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According to much of the extant research, the conferral of high-status serves as an invaluable muse for creativity. That is, the research has suggested that high-status affords individuals the confidence, freedom, and leeway necessary to bolster creative performance. However, this assertion is premised on the view that status hierarchies are stable and thereby the conferral of high-status is irrevocable. In reality, ample research evidence has asserted that status hierarchies are often unstable, and hence, high-status is not immutable. Consequently, there is a need to revisit the capacity of high-status to bolster creativity under conditions of status instability. Our theoretical paper draws upon the socio-cultural perspective of creativity, in order to develop a conceptual framework that identifies how status instability can, in fact, impede creative behavior of high-status individuals. The liability of high-status can arise via its impact on risk tolerance, perceived autonomy, and intrinsic/extrinsic reward orientation. Our framework also acknowledges how the individual trait of creative self-efficacy can mitigate the negative impact of status instability. The research propositions we present alongside our framework are intended to guide future research in exploring the role of status in the generation of radical, creative behavior.

With advances in technology, new innovative methods for evaluating teamwork skills are emerging, however little research has been done into students' reactions to such innovative assessments in an educational setting. This study investigated the reactions of undergraduate students to a high-fidelity behavioral simulation assessment for teamwork skills and explored some of the factors behind those reactions. 168 undergraduate students completed a simulation assessment and filled out surveys of reactions, perceptions, and personality. The results of a structural equations model indicate that reactions were positively related to perceived scenario realism, characters (chatbots) realism and design clarity.

The objective of this study is to explore the potential of a new method for assessing teamwork skills—a virtual high‐fidelity behavioral simulation. In this paper, we describe the development and validation of a chatbot‐driven simulation for assessing teamwork skills of university students. We present the results of a criterion validation study using a sample of 215 undergraduate students. The simulation was found to significantly predict peer ratings following a live team‐based exercise, over and above a teamwork situational judgment test, and a personality inventory. The mean score for women on the simulation was significantly higher than for men. Limitations and future directions are discussed. Practitioner points: Teamwork skills are considered essential, but are difficult to assess well.Advancements in technology provide opportunities for assessing teamwork skills via virtual high‐fidelity behavioural simulations. [ABSTRACT FROM AUTHOR]

Recently, there has been growing interest in more fully examining the situational conditions under which the positive effects of charismatic or transformational leadership are actually achieved. The positive impact of [...]

The conformational coil-to-helix transition of an ionic polysaccharide, (mathematical expression not reproducible in ASCII)-carrageenan, as effected by temperature and concentration of the polyion, was studied using conductance measurements in solutions of low ionic strength. Interactions between counterions, Na(super +), and polyions during such a transition were quantified by the ratio of the diffusion coefficient of Na(super +) counterions in the polyelectrolyte solution ((mathematical expression not reproducible in ASCII)-carrageenan sodium salt) to that in the solution without polyelectrolyte (NaCl). Structural characterization of (mathematical expression not reproducible in ASCII)-carrageenan conformers, expressed by the charge separation distance, was performed based on Manning's theory for polyelectrolytes. The conformational transition was a reversible coil-to-double helix process resulting from temperature decrease. This process did not depend on the concentration of (mathematical expression not reproducible in ASCII)-carrageenan for the concentration range from 10 to 40 mM. The determined charge separation distance for (mathematical expression not reproducible in ASCII)-carrageenan in solution was 0.89 and 0.40 nm for a coil and a doublehelix form, respectively.

This study examines the impact of feedback-seeking on the source; that is, the person who is asked for feedback. A survey was conducted of full-time working supervisors from various industries in Canada. Results showed that frequency of being sought for feedback was positively related to supervisors' satisfaction with authority, satisfaction with security, and satisfaction with creativity. Frequency of being sought for feedback was also hypothesized to be positively related to supervisors' satisfaction with variety, however, no relationship was found. [ABSTRACT FROM AUTHOR]

To address the growing leadership gap, companies invest in "high potential" (HIPO) programs, designed to identify promising leadership candidates and develop them into future leaders. However, despite their commitment to such initiatives and the availability of best practices, HIPO programs frequently fail to deliver desired results. We explore how managers who facilitate HIPO programs perceive these programs and how their perceptions hinder their ability to implement best practices and optimize their programs. Our findings suggest that organizations need to focus more on the underlying perceptions and concerns of managers who execute HIPO programs. [ABSTRACT FROM AUTHOR]