcı kişilik özelliklerinin artmasıyla örgütsel yaratıcılığın 0.655 birim artacağı belirlenmiştir. Böylelikle, örgütsel yaratıcılık hususundaki en kritik faktör, yaratıcı kişilik özelliklerine sahip bulunan işgörenlerin istihdamının doğru bir tercih olacağı belirtilmiştir.

Anahtar Kelimeler

Örgütsel Yaratıcılık , Yaratıcı Kişilik , İstatistiksel Analiz

The Effect of Employees' Creative Personality Traits on Organizational Creativity

Öz

The ability to think creatively is considered to be a characteristic that people are born with and that differs from person to person. The subject of creativity attracts the attention of many disciplines with an increasing momentum due to various reasons. In the working life where competition is intense, institutions that can create new ideas or unique products or regulations will achieve success. Creativity is closely related to innovation, and a high level of creativity brings with it more innovation. Improving the corporate culture, which encourages innovation and creativity, is seen as a necessity for institutions that want to gain competitive advantage. The critical element that will help achieve success in corporate-based creativity is that creativity within the organization is well managed. Organizational creativity management enables working people to be aware of their current skills and competencies, to perform teamwork, and to have a specific vision; on the other hand, it makes it easier for institutions to have the characteristics of learning organizations. The aim of this study is to determine the effect of creative personality traits of 600 academicians working at research universities in Istanbul on organizational creativity. As a result of the correlation analysis, it was observed that organizational creativity and creative personality traits had a positive relationship at the rate of 68.3%. In addition, as a result of the regression analysis, it was determined that organizational creativity would increase by 0.655 units with the increase of creative personality traits. Thus, it was stated that the most critical factor in organizational creativity, the employment of employees with creative personality traits would be the right choice.

Anahtar Kelimeler

Organizational creativity , creative personality , statistical analysis

Kaynakça

• Abraham, A. (2016). Gender and creativity: An overview of psychological and neuroscientific literature. Brain Imaging and Behavior, 10(2), 609-618.
• Ahmetoglu, G., Dobbs, S., Furnham, A., Crump, J., Chamorro-Premuzic, T. & Bakhshalian, E. (2016). Dark side of personality, intelligence, creativity, and managerial level. Journal of Managerial Psychology, 31(2), 391-404.
• Batey, M. & Furnham, A. (2006). Creativity, intelligence and personality: A critical review of the scatter literature. Genetic, Social and General Psychology Monographs, 132(4), 355-429.
• Balay, R. (2010). The organizational creativity perceptions of academic staff. Ankara University Journal of Faculty of Educational Sciences, 1(43), 41-78.
• Beler, M. (2018). Hemşirelerin Örgütsel Yaratıcılık Algıları ve Problem Çözme Becerileri. Yayınlanmamış Yüksek Lisans Tezi, Marmara Üniversitesi Sağlık Bilimleri Enstitüsü, İstanbul.
• Cai, W., Khapova, S., Bossink, B., Lysova, E. & Yuan, J. (2020). Optimizing employee creativity in the digital era: Uncovering the interactional effects of abilities, motivations and opportunities. International Journal of Environmental Research and Public Health, 17(3), 1-19.
• Chua, R. Y., Roth, Y. & Lemoine, J. F. (2015). The impact of culture on creativity: How cultural tightness and cultural distance affect global innovation crowd sourcing work. Administrative Science Quarterly, 60(2), 189-227.
• Furnham, A. & Bachtiar, V. (2008). Personality and intelligence as predictors of creativity. Personality and Individual Differences, 45(1), 613-617.
• Gerhart, B. & Fang, M. Y. (2015). Pay, intrinsic motivation, extrinsic motivation, performance and creativity in the workplace: Revisiting long-held beliefs. In: F. P. Morgeson (Ed.), Annual Review of Organizational Psychology and Organizational Behavior, 2(2), 489-521.
• Gong, Y., Cheung, S. Y., Wang, M. & Huang, J. C. (2012). Unfolding the proactive process for creativity: Integration of the employee proactivity, information exchange and psychological safety perspectives. Journal of Management, 38(1), 1611-1633.
• Hahn, M. H., Lee, K. C. & Lee, D. S. (2015). Network structure, organizational learning culture and employee creativity in system integration companies: The mediating effects of exploitation and exploration. Computers in Human Behavior, 42(2), 167-175.
• Hon, A. H. Y. (2012). Shaping environments conducive to creativity: The role of intrinsic motivation. Cornell Hospitality Quarterly, 53(1), 53-64.
• Huang, L., Gino, F. & Galinsky, A. D. (2015). The highest form of intelligence: Sarcasm increases creativity for both expressers and recipients. Organizational Behavior and Human Decision Processes, 131(1), 162-177.
• Jain, R. & Jain, C. (2017). Employee Creativity: A conceptual framework. Management and Labour Studies, 41(1), 294-313.
• Jeong, S., Mclean, G. N., Mclean, L. D., Yoo, S. & Bartlett, K. (2017). The moderating role of non-controlling supervision and organizational learning culture on employee creativity. European Journal of Training and Development, 41(7), 647-666.
• Jiang, W. & Gu, Q. (2015). A moderated mediation examination of proactive personality on employee creativity: A person-environment fit perspective. Journal of Organizational Change Management, 28(3), 393-410.
• Kim, T. Y., Hon, A. H. & Lee, D. R. (2010). Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity. Creativity Research Journal, 22(1), 37-45.
• Korzynski, P., Paniagua, J. & Rodriguez-Montemayor, E. (2019). Employee creativity in a digital era: The mediating role of social media. Management Decision, 58(6), 1100-1117.
• Luis, D. J., Ruth, C. J. & Zhang, Z. (2020). Does stress lead to creativity? The relationship between occupational stress and individual innovative behaviour. Stud. Bus. Econ., 15(1), 21-30.
• Marsick, V. J. & Watkins, K. E. (2003). Demonstrating the value of an organization’s learning culture: The dimensions of the learning organization questionnaire. Advances in Developing Human Resources, 5(2), 132-151.
• Martins, E. C. & Terblanche, F. (2003). Building organizational culture that stimulates creativity and innovation. European Journal of Innovation Management, 6(1), 64-74.
• Mumford, M. D., Scott, G. M., Gaddis, B. & Strange, J. M. (2002). Leading creative people: Orchestrating expertise and relationships. The Leadership Quarterly, 13(6), 705-750.
• Ogbeibu, S., Senadjki, A. & Gaskin, J. (2018). The moderating effect of benevolence on the impact of organisational culture on employee creativity. Journal of Business Research, 90, 334-346.
• Ohly, S. & Fritz, C. (2010). Work characteristics, challenge appraisal, creativity and proactive behavior: A multi‐ level study. Journal of Organizational Behavior, 31(4), 543-565.
• Presbitero, A. (2015). Proactivity in career development of employees: The roles of proactive personality and cognitive complexity. Career Development International, 20(5), 525-538.
• Raja, U. & Johns, G. (2010). The joint effects of personality and job scope on in-role performance, citizenship behaviors and creativity. Human Relations, 63(7), 981-1005.
• Richter, A. W., Hirst, G., Van Knippenberg, D. & Baer, M. (2012). Creative self-efficacy and individual creativity in team contexts: Cross-level interactions with team informational resources. Journal of Applied Psychology, 97(6), 1282-1290.
• Sagiv, L., Arieli, S., Goldenberg, J. & Goldschmidt, A. (2010). Structure and freedom in creativity: The interplay between externally imposed structure and personal cognitive style. Journal of Organizational Behavior, 31(8), 1086-1110.
• Sart, G. (2020). Bireysel girişimcilik eğilimi ölçeğinin geliştirilmesi: Geçerlik ve güvenirlik çalışması. International Journal of Applied Economic and Finance Studies, 5(1), 58-73.
• Sart, G., Sezgin, F. H. & Demir, N. (2018). Mobbingin Mesleki Tükenmişlik Algısı Üzerine Etkileri: Kadın Akademisyenler Örneği. Beykoz Akademi Dergisi, 6(1), 118-135.
• Sezgin, F. H. & Kinay, B. (2010). A Dynamic Factor Model for Evaluation of Financial Crises in Turkey. Bulletin De la Societe des Sciences Medicales, 10(1), 109-117.
• Sezgin, F. H. (2016). Bayesci Faktör Analizi ve Maslach Tükenmişlik Envanteri Uygulaması. International Conference on Scientific Cooperation for the Future in the Social Sciences (USAK) Bildiriler Kitabı, 1283-1296.
• Shalley, C. E., Zhou, J. & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30(1), 933-958.
• Şahin, F. & Danışman, Ş. (2017). Yaratıcı Kişilik Özellikleri Ölçeği: Güvenilirlik ve Geçerlik Çalışması. Karabük Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 7(2), 747-760.
• Utama, F. P. & Purba, D. E. (2019). Proactivity and Employee Creativity: Mediator Roles of Feedback Seeking Behavior and Moderating Effect of Task Feedback. 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018) (pp. 835-846). Atlantis Press.
• Qian, M., Plucker, J. M. & Shen, J. (2010). A Model of Chinese Adolescents' Creative Personality. Creativity Research Journal, 22(1), 62-67.
• Wang, K. & Wang, Y. (2018). Person-environment fit and employee creativity: The moderating role of multicultural experience. Frontiers in Psychology, 9(1), 1-11.
• Yoon, S. W., Song, J. H., Lim, D. H. & Joo, B. K. (2010). Structural determinants of team performance: The mutual influences of learning culture, creativity and knowledge. Human Resource Development International, 13(3), 249-264.
• Yüksek Öğretim Kurumu (YÖK), Akademisyen Sayısı İstatistikleri, https://istatistik.yok.gov.tr/ (Erişim Tarihi: 19.10.2021).
• Zhang, Y. & Long, L. R. (2013). Effects of person-job fit and job insecurity on employees’ creativity: Test of a mediated moderator model. Nankai Bus. Rev., 5(1), 16-25.