What influences your creativity?

Here is what creativity research over the past six years has found could influence your creativity at work. These have all be used as variables in survey based studies.

Age

Attitudes towards creativity

Authoritarian Leadership

Behavioural integrity

Benevolent Leadership

Chinese culture

Climate for Creativity

Collaborative culture

Collective efficacy

Compensation systems

Conscientiousness

Creative performance

Creative Process Engagement

Creative role identity

Creative self-efficacy

Creative skills in organization

Creative time pressure

Creative work involvement

Cultural factors

Demographic factors

Education

Educational Specialization Heterogeneity

Emotional intelligence

Employee participation

Empowerment

Encouragement for creativity

Environmental uncertainty

Expectations for creativity

External environment

Extraversion

Extrinsic motivation

Feedback

Feelings of energy

Follower innovative behaviour

Freedom

Gender

Group

Group size

Group Type

Happiness

Harmonious passion for work

Hope

Includes relationship between employee and supervisor

Individual conformity (or autonomy)

Information exchange

Innovative culture

Intention to think creatively

Intrinsic interest

Intrinsic motivation

Intuitive cognitive style

Job Autonomy/ Job control

Job challenge

Job characteristics

Job Characteristics

Job complexity

Job type/ characteristics

Knowledge sharing

Knowledge stock (TKM)

Knowledge utilization (TKM)

Leader-member exchange (LMX)

Learning orientation

Martial status

Meaningfulness at work

Motivational support

Need for achievement

Need for affiliation

Need for power

Network diversity

Network size

Network strength

Neuroticism

Non-controlling leadership style

Openness to experience

Organizational cultural archetype

Organization size

Organization type

Organizational creativity

Organizational identification

Other factors

Perceived external prestige

Perceived organizational identity

Performance reward

Perseverance

Physiological availability

Polychronic tendencies

Positive Group Affective Tone

Positive psychological experiences

Prevention based behaviour

Proactive personality

Procedural justice

Professional Activity

Promotion based behaviour

Psychological empowerment

Psychological safety

Regulatory focus

Relational support

Relationship between peers

Relationship with customers

Relationship with employees (includes guanxi networks)

Risk

Risk propensity

Role conflict

Self-expectations for creativity

Social desirability

Stewardship behaviour

Stress

Strong tie networks

Strong tie networks outside team (includes outside team guanxi networks)

Strong tie networks within team (includes within team guanxi networks)

Structural empowerment

Structured processes (HRM)

Supervisory status/Rank

Support (or perception of) for creativity

Support for autonomy

Support for autonomy/centralization

Support for Creativity

Supportive culture

Supportive leadership

Systematic cognitive style

Task autonomy

Task conflict

Task feedback

Task identity

Task significance

Task variety

Tasks requiring creativity

Team age

Team centralization

Team Creative performance

Team creativity

Team diversity

Team emotional intelligence

Team formalization

Team life-cycle phase

Team trust

Team-member exchange (TMX)

Tenure in job

Tenure in team

Time pressure

Training strategies for creativity

Transactional leadership

Transformational leadership

Trust in employee loyalty

Trust in employee reliability

Uncertainty/ Role ambiguity

Value placed in formalization

Vitality

Weak tie networks

A big thank you goes out from me to Excel for helping me manage this stuff!