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Conditions are examined under which the imposition of an extrinsic constraint upon performance of an activity can lead to decrements in creativity. Female college students worked on an art activity either with or without the expectation of external evaluation. In addition, subjects were asked to focus upon either the creative or the technical aspects of the activity, or they were given no specific focus. Finally, some subjects expecting evaluation were given explicit instructions on how to make their artworks. As predicted, subjects in the evaluation groups produced artworks significantly lower on judged creativity than did subjects in the nonevaluation control groups. The only evaluation group for which this pattern was reversed had received explicit instructions on how to make artworks that would be judged creative. A possible reconciliation of these two disparate results is proposed. (Author)

Two studies examined the hypothesis that negative evaluators will be perceived as more intelligent than positive evalutors. Two types of stimuli were used: excerpts from actual negative and positive book reviews, and versions of those excerpts that were edited so that the balance of the reviews varied but the content did not. The results strongly supported the hypothesis. Negative reviewers were perceived as more intelligent, competent, and expert than positive reviewers, even when the content of the positive review was independently judged as being of higher quality and greater forcefulness. At the same time, in accord with previous research, negative reviewers were perceived as significantly less likeable than positive reviewers. The results on intelligence ratings are seen as bolstering the self-presentational explanation of the tendency shown by intellectually insecure individuals to be negatively critical. The present methodology is contrasted to that of previous research which obtained apparently contradictory results. The phenomenon demonstrated here is explained in terms of implicational schemata. (Author)

In a test of intrinsic motivation hypothesis of creativity, 60 undergraduate women did an artistic creativity task with either the expectation of receiving a reward or no expectation of reward. Reward was crossed with choice in task engagement, such that half of the reward Ss contracted to do the task in order to receive reward, and half simply received the reward as a bonus. As expected, reward and choice interacted significantly; the lowest creativity was exhibited by subjects who had contracted with the experimenter to do the task in order to receive the reward. Results suggest that creativity can be undermined by reward that is presented as contingent upon task engagement. (Author/CL)

Two experiments examined the effects of evaluation expectation and the presence of others on creativity in undergraduate students. In both, some Ss expected that their work would be evaluated by experts, while others expected no evaluation. Evaluation expectation was crossed, in each experiment, with the presence of others. In the first experiment, this variable was operationalized as coaction; some subjects worked individually in small groups, while others worked alone. In the second experiment, it was operationalized as surveillance; some subjects believed they were being watched while working. Effects of evaluation expectation were consistently strong. On both the verbal task used in Study 1 and the artistic task used in Study 2, creativity was lower in those groups expecting evaluation. Evidence on the social facilitation or social inhibition of creativity was less clear. Coaction had no effect, and surveillance had only a weak negative effect. Moreover, there was no clear evidence that the effect of surveillance was due to evaluation apprehension. The results are discussed in terms of motivational and cognitive influences on creativity. Three pages of references are included. (Author)

The irreversible global trend of population aging and its critical implications for labor supply have led to a significant increase of scholarly interest in the areas of aging, transition, and retirement (Froidevaux, 2024). Although research efforts have enhanced our understanding of retirement and its antecedents and outcomes (Wang & Shi, 2014), current knowledge about aging and retirement is far from complete (Wang & Huang, 2023). This symposium consists of four papers, each addressing important research questions at one or more of the retirement phases according to the temporal process model of retirement (Shultz & Wang 2011; Froidevaux, 2024): retirement planning and decision making, bridge employment, retirement transition, and retirement adjustment. To first provide an overview on the entire retirement process, we start with Paper 1 on how the self and life structure interact during the four phases of the retirement process, followed by three papers that look into a specific phase. Digging into the retirement planning and decision-making phase, Paper 2 explores the challenges aging leaders are facing before retirement so that they anticipate (retaining) losing relevance in the organization, followed by Paper 3 that discusses how spirituality fosters sustainable careers so that the decision to retire fully may no longer be necessary for psychological reasons only. Finally, addressing the retirement adjustment phase, Paper 4 examines how emeriti professors enact their lives after retirement and what factors contribute to their life satisfaction. The Interplay between Self and Life Structure in the Retirement Transition Author: Teresa M. Amabile; Harvard U. Author: Lotte Bailyn; Massachusetts Institute of Technology Author: Laura M. Crary; Professor emerita Author: Douglas T. Hall; Boston U. Author: Kathy E. Kram; Boston U. Questrom School of Business What older leaders talk about when they are (not) primed with workplace age stereotypes Author: Laura Guillén; U. Ramon Llull, ESADE Business School Author: Yuqi Liu; U. Ramon Llull, ESADE Business School Author: Sarah Wittman; George Mason U. From "Retirement as a Compensatory Mechanism" to "Enjoying Retirement Psychological Benefits" Author: Ariane Froidevaux; U. of Texas At Arlington Emeriti Paths: Navigating Retirement from a Business School Author: Ariane Froidevaux; U. of Texas At Arlington Author: Sarah Wittman; George Mason U. Author: Bethany Cockburn; Northern Illinois U. Author: Douglas T. Hall; Boston U. Author: Michael B. Arthur; Suffolk U. [ABSTRACT FROM AUTHOR]

In this proposed symposium, we aim to spur the exciting discussion on how AI is affecting creativity in organizational settings, including how AI empowers workers in creative domains, how it changes human involvement in creative processes, and what cognitive biases it engenders. We introduce a set of papers that seek to contribute to the study of human-AI creativity on different levels of analysis, integrating insights from established organizational research on organizational behavior and applied psychology into the field of human-AI collaboration. Machine Learning and Creativity: Examining How AI Output Affects Idea Merging Author: Alentina Vardanyan; Cambridge Judge Business School Author: Andreas Wilhelm Richter; U. of Cambridge Individual AI-Attitudes and Content of Creative Work: An Experimental Study Author: Daria Morozova; HEC Paris Author: Mathis Schulte; HEC Paris Humans as Creativity Gatekeepers: Human Evaluators' Bias against AI Creativity Author: Federico Magni; ETH Zürich Author: Jiyoung Park; - Author: Melody M. Chao; Hong Kong U. of Science and Technology Augmenting or Automating? Breathing Life into the Uncertain Promise of Artificial Intelligence Author: Kevin Woojin Lee; U. of British Columbia [ABSTRACT FROM AUTHOR]

The symposium sets out to foster a deeper dialogue between two interrelated bodies of literature that are too often treated as disconnected, namely research on creativity and innovation in organizations. We present and interrelate five contributions that blur both the disciplinary boundaries and levels of analysis of these traditions. At the heart of our broadening effort is a reconsideration of neglected and overlapping processes of bringing about something new. Examples range from idea thieving behaviors, idea evolution and relationships in creative circles, elaborative play to deal with hazy problems, and creativity assessment over time by institutional gatekeepers, to understanding how diversity in producers and/or products drives innovation. Such processes range from micro- level, individual behaviors, to shifting institutional fields, and back. [ABSTRACT FROM AUTHOR]

Organization studies are increasingly showing that the impact of motivation goes beyond the individual level in organizational contexts. This symposium expands this research stream by offering a social perspective on motivation. Specifically, this symposium asks two questions: How can individuals' motivation affect others' interpersonal behavior? How can individuals' motivation be relational to other people at work? Using multilevel, multinational data, four presenters seek to answer these questions. Two presenters tackle the first question by investigating (a) how individuals' intrinsic motivation becomes a source of undesirable task assignment in organizations; and (b) how intrinsically motivated employees are affected by their team members' extrinsic motivation. The other two presenters address the second question and show (a) the importance of relatedness motivation along with other types of motivation across different age groups; and (b) the strategies used by individuals lacking motivation to maintain positive relationships with their team members. The discussion at the end of the symposium highlights opportunities for future research and stimulates conversations among the presenters and the audience. [ABSTRACT FROM AUTHOR]

This symposium will discuss a research program aimed at addressing the important questions around retirement as a life transition. The participants in this panel symposium will discuss, and will explore with symposium attendees, their data and their findings, focusing on four main topics: (1) Vision and Methods of the Retirement Attitudes, Transitions, & Experiences Study (The RATE Study); (2) Understanding Processes and Patterns of Life Structure in Retirement; (3) Identity Bridging across the Retirement Transition; (4) Death Awareness: Its Relationship to Retirement Attitudes, Decisions & Adjustment [ABSTRACT FROM AUTHOR]

Research on creativity in organizations has traditionally viewed constraints as being harmful to creativity, but there is a growing body of evidence suggesting that constraints can also enhance creativity. Additionally, prior literature has identified two fundamentally different models of the creative process that seem to conflict with each other: a problem- solving model in which individuals first find or define a problem and then explore broadly for ideas to develop a solution; and a Geneplore model, in which individuals first generate potential solutions and then explore broadly for problems that can be solved across different domains. In this paper, we aim to address these tensions by reviewing and synthesizing prior literature that examines the relationship between creativity and constraints. First, we build a taxonomy that differentiates between two types of constraints (process constraints versus outcome constraints) and two sources of control over constraints (internally controlled versus externally controlled). Then, we synthesize two models of creativity into a new dynamic creative process, showing that creativity is fundamentally shaped by the confluence of constraints that individuals face in organizations. Overall, our taxonomy is an important first step toward resolving the paradox of creativity and constraints and suggests several new directions for future research. [ABSTRACT FROM AUTHOR]

In a qualitative study in a major design firm, we discovered two forms of deep help, in which help-givers external to project teams provided more time- intensive and collaborative assistance than the help previously described in the literature: (a) guiding, in which a giver assists over multiple long, tightly-spaced interactions to navigate a major transition or disruption; and (b) guardrailing, in which a giver provides a variety of different kinds of support over multiple shorter, loosely spaced interactions to manage an on-going issue. Both guiding and guardrailing allowed teams to cope with problems inherent in creative project work: ambiguity about how to address key transitions, and fluctuations over time in the knowledge and skills necessary to complete the project. Each form of deep help, however, presented challenges to teams that could lead givers and/or receivers to view the interaction as unhelpful or even harmful. We use our findings to develop a model of deep help in creative team projects, drawing upon and contributing to scholarship on the helping, creative project work, and temporality in organizations. [ABSTRACT FROM AUTHOR]

In order to navigate today's environment, which is both increasingly complex and turbulent, organizational managers and leaders must be able to harness the creativity of their employees. It is not surprising, then, that scholars have devoted significant attention to understanding creativity in the context of organizations. This research tends to assume that creativity is a positive outcome that should be encouraged in organizations and emphasizes the personal, social, and contextual factors that influence creativity. In this symposium, our goal is to stimulate new thinking by flipping the dominant view of creativity, shifting the focus from creativity as an outcome to creativity as an antecedent. Our hope is that this shift will allow us to consider the consequences of creativity. The 5 papers and discussion consider the ripple effects of creativity on other people, on social interactions in service of creative work, and on creative workers themselves. In doing so, the symposium promises to extend current theory and provoke new directions for future research by beginning to consider creativity more of as an "independent variable" and creative work as a context that influences how individuals work and interact with one another. If creative ideas have value why do we give them away. Presenter: James Berry; U. College London. Working with creative leaders. Presenter: Gamze Koseoglu; Georgia Tech. Presenter: Yi Liu; U. of Houston. Presenter: Christina E. Shalley; Georgia Institute of Technology. The development of collective ownership in entrepreneurial teams. Presenter: Steven M Gray; Washington U. in St. Louis. Presenter: Andrew P. Knight; Washington U. in St. Louis. Presenter: Markus Baer; Washington U. in St. Louis. Presenter: Karren Watkins; Washington U. in St. Louis. Making sense of my creative career: An inductive study of the impact of working at the Eames Office. Presenter: Spencer Harrison; Boston College. Handoffs' impact on creative workers' psychological ownership. Presenter: Elizabeth D. Rouse; Boston U. [ABSTRACT FROM AUTHOR]