The Influence of Job Satisfaction on Creativity - Coursework Example

The influence of job satisfaction on creativity. Introduction Enhancing worker creativity is a crucial tool for competitiveness of an organization (Shalley, 1995). The social environment is known to impact employee creativity to a large extent and therefore it is one of the widely researched constructs of organizational performance. The term creativity in itself is difficult to define as argued by Bohm (1998). Creativity is referred to as innovation in the education realm while business people call it entrepreneurship (Reid & Petocz, 2004). Mathematicians equate creativity to problem-solving while in the music realm, it is called performance or composition (Reid & Petocz, 2004; Gomez, 2007). According to Albrecht, creativity is a mental process which results to generation of new ideas (Alvani, 2009). Despite the fact that literatures on creativity being few, it is now apparent that different types of creativity exist. MacKinnon (2005) did a personal assessment research and from the findings, he outlined three types of creativity. They are the artistic type, the scientific and technological type and the hybrid type of creativity (MacKinnon, 2005; Gomez, 2007). The first type of creativity is the one that an individual is born with and reflects creator’s inner needs (Gomez, 2007). Scientific and technological creativity is the source of novel solutions to problems surrounding an individual but does not reflect inventor’s true personality. Hybrid type on the other hand combines both the artificial and scientific and technological and it is found in fields such as architecture (MacKinnon, 2005). Similarly, Taherkhani (2015) outlines three dimensions of creativity. They are the cognitive, non-cognitive and motivative. Research into different kinds of creativity in human beings have given similar findings. One of the major findings of creative person is that they have no interest on minor details but rather their implications. As argued by MacKinnon (2005), creative minds are cognizably flexible, curious, exhibit ease in communication and free flow of impulses. An idea can be termed as creative if it results to a new way of perceiving a situation. According to Kneller (2005), creativity entails one’s ability to alter the approach to a problem and view the situation beyond normal. All people are creative in nature but it is the level of creativity that varies from one person to another. Important to note is the fact that creativity should not be confused with intelligence though the two terms are close. Despite this, the two terms are closely related to each other in that creative individuals enjoy rich intelligence (Taherkhani, 2015). Some attributes have been highlighted to characterize creative minds. They include; originality in their work, persistence, independence, discovery characteristic, challenges basic assumptions and generates alternatives. Job Satisfaction Job satisfaction is a widely researched concept of organizational performance. According to Singh & Jain (2013), job satisfaction is generally the feelings (positive and/or negative) that individuals have towards their jobs. Job Satisfaction is therefore an emotional response to workplace. Other scholars who have defined the term include Locke (1976) who defines this term as that positive feeling which results from individual assessment of the workplace. Job satisfaction can also be the result of autonomy and strong relationship amongst employees (Lin, 2007). Job satisfaction is what defines a job done well and a job poorly done. There has been a proposition that employee psychological attachment to workplace has an immense impact on organizational performance. A positive psychological attitude towards the workplace results to increased performance at the workplace and lower turnover rate (Mathieu & Zajac, 1990). This is important in modern times where organizations are stressing on the need to have innovative spirit at the work place. Indeed, innovation is a basic tool of survival in modern times where competition has increased. Although job satisfaction is influenced by other factors, it in itself can influence other organizational facets. Work environment as a factor that determines job satisfaction has been a point of interest among scholars and has been acknowledged to have influence on the innovative spirit of employees (Foong et al., 2014). Research on job environment as a factor that has an immense effect on the organization started in the 1980’s and has restructured compared to earlier times. Theoretical Perspective Individual creativity can be explained from John Dewey’s theory of pragmatism. According to this theory, creativity can be contextualized within the mind experience of human beings. Here, learning is crucial in the renewal of ways in which work is done (Dewey, 1977). As argued by Alvani (2009) creativity involves viewing a problem from a different perspective and regenerating new ideas using intelligence to help solve it. Reflecting on Dewey’s work, creativity can be perceived as that ability to create a problem from a given situation by viewing it differently and coming up with new ways of solving it. Certain facets of satisfaction can be associated with the ability to expand and develop subjective understandings of the state. According to Dewey (1917), experience is the historical product of human and environmental interactions and each individual does this differently. An individual who has a positive attitude towards the environment is likely to think in a different way compared to the one who has a negative attitude. Positive relationship with the environment will mean that there is a motivation form within the individual that makes him/her perceive the environment positively. As argued by Amabile (1997), internal motivation produces creative outputs. The relationship between job satisfaction and creativity Contradictory research findings for the possible influence of job satisfaction on creativity Support from literature for the possible influence of job satisfaction on creativity. March, J., & Simon. H. (1958). Organizations. New York: Wiley. Staw. B. M. (1984). Organizational behaviour: A review and reformulation of the field's outcome variables. In M. R. Rosenzweig & L. W. Porter (Eds.). Annual review of psychology, vol. 35: 627-666. Palo Alto. CA: Annual Reviews. Van Gundy, A. (1987). Organizational creativity and innovation. In S. G. Isaksen (Ed.), Frontiers of creativity research: 358-379. Buffalo, NY: Bearly. Zhou, J. & George, J. M. (2001). When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice. Academy of Management Journal, 44(4): 682-696. Swaile, S., 2000. Goals, Creativity and Achievement: Commitment in Contemporary Organizations. Creativity and Innovation Management 9 (3): 185-194. Zhou, J. & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal 44 (4): 682-696. Hou, Y., Gao, G., Wang, F., Li, W. & Yu, Z. (2011). Organizational Commitment and Creativity: The Influence of Thinking Styles. Annals of Economics and Finance, 12(2): 411-431. Cekmecelioglu, G. H., 2006. Effects of job satisfaction and organizational commitment on creativity. Iktisat Isletme ve Finans, 21 (243):120-131. Job satisfaction and creativity are dependent variables. Many scholars have delved into the study of how the two are related to each other. A good number of these studies have shown that job satisfaction increases creativity of the employees. For instance, Swail (2000) did a research on technology organizations to explore the relationship between these two variables. Findings from this study which used both qualitative and quantitative methodologies indicated that an employee who is satisfied and comfortable with the workplace will strive to satisfy customer needs by improving bettering the business operations and will innovate better ways of working (Hou et al., 2011). Similarly, findings from a similar research on the same variables done by Cekmecelioglu (2006) indicated a positive relationship between the two. It is evident from these two studies that a manager who encourages employee to make independent decisions encourages creativity in the organizations. There are other studies that have shed light into the issue. Zhou and Gorge (2001) did a research on commitment and creativity. However, unlike the previous studies, they moderated the research by including other variables such as feedback by workers rather than using only the two. Findings from their study indicated that a positive organizational commitment encouraged creativity. They however concluded by highlighting the fact that there is more that needs to be done to understand how the two are related (Zhou & Gorge, 2001). The factor of job satisfaction influencing creativity positively should therefore not be underestimated. Job satisfaction influences crucial organizational issues such as employee absenteeism, turnover rate and efficiency and effectiveness as well as personal productivity (Locke, 1976). Contrary to this proposition, some scholars have differed with the contention that job satisfaction leads to creativity. They argue contrary to this saying that job dissatisfaction leads to creativity because as they try to make the situation better, they come up with new ways of overcoming dissatisfaction. March & Simon (1958), Staw (1984) and Van Gundy (1987) argue that dissatisfaction causes an employee to strive for new ways of making the situation better. They also concur with the fact that coming up with new ways of doing something is indeed creativity. Nonetheless, their arguments are based on reviews rather than empirical research. Their views were supported by the findings of a research study done by Zhou and George (2001). Findings from this study indicated that dissatisfaction can at times be a driver of change. People become creative if they are dissatisfied with the current situation and they try to come up with new ways of adapting to the environment. However, these findings may not be fully relied on because research was done on other variables besides job dissatisfaction and creativity. As argued by Zhou and George (2001) dissatisfaction may not necessarily give undesired outcomes but may give positive outcome when it occurs under favourable contextual conditions (Zhou & George, 2001). Proposition Relying on Dewey’s theory of pragmatism which argues that creativity of an individual is dependent on environmental factors and based on synthesis of findings from research studies discussed in the previous sections, we propose that: Job satisfaction influences creativity positively. Conclusion In conclusion, we can confidentially say that creativity is crucial when it comes to success of any organization. Innovation is the result of creativity (Amabile, 1988). Creative people have creative mindsets, they perform well and always strive to be ahead seeking challenges that not only educates them but also makes them grow. They are ever up to tasks and solving problems to them is never difficult. It is therefore important for each employer to ensure that there is a positive organizational climate which encourages creativity. A positive work climate creates room for better connections and integrations amongst the employees. Good connections reflect worker’s ability to integrate more information and relationships among things. Therefore better integration translates to commitment and improved creativity amongst the employees. References Alvani, S.M. (2009). General Management, (13th Ed).Tehran: Nay Publishing. Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw and L. L. Cummings LL (Eds.). Research in Organizational Behaviour, (pp. 123-167). Greenwich: JAI Press Inc. Bohm, A. (1998). On Creativity. New York: Harper and Row Publishers. Cekmecelioglu, G. H., 2006. Effects of job satisfaction and organizational commitment on creativity. Iktisat Isletme ve Finans, 21 (243):120-131. Foong Yee, W., Pink, L. S., & Sern, M. (2014). The Effect of a Psychological Climate for Creativity on Job Satisfaction and Work Performance. International Journal of Economics and Management, 8(S): 97-116. Gomez, J. G. (2007). What do We Know about Creativity? The Journal of Effective Teaching, 7(1): 31-43. Hou, Y., Gao, G., Wang, F., Li, W. & Yu, Z. (2011). Organizational Commitment and Creativity: The Influence of Thinking Styles. Annals of Economics and Finance, 12(2): 411-431. Kneller, G. F. (2005). The Art of Science and Creativity. New York: Holt, Rinehart & Winston, Inc. Lin, H. F. (2007). Effects of Extrinsic and Intrinsic Motivation on Employee Knowledge Sharing Intentions. Journal of Information Science. 33 (2): 135-149. Locke, E. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.). Handbook of industrial and organizational psychology, (p.1297–1349). Chicago: Rand McNally. MacKinnon, D. W. (2005). IPAR's Contributions to the Conceptualization and Study of Creativity. Perspectives in Creativity. Chicago, IL: Aldine Publishing Company. March, J., & Simon. H. (1958). Organizations. New York: Wiley. Mathieu, J. E. & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin 108(2): 171-194. Shalley, C. E. (1995). Effects of coaction, expected evaluation, and goal setting on creativity and productivity. Journal of. Applied Psychology, 76: 179-185. Singh, K. J. & Jain, M. (2013). A study of Employees’ Job Satisfaction and its Impact on their Performance. Journal of Indian Research, 1(4): 105-111. Staw. B. M. (1984). Organizational behaviour: A review and reformulation of the field's outcome variables. In M. R. Rosenzweig & L. W. Porter (Eds.). Annual review of psychology, vol. 35: 627-666. Palo Alto. CA: Annual Reviews. Swaile, S., 2000. Goals, Creativity and Achievement: Commitment in Contemporary Organizations. Creativity and Innovation Management 9 (3): 185-194. Taherkhani, E. (2015). Review of relation between creativity and job’s satisfaction of physical education teachers. Science Journal (CSJ), 36(3): 279-287. Van Gundy, A. (1987). Organizational creativity and innovation. In S. G. Isaksen (Ed.), Frontiers of creativity research: 358-379. Buffalo, NY: Bearly. Zhou, J. & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal 44 (4): 682-696. Zhou, J. & George, J. M. (2001). When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice. Academy of Management Journal, 44(4): 682-696. Read More