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Based on theory Z of leadership, this research aims to investigate the direct relationship between participative leadership (PL) and creative idea validation (CIV) fostering both radical (RC) and incremental creativity (IC). Additionally, by utilizing attribution theory, it explores the moderating effect of coworkers’ knowledge-sharing behavior (KSB) on both the direct and indirect relationships.

Data were collected through a descriptive approach and convenient sampling from three sources – leaders, subordinates and coworkers – in R&D departments at multi-levels within 97 high-tech firms in China. Data comprised 446 employees (subordinates and coworkers) and 94 leaders, and multilevel path analysis was conducted using Mplus software.

The results indicate that PL exhibits both a direct and indirect positive association with RC and IC through the CIV. Moreover, the relationship is enhanced by coworkers’ high-KSB.

Our study offers implications that managers can leverage to foster employee creativity. Leaders are encouraged to embrace a PL style for collective idea validation. However, to overcome coworkers’ reciprocal behavior, they may facilitate trust and team-building exercises, enabling employees to strengthen relationships and share critical information and knowledge resources for the development and validation.

This study is the first to empirically extend the relationship between PL and CIV, utilizing a multilevel approach to assess its impact on distinctive types of creativity – namely, radical and incremental. Further, it testifies the significance of coworkers’ knowledge as an attribution effect influencing the relationships.

The study aims to identify a model of commercializing entrepreneurial ideas in information and communication technology (ICT) knowledge-based companies.

A mixed method has been used in the research. The participants of the qualitative part were 15 key informants selected by sampling method purposefully and theoretically, while a sample of 205 experts was randomly chosen for the quantitative part. Data collection was completed through a semistructured interview in the qualitative part and by a researcher-made questionnaire in the quantitative part. The reliability of the research was confirmed by Cronbach’s alpha. The validity of the qualitative and quantitative parts was approved, respectively, by the criteria of Corbin and Strauss (2008) and by the content validity. Data analysis was done in the qualitative part through open, axial and selective coding, while in the quantitative part through partial least squares structural equation modeling (PLS-SEM) and adaptive neuro-fuzzy inference systems (ANFIS).

The commercialization model of ICT entrepreneurial ideas was depicted by the paradigmatic version of Corbin and Strauss (2008). The model has been consisted of six sectors as follows: causal conditions (including stimuli of science and technology parks, interests and motivation of managers of ICT knowledge-based company and environmental stimuli), contextual conditions (including skills and abilities of managers of ICT knowledge-based company, status of ICT knowledge-based company and enabling and facilitating legal framework), intervening conditions (including the complex nature of the ICT industry, science and technology parks’ support of companies, facilities and equipment for commercialization of ICT entrepreneurial ideas and economic system stability), strategies (including marketing research, planning and feasibility study of ICT entrepreneurial idea, design and production of ICT product and release and supply of ICT product), consequences (successful commercialization of ICT entrepreneurial ideas in the post-COVID-19 era) and the central phenomenon (ICT entrepreneurial ideas: commercialization in the post-COVID-19 era). Then, the main factors were confirmed through PLS-SEM and ANFIS. Among the factors, interests and motivation of managers of ICT knowledge-based companies, status of ICT knowledge-based companies, facilities and equipment for commercialization of ICT entrepreneurial ideas and release and supply of ICT products were identified as the most influential factors.

The model can help solve the challenges of managers and policymakers to commercialize ICT entrepreneurial ideas. Therefore, innovative production will increase, value will be created for the beneficiaries and economic, social and political growth will occur in the post-Corona era.

Commercialization of ICT entrepreneurial ideas has the potential to affect many aspects of economic and societal activities in the society such as GDP growth, employment, productivity, poverty alleviation, quality of life and education.

The research includes innovation in presenting a multidimensional commercialization model based on an entrepreneurial perspective in the special field of ICT with a mixed approach including grounded theory, PLS-SEM and ANFIS in ICT knowledge-based companies. But the most important innovation of the study is related to the findings. The main categories, subcategories and concepts of the research have been presented in the form of a theory entitled “ICT entrepreneurial ideas: commercialization in the post-COVID-19 era.”

Creativity plays a crucial role in interpersonal conflict within organizations, yet little research has explored its antecedents in this context. This study aims to investigate power and gender as the main determinants of creativity in interpersonal conflict within organizational contexts.

Two studies were conducted. The first study involved 226 employees from various organizations (M_age = 39.39, SD = 10.39), whereas the second study used a conflict simulation with 160 participants (M_age = 36.90, SD = 10.45) forming dyads. Both studies investigated the impact of relative power (i.e. having more power than the other person) on creativity in conflict, with a focus on the moderating role of gender. Study 2 also manipulated contextual creativity, which served as an additional moderator in this relationship.

Results largely supported our hypotheses, indicating a positive relationship between relative power and creativity in conflict. Importantly, this relationship was stronger among women. Study 2 further focused on the distinct dimensions of creativity, highlighting differences between idea originality and effectiveness.

The findings hold practical significance for organizational leaders and conflict resolution practitioners, and they further underscore the importance of considering gender dynamics in conflict resolution processes within organizations.

This research contributes novel insights into the understanding of creativity within organizational conflicts, emphasizing the interplay between relative power, gender and creativity. Additionally, the exploration of different dimensions of creativity (i.e. originality and effectiveness) adds depth to existing literature in this area.

The purpose of this study is to begine to address this question. The concept of the ideas-informed society (IIS) represents a desired situation in which citizens actively and critically engage with new ideas, developments and claims to truth. Its successful actualisation is dependent on high-quality educational opportunity at all stages of the life course. Social networks represent our connections to one another. Features of our social networks impact on how we engage with ideas. For instance, homophily dictates that individuals form networks with others seen as being like themselves. A key question, however, is whether there are forms of homophily that, by the nature of those they bring together, promote ideas engagement by individuals and the implications of consequent networks for the IIS?

This study re-analysed survey data from 1,000 voting-age citizens in England. Focusing on friendship networks, the authors used a structural equation model approach to explore the existence and potency of homophilic friendship networks; whether such networks drive respondents’ ideas-engagement with friends; and whether ideas discussions with friends impacts on the importance respondents place on staying up to date.

Political homophily has the strongest influence on whether people discuss new ideas with their friends (ES = 0.326, p < 0.01). In turn, ideas discussion has a significant impact on the extent to which people value engaging with ideas (ES = −0.345, p < 0.01).

The authors consider whether ideas-related discussion within politically homophilous networks is problematic for the IIS and what is required from education systems if we are to build individuals’ capacity to engage with ideas while escaping echo chambers.

This paper aims to investigate why followers have low perceptions of leader openness and thus feel reluctant to communicate novel ideas by examining leader–follower relationship conflict (i.e. interpersonal incompatibility) and a follower’s power distance orientation (i.e. an acceptance of uneven power distribution in organizations) as antecedents.

The research administrators conducted a three-wave work behavior survey in Study 1, a laboratory experiment in Study 2, and an online experiment in Study 3.

The results demonstrated that leader–follower relationship conflict reduced followers’ perceptions of leader openness. However, the negative impact of relationship conflict became non-significant when followers have high power distance orientations (i.e. an acceptance of uneven power distribution in organizations). The findings also showed an indirect interaction effect of leader–follower relationship conflict and followers’ power distance orientation on the followers’ communication of novel ideas through the followers’ perceptions of leader openness.

The research suggests that followers with higher power distance orientations are more likely to communicate novel ideas consistently because their relationship conflicts with their leaders do not negatively influence their perceptions of leader openness. Although researchers traditionally view cultures with a high level of power distance value as an obstacle to employee creativity, the present study reveals the benefits of an individual-level power distance orientation.

This chapter is one of five chapters dedicated to anti-racism, specifically focusing on its conceptual foundations. Drawing from critical scholarship on ideas that have inspired political debates and policies about racism, I address key questions pertaining to anti-racism as an idea, policy framework and as a catalyst for sociopolitical action. This chapter engages with the fundamental principles that underpin anti-racism endeavours, ranging from community engagement to political activism and civil rights movements. It critically examines the ongoing debates on whether the goals of anti-racism, such as racial justice and dismantling of institutional racism/privilege, align with existing sociopolitical order. In addition, this chapter contributes to anti-racism scholarship that has evolved over the past five decades, by synthesising how anti-racism relates to various societal goals. Furthermore, this discussion incorporates themes such as the promotion of tolerance, equality, social justice and recognition within the context of anti-racism.

Building on research showing the influence of temporal focus on decision-making, I argue that the propensity to invest in and support radically novel ideas depends on the degree to which the members of the evaluating audience focus on the present time. I conducted a series of experiments to study how a disposition to think more about the present shifts audience members’ evaluative responses to novelty. My findings show that audience members with a strong focus on the present are more willing to support radical than incremental ideas. I further probe the underlying cognitive process by unveiling the mediating role of idea uncertainty. Focusing on audience members’ subjective experience of time and integrating it with novelty recognition offers valuable insight into research on creativity, innovation, and, more generally, social evaluation.

Teams should be hotbeds of creativity, yet they may naturally experience many barriers that thwart their ability to generate and select the most creative ideas. We propose that team relational support – a relational process involving the exchange of help, information, advice, and emotional concern – can help teams overcome the barriers that undermine team creativity. The following chapter proposes a process model of relational support and team creativity – identifying the mechanisms through which team relational support aids team creative processes.

In this article, I trace the slow evolution of the contemporary idea of “academic freedom” through two court cases of the early twentieth century. Unfortunately for academics, this history does not end with a ringing endorsement of the right of academics to speak freely without being afraid of losing their teaching jobs. Rather, the courts have tended to agree that while faculty do have freedom of speech under the first amendment, they do not necessarily have the right to keep their jobs no matter what they say. This chapter illustrates the court’s early validation of punishing the “free speech” of employees if it promotes a “bad tendency” in Patterson v. Colorado in 1907 and concludes with Oliver Wendell Holmes’ ruling in 1919 that introduces the concept of the “marketplace of ideas” to evaluate speech even though the defendants were convicted of espionage as they exercised their “freedom of speech.” For the educator, freedom of speech is essential in having the academic freedom to pursue their discipline.