Work Orientation's Impact on Layperson Ratings of Creativity, Intelligence, Conscientiousness, and Hiring Likelihood
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| Title: | Work Orientation's Impact on Layperson Ratings of Creativity, Intelligence, Conscientiousness, and Hiring Likelihood |
|---|---|
| Language: | English |
| Authors: | Mei Zheng (ORCID |
| Source: | Journal of Creative Behavior. 2025 59(3). |
| Availability: | Wiley. Available from: John Wiley & Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us |
| Peer Reviewed: | Y |
| Page Count: | 17 |
| Publication Date: | 2025 |
| Document Type: | Journal Articles Reports - Research |
| Education Level: | Higher Education Postsecondary Education |
| Descriptors: | Lay People, Creativity, Intelligence, Personnel Selection, Job Applicants, Work Attitudes, College Students, Personality Traits |
| DOI: | 10.1002/jocb.70050 |
| ISSN: | 0022-0175 2162-6057 |
| Abstract: | Most previous studies on creativity and motivation looked into the effects of intrinsic and extrinsic motivations on creativity. However, there have been newer motivation approaches related to work orientation and needs that may offer a chance to gain new insight into how people think about creativity. The present study used a hypothetical hiring scenario to assess layperson beliefs about creativity, conscientiousness, intelligence, and the likelihood of hiring potential candidates who endorsed one of six work orientations (Job, Career, Calling, Kinship, Passion, and Autonomy). In addition, the study accounted for potential domain effects by differentiating between art- and business-related hiring contexts. Data were gathered among 279 university students (62% females). The results suggested that hiring likelihood and ratings of a hypothetical employee's intelligence and conscientiousness were more associated with the orientations of Calling, Career, and Passion; however, creativity was more associated with Autonomy. Job orientation received the lowest ratings for all rated qualities. The findings were mostly consistent across domains of arts and business. Nonetheless, the relationship between hiring probability and hypothetical employees' creativity and intelligence did vary by domain. We discuss the implications of the results and outline fruitful directions for future research. |
| Abstractor: | As Provided |
| Notes: | https://osf.io/fygbz |
| Entry Date: | 2025 |
| Accession Number: | EJ1482989 |
| Database: | ERIC |
| Abstract: | Most previous studies on creativity and motivation looked into the effects of intrinsic and extrinsic motivations on creativity. However, there have been newer motivation approaches related to work orientation and needs that may offer a chance to gain new insight into how people think about creativity. The present study used a hypothetical hiring scenario to assess layperson beliefs about creativity, conscientiousness, intelligence, and the likelihood of hiring potential candidates who endorsed one of six work orientations (Job, Career, Calling, Kinship, Passion, and Autonomy). In addition, the study accounted for potential domain effects by differentiating between art- and business-related hiring contexts. Data were gathered among 279 university students (62% females). The results suggested that hiring likelihood and ratings of a hypothetical employee's intelligence and conscientiousness were more associated with the orientations of Calling, Career, and Passion; however, creativity was more associated with Autonomy. Job orientation received the lowest ratings for all rated qualities. The findings were mostly consistent across domains of arts and business. Nonetheless, the relationship between hiring probability and hypothetical employees' creativity and intelligence did vary by domain. We discuss the implications of the results and outline fruitful directions for future research. |
|---|---|
| ISSN: | 0022-0175 2162-6057 |
| DOI: | 10.1002/jocb.70050 |
