Browsing by Author "Chow, Sam"
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- ItemOpen AccessA Novel Approach to Employee Recruitment: Gamification(2014-10-07) Chow, Sam; Chapman, DerekGamification is the use of game-design in a non-game context to attract, engage and elicit desired behaviors. Recently, a number of organizations have employed the use of gamification for the purpose of employee recruitment. Results of these gamified recruitment processes are purportedly positive, although no empirical studies to date have been conducted to determine their effectiveness. This thesis was designed to provide an objective and empirical analysis of the efficacy of gamified recruitment procedures compared to traditional recruitment practices. Results indicated that traditional recruitment processes were more effective in changing participant attitudes towards organizations than the gamified processes. However, although traditional recruitment practices engendered more positive attitudes towards companies, both recruitment practices generated a similar amount of interest in terms of applying for jobs at the respective company. Implications of these findings are discussed.
- ItemOpen AccessUnraveling the Dynamic Nature of Creativity in the Workplace(2018-08-23) Chow, Sam; Griep, Yannick; O'Neill, Thomas A.; Bankins, Sarah; Hershcovis, M. Sandy; Boon, Susan D.Recent research and theories on workplace creativity have construed workplace creativity as a dynamic process. Past research, however, largely examines the phenomenon using crosssectional studies that are unable to test these dynamic theories of creativity. Moreover, scholars have traditionally studied the subject from a motivational perspective or from an affective state perspective. By doing so, the literature is oversimplifying and possibly distorting its understanding of workplace creativity. The primary goal of the study is two-fold: to test a dynamic theory of creativity and to integrate both a motivational and affective states model of creativity. Using daily survey data across ten days from 127 full-time employees, I found no support for a dynamic theory of creativity or integrated model of creativity. However, exploratory methods revealed that creativity is an outcome of both high activation positive affective states and goal orientations. Moreover, I found that this relationship was mediated by creative self-efficacy. Taken together, these exploratory results partially support an integrated model of creativity, albeit not being a dynamic phenomenon. Drawing from the current findings, theories and methodology are advanced towards providing a more robust test of a dynamic theory of creativity. Based on these findings, human resource practitioners are encouraged to engage in creative self-efficacy building by providing employees with feedback on their creative work. Moreover, practitioners should understand the importance of workplace affect in the role of creativity. Practitioners are encouraged to create a positive atmosphere to allow employees to express their creativity