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A publicação pode ser exportada nos seguintes formatos: referência da APA (American Psychological Association), referência do IEEE (Institute of Electrical and Electronics Engineers), BibTeX e RIS.

Exportar Referência (APA) 
De Clercq, D. & Pereira, R. (2021). No news, no excitement, no creativity: Moderating roles of adaptive humour and proactivity. Creativity and Innovation Management. 30 (4), 680-696
Exportar Referência (IEEE) 
D. D. Clercq and R. T. Pereira,  "No news, no excitement, no creativity: Moderating roles of adaptive humour and proactivity", in Creativity and Innovation Management, vol. 30, no. 4, pp. 680-696, 2021
Exportar BibTeX 
@article{clercq2021_1734885564916,
	author = "De Clercq, D. and Pereira, R.",
	title = "No news, no excitement, no creativity: Moderating roles of adaptive humour and proactivity",
	journal = "Creativity and Innovation Management",
	year = "2021",
	volume = "30",
	number = "4",
	doi = "10.1111/caim.12467",
	pages = "680-696",
	url = "https://onlinelibrary.wiley.com/journal/14678691"
}
Exportar RIS 
TY  - JOUR
TI  - No news, no excitement, no creativity: Moderating roles of adaptive humour and proactivity
T2  - Creativity and Innovation Management
VL  - 30
IS  - 4
AU  - De Clercq, D.
AU  - Pereira, R.
PY  - 2021
SP  - 680-696
SN  - 0963-1690
DO  - 10.1111/caim.12467
UR  - https://onlinelibrary.wiley.com/journal/14678691
AB  - When employees believe that organizational authorities are engaged in unfair information provision, it might evoke some negative behavioural responses, like diminished creativity. But when and why are such responses more likely? To answer these questions, the current study investigates the mediating role of job dissatisfaction in the relationship between unfair organizational information provision and creative behaviour, as well as the moderating roles of employees' own adaptive humour and proactivity. Survey data, collected from employees who operate in the oil and gas sector, reveal that employees' convictions that organizational leaders are not open in their communication can prompt them to avoid creative work activities, because these employees become unhappy with their jobs. This mediating role of job dissatisfaction is less salient if they have a good sense of humour and like to take initiative though. Organizations therefore should take these findings as a relevant caution: Lack of excitement about their jobs, as informed by organizational information deficiencies, can make employees complacent. To address this potentially negative outcome, organizations might help employees leverage their own valuable personal resources
ER  -