The aim of the present study was to investigate how employees assess innovation and leadership and to know if there was a difference between individual and social creativity in these assessments. In a private firm within the creative industry, employees (N=153) assessed organizational innovativeness and leadership for innovation. The perceived organizational innovativeness scale (PORGI) and a new leadership for innovation scale (LIS) were used. Independent variables were self-report measurements of individual creativity and social creativity. Analysis indicates that the company is perceived as innovative but the leaders score low on leadership for innovation. Socially creative employees view their workplace as less innovative than individually creative people, and is also more negative in the assessment of their leader’s ability to facilitate innovation. Notably, social creativity correlated negatively with leadership for innovation and perceived organizational innovativeness.

中文翻译：

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评估创新领导力和感知的组织创新能力：自我报告的个人与社会创造力之间的差异

本研究的目的是调查员工如何评估创新和领导才能，并了解这些评估中个人创造力和社会创造力之间是否存在差异。在创意产业内的一家私营公司中，员工（N = 153）评估了组织的创新性和创新领导力。使用了可感知的组织创新量表（PORGI）和新的领导力创新量表（LIS）。自变量是对个人创造力和社会创造力的自我报告测量。分析表明，该公司被认为具有创新能力，但领导者在创新领导力方面得分较低。具有社会创造力的员工认为他们的工作场所不如具有个人创造力的人创新，对领导者促进创新能力的评估也更加负面。值得注意的是，社会创造力与创新领导力和组织创新感负相关。