Hello everyone! I am currently pursuing my master's in industrial psychology. I am planning to conduct my research on creativity and its impact on job performance. Could anyone assist me by suggesting additional variables that I can measure aside from job performance? Thank you!
Regards
From India, Pune
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From India, Pune
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Hi, you can measure:
- The transfer of creativity into innovation
- Intrinsic motivation
- Personal development
- Career growth and planning
I can think of these only as of now. I will update you in case something else comes up.
All the best!
From India, Delhi
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115- The transfer of creativity into innovation
- Intrinsic motivation
- Personal development
- Career growth and planning
I can think of these only as of now. I will update you in case something else comes up.
All the best!
From India, Delhi
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I am impressed with your specialization in industrial psychology—what an amazing concept! Kudos to you for choosing it. Remember, it's only those who run alongside the pack who actually get ahead of that pack. And you've chosen to run alongside the pack even before you enter it! I'm truly very impressed with you.
Suggestions for Measuring Variables Beyond Job Performance
You want to measure variables other than job performance in the context of creativity and its impact on job performance. Well, then my suggestions are:
- Emotional quotient (EQ)
- Intelligence quotient (IQ)
- Map one's career progression and measure it against a median for their demographic (which, of course, will be your control sample)
- Conduct a 'Peer Assessment Survey' with their peers and grade their reputation/impression/general feel among the people they work with
- Extracurricular activities/social service/volunteer/RWA officership, etc. (Remember, creative people aren't creative just at their workplace. They are creative ordinarily, and this shows in all aspects of their life. They are more prone to be busy with just home and work. They see themselves as 'givers' and 'change agents').
Then, you may want to map your results from above with their attendance and punctuality history, leave records, time-between-jobs, and other similar parameters. Again, I bet you will arrive at results that will be very consistent with someone who takes pride in themselves, their work, their creativity, and their ability as problem solvers.
And such people will always have a significant impact on their workplace!
I hope this helps.
From India, Gurgaon
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Suggestions for Measuring Variables Beyond Job Performance
You want to measure variables other than job performance in the context of creativity and its impact on job performance. Well, then my suggestions are:
- Emotional quotient (EQ)
- Intelligence quotient (IQ)
- Map one's career progression and measure it against a median for their demographic (which, of course, will be your control sample)
- Conduct a 'Peer Assessment Survey' with their peers and grade their reputation/impression/general feel among the people they work with
- Extracurricular activities/social service/volunteer/RWA officership, etc. (Remember, creative people aren't creative just at their workplace. They are creative ordinarily, and this shows in all aspects of their life. They are more prone to be busy with just home and work. They see themselves as 'givers' and 'change agents').
Then, you may want to map your results from above with their attendance and punctuality history, leave records, time-between-jobs, and other similar parameters. Again, I bet you will arrive at results that will be very consistent with someone who takes pride in themselves, their work, their creativity, and their ability as problem solvers.
And such people will always have a significant impact on their workplace!
I hope this helps.
From India, Gurgaon
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Hi Gaurav, for my clarity, could you please explain the last point once again—how can creativity be linked to attendance and punctuality? Also, I'm a bit confused about the emotional quotient being one of the variables of creativity in the organization. If you could shed some light on these aspects, that would be great. Thanking you in anticipation...
From India, Delhi
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From India, Delhi
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Wiley (2004) International Review of Industrial and Organizational Psychology 2004.pdf
Job Performance studies.ppt