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Are there systematic trends around the world in levels of creativity, aggressiveness, life satisfaction, individualism, trust, and suicidality? This article suggests a new field, latitudinal psychology, that delineates differences in such culturally shared features along northern and southern rather than eastern and western locations. In addition to geographical, ecological, and other explanations, we offer three metric foundations of latitudinal variations: replicability (latitudinal gradient repeatability across hemispheres), reversibility (north-south gradient reversal near the equator), and gradient strength (degree of replicability and reversibility). We show that aggressiveness decreases whereas creativity, life satisfaction, and individualism increase as one moves closer to either the north or the south pole. We also discuss the replicability, reversibility, and gradient strength of (a) temperatures and rainfall as remote predictors, and (b) pathogen prevalence, national wealth, population density, and income inequality as more proximate predictors, of (c) latitudinal gradients in human functioning. Preliminary analyses suggest that cultural and psychological diversity often need to be partially understood in terms of latitudinal variations in integrated exposure to climate-induced demands and wealth-based resources. We conclude with broader implications, emphasizing the importance of north-south replications in samples that are not from Western, Educated, Industrialized, Rich, and Democratic (WEIRD) societies.

Through a grounded theory qualitative study consisting of interviews, observations, and document reviews, this study examined a mid-sized military organization to answer two questions: (1) How does the military organizational design (i.e., bureaucracy) influence the creative process? and (2) How do leaders amplify (mitigate) the positive (negative) effects of bureaucracy on the creative process? The data suggest that the perceived tension between organizational hierarchy and creativity is mitigated by the immediate supervisor's behavior and ability to navigate the bureaucratic landscape. This study added to the existing body of research on creativity in the workplace in two ways. First, the researcher assessed the interaction between the supervisor and worker through the four stages of creativity: preparation, incubation, illumination, and verification (Sadler-Smith, 2015). Second, the study focused on the influence of bureaucratic conditions on the creative process. The study findings suggest that supervisor behavior is paramount in enabling creativity; organizational hierarchy and creative autonomy can coexist; trust relationships increased the expectancy of creative support; and immediate supervisors who leverage bureaucracy enable an environment that promotes creative thinking.

I examined the extent to which idea exchange in an electronic brainstorming session stimulates individual creativity. The influence of idea exchange on particular parameters of creativity was assessed in an idea exposure paradigm. Characteristics of stimuli were manipulated by presenting
common, rare, and absurd ideas to 144 high school undergraduate participants. I assessed fluency, flexibility, and originality parameters of creativity using the Russian version of the Alternate Uses test. The results revealed a significant effect of stimulus type on originality, and showed
that rare stimulus ideas had a positive influence on originality.

This paper deals with participatory communication in the field of the promotion of cultural institutions. Creativity is an important factor in the success and effectiveness of marketing communication. This phenomenon has not yet been explored in relation to the creativity of user-generated content. This research addresses the question of whether creativity is a significant factor in the success of UGC (user generated content). Analysis of the outputs generated by the recipients of the communication issued by the Getty Museum in Los Angeles – and their interpretation of the works of art available to the museum. We used a modified method of evaluating creativity developed by Smith et. al. (2007). We used correlation analysis to analyze our data. The findings show that creativity is an important factor in the design of the communication strategy rather than in the success of specific UGC products.

This paper seeks to explore an important characteristic of both traditional and contemporary Chinese art, that is, co-creativity. The author believes that co-creativity is a particular Chinese cultural sensibility that establishes the continuity of Chinese art and allows it to endure despite historical, societal and political changes throughout the centuries. This paper starts with an introduction of the idea of co-creativity in Chinese culture. One of its embodiments is the relationship between yin and yang. Yin and yang both engender and fulfill each other, which is a co-relational and co-creative process. It then analyzes how the idea of co-creativity is demonstrated in traditional landscape painting through the expression of the oneness with nature and invitation to join a journey with the artist. Lastly, it demonstrates this continious co-creative cultural sensibility through analyzing two contemporary artists' works. The author reads the submissive openness and vulnerability in Chinese female artist Chen Lingyang's works as a continuity of the co-creative spirit of yin and yang, nature and human. Chen's work, rooted in her cultural sensibility, expresses a totally different statement of women's desires and conditions than does that of American feminist artists Judy Chicago and Carolee Schneemann. Likewise, performance artist Ma Liuming's Fen-Ma Liuming in… series seems inspired by nature's image of co-creating the world. Different as these works may be in their formal aspects—from painting to poetry, from photography to performance— "co-creativity" is at the heart of Chinese cultural expression.

There is considerable ambiguity about how the personality trait of openness to experience affects employee creativity. We investigated how the interactions of openness to experience with decision autonomy, and with task interdependence can influence employee creativity. Analysis of
matched data from 217 supervisor–employee dyads showed a direct influence of openness of experience and the decision autonomy and task interdependence job characteristics on employee creativity. Furthermore, we examined the moderating roles of decision autonomy and task interdependence
in the effect of openness to experience on employee creativity, and found that openness to experience was positively related to employee creativity and task interdependence was negatively related to employee creativity. Further, decision autonomy positively moderated the relationship between
openness to experience and employee creativity, whereas the interaction between task interdependence and openness to experience did not have a significant impact on employee creativity. Theoretical and practical implications are discussed.

On the basis of the social constructivist theory of emotion, we examined the relationship between employees' emotional creativity and innovative performance in the Chinese business environment, as well as the mediating or moderating roles of intrinsic motivation and supervisors' support
for employee creativity in this relationship. Participants were 546 supervisor–subordinate dyads employed at 18 enterprises in the areas of Changsha, Guangzhou, Nanjing, Hangzhou, and Shanghai in China. We performed factor analysis, correlation analysis, and regression analysis of the
collected data, and found that employees' emotional creativity had significant effects on their innovative performance, and that their intrinsic motivation played a mediating role in the relationship between emotional creativity and innovative performance. We also found that the supervisors'
support for employee creativity positively moderated the relationship between emotional creativity and intrinsic motivation. In addition, the supervisors' support for creativity acted as a mediated moderator of the relationship between employees' emotional creativity and innovative performance.

What is the role of design in a complex, distributed world of policy formation and implementation? Why is the model of distributed creativity more appropriate for this domain? This essay will seek to address these questions by proposing a futuristic project for DIY policy design that takes distributed creativity and Web 2.0 as the heart of its methodological approach. This approach seeks to re-imagine the role of design and the designer in the world of government policy.

The brain is typically portrayed as an organ with a map of regions dedicated to specific tasks. But, says acclaimed neuroscientist and bestselling author David Eagleman, that textbook model is wrong. The brain is a dynamic system; the connections between its cells are constantly blossoming, dying and reconfiguring. Drawing on up-to-the-minute research, Eagleman takes us on a fascinating journey into brain plasticity to discover how a child can function with one half of his brain removed and how a blind mountain climber can use an electrode grid on his tongue to 'see'. He proves how the brain optimizes its circuitry based on the tasks relevant to goals and survival and how this knowledge opens the door to dazzling new technologies. The magic of our brains lies in the way they unceasingly re-weave themselves to form an electric, living fabric. Eagleman gets to the heart of who we are and how the brain plasticity revolution is lighting up the path of the future by analysing how our most vital organ works in a way that has never been done before

Motion pictures are made, not mass produced, requiring a remarkable collection of skills, self-discipline, and sociality—all of which are sources of enormous pride among Hollywood's craft and creative workers. The interviews collected here showcase the pleasures that attract people to careers in film and television. They also reflect critically on changes in the workplace brought about by corporate conglomeration and globalization. Rather than offer publicity-friendly anecdotes by marquee celebrities, Voices of Labor presents off-screen observations about the everyday realities of Global Hollywood. Ranging across job categories—from showrunner to make-up artist to location manager—this collection features voices of labor from Los Angeles, Atlanta, Prague, and Vancouver. Together they show how abstract concepts like conglomeration, financialization, and globalization are crucial tools for understanding contemporary Hollywood and for reflecting more generally on changes and challenges in the screen media workplace and our culture at large.

Management and leadership are increasingly important within the organisation and delivery of social care services and now form part of the post qualification framework for social workers. Yet, whilst there is a relatively broad understanding of management concepts and their application in social care, their foundations often go unchallenged both by students and managers. Furthermore, leadership is open to a wide range of interpretations and is often ill-defined with the expectation that we share a common understanding of the term. This text promotes an appreciation of the development