ASSIGNMENT 2 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and Unit 11: Research Project

title

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Student Name Nguyen Thi Thu Student ID GBS200904

Huyen

Class GBS0908A Assessor name Nguyen Tran Kieu

Van

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consequences of plagiarism. I understand that making a false declaration is a form of
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Table of Contents
Acknowledgement ............................................................................................................ 4
Abstract ........................................................................................................................... 4
I. Introduction .............................................................................................................. 5
II. Literature review ....................................................................................................... 5
III. Methodology ......................................................................................................... 8
IV. The results and data analysis ............................................................................... 10
V. Discussion .............................................................................................................. 15
VI. Recommendations ............................................................................................... 15
VII. In conclusion ....................................................................................................... 16
Bibliography ................................................................................................................... 16
Appendix ........................................................................................................................ 17
Creative self-efficacy as mediator between creative
mindsets and creative problem-solving
Nguyễn Thị Thu Huyền

University of Greenwich Viet Nam

Acknowledgement

I would like to express my special thanks of gratitude to my teacher Nguyen Tran Kieu Van
who gave me the golden opportunity to do this wonderful project on the topic
“Transformation in the workplace” which also helped me in doing a lot of Research and i
came to know about so many new things

I am really thankful to her.

Secondly i would also like to thank people answer the survey for me to more material for this
innovative project research .

I am making this project not only for marks but to also increase my knowledge.

THANKS AGAIN TO ALL WHO HELPED ME

Abstract

An emerging field of study is how employees' attitudes of the fixedness and malleability of
creative ideas differ.Ability is related to creative performance in workplace change. Malleable
creative mindsets are generally associated with creativity, but fixed mindsets are frequently
associated with negativity. Similarly, creative self-efficacy, or employees' conviction in their
ability to be creative, is linked to creative performance and creative attitudes. While prior
research looked at the direct association between attitudes and creativity, this study looked
at creative self-efficacy in this context. The survey included small and medium-sized
businesses and corporations in Ho Chi Minh City. They were given tests of creative self-
efficacy, creative attitudes, and creative problem-solving abilities. Quality and originality of
solutions were evaluated. Both adaptable creative mindsets and creative self-efficacy were
shown to be favorably connected to solution quality and originality, whereas fixed creative
mindsets were found to be adversely related. Furthermore, both the connection between
flexible mindsets and quality and originality and the association between fixed mindsets and
quality and originality were mediated by creative self-efficacy. This study improves creativity
research by establishing that creative self-efficacy is a key mechanism by which creative
mindsets are related to creative performance.
Keywords: creativity, creative mindsets, creative self-efficacy, creative problem-
solving,transformation, small and medium enterprises and companies in Ho Chi Minh city,
workplace
 I. Introduction

The organizational culture or the individuals that work there are two examples of the many
aspects that contribute to a company's ability specifically small and medium-sized enterprises
and companies in Ho Chi Minh city to for successful transformation in the workplace. For
instance, organizational culture, according to McKinsey and Company, is crucial to the success
of the business environment or transformation. The fundamental factor in the creation of an
organization's value is creativity in the working transformation- the necessary change for the
workplace to develop and support creative thinking, which leads to innovation. Many
businesses require creative workers, particularly advertising firms whose daily success is
tightly tied to idea generation. In order to develop each person's unique creative potential,
numerous businesses must watch and promote the creative transformation When creativity
is utilized to its full potential, it may provide a competitive edge in the development of
concepts or goods. It may assist the company generate higher-quality goods and accelerate
organizational growth(A. Anggarwati, A. Eliyana,2015).In the literature on creativity, the study
of creative mindsets is a relatively new development. These attitudes, which are connected
to creative self-concepts including creative personal identity and self-efficacy, have been
proven to be significant in predicting creative performance. Creative mindsets are important
to take into account when evaluating performance since they frequently affect how people
seek to master new skills and advance their talents. Recent research (e.g., Karwowski, 2014;
O'Connor et al., 2013) has demonstrated a favorable relationship between changeable
creative mindsets and various self-perceptions of creativity, such as creative self-efficacy and
personal identity. It is still unknown if creative mindsets also have an indirect influence on
creative performance through other creativity-related beliefs, in addition to the direct
association between creative headsets and creative performance. As a result, the goal of this
study is to see if creative self-efficacy is also an essential mechanism through which creative
mindsets are linked to creative performance. We tested the link between changeable creative
mindsets and personal identity in relation to creative performance through the mediating role
of creative self-efficacy.Thus, it makes it simpler to reach high levels of job satisfaction and
encourages employees who are more likely to be active to explore and look within for their
own creative potential. A rise in job satisfaction will influence the performance enhancement
that, in turn, influences individual skills indirectly. People with high job satisfaction will be
driven to continue coming up with innovative ideas, thoughts, and inventive goods that will
hone their creative abilities.
II. Literature review

Step 1: Determine and develop my topic.

The most difficult aspect of a research project is choosing a topic. Because this is the initial
stage in writing a paper, it must be done correctly (HENNEPIN, 2022).
Choose a topic that interests you and learn more about it. If you are writing about something
you are interested in, the research and writing process will be more pleasurable. So I'll go with
creativity (HENNEPIN, 2022).
Step 2: Conduct a basic information search.
I conducted a preliminary search before beginning my research in earnest to assess if there
was adequate material for my needs and to set the study environment. Look for keywords in
applicable titles in a library's Reference collection (such as encyclopedias and dictionaries) as
well as in other sources such as book catalogs, magazines, and tools. Investigate our Internet.
You can find more background material in your lecture notes, textbooks, and reserve readings.
Based on available resources, we may need to modify the topic's focus (HENNEPIN, 2022).
Step 3: Locate materials
With the study strategy established, I may begin searching for literature on my topic. I have
numerous options for gathering information:
+ books: use the Alephcatalog to look for subjects. If a subject search does not return enough
results, a keyword search can be done. Print or write down the item's citation (author, title,
etc.) and location (call number and collection) (s). The Aleph catalog also indexes the
audiovisual resources in the library (HENNEPIN, 2022).
To discover papers and journals, use the library's electronic periodicals database. Choose the
database and format that best suit the topic, then ask the librarian at the Reference Desk
which database best fulfills your requirements. Many of the articles in the database are
available in full text (HENNEPIN, 2022).
To find information on the Internet, use search engines (such as Google, Yahoo, and others)
and subject directories. For useful topic links, see the NHCC Library's Internet Resources area
(HENNEPIN, 2022).
Step 4: Assess the sources
For advice on determining the authority and quality of information, consult the CARS Checklist
for Information Quality. My instructor expects me to provide credible, truthful, and reliable
information, and I have every right to expect the same from the sources I use. This step is
especially critical when accessing Internet resources, many of which are deemed
untrustworthy (HENNEPIN, 2022).
Step 5: Make notes
Examine the resources and make a list of the information that will be beneficial in the paper.
Make careful to document all of the sources, even if it is possible that they may not be used.
When establishing a bibliography, the author, title, publisher, URL, and other information will
be required (HENNEPIN, 2022).
Step 6: Cite the sources correctly.
Citing or recording the sources used in the study has two benefits: it helps readers to replicate
the research and find the sources that I have mentioned as references while also giving due
credit to the creators of the materials utilized. There are two widely used citation formats:
MLA and APA (HENNEPIN, 2022).
• Hypothesis

The idea that creativity can be improved and developed with time and effort is referred to as
having a malleable creative mindsets. Strongly flexible individuals are more likely to attribute
success to effort, try again after failing, attempt to improve their competence, and display
higher levels of self-esteem (Hong, Chiu, Dweck, Lin, & Wan, 1999; King, 2012; Miele, Finn, &
Molden, 2011; Smiley & Dweck, 1994). Both Makel (2009) and O'Connor et al. (2013)
discovered that those with changeable mindsets tended to perform better on insight
problem-solving tasks and shown more creative accomplishments than individuals with fixed
mindsets. Karwowski (2014) also discovered that creative self-efficacy and creative self-
identity were positively correlated with adaptable mindsets.
Creative self-efficacy will be positively correlated with malleable creative mindsets,
according to hypothesis 1a.
The quality and originality of answers to creative problem-solving activities will be favorably
correlated with malleable creative mindsets, according to hypothesis 2a.
According to O'Connor et al. (2013), fixed creative mindsets are the ideas that creativity is
intrinsic, stable, and cannot be further improved. People with strong fixed mindsets
sometimes believe that their success is the product of inherent talent, and they may feel the
need to justify their talent. When faced with difficult problems in which they believe they
have reached the limits of their ability, they may also feel disappointed or helpless (Dweck,
1986, 1989; Dweck & Leggett, 1988; King, 2012; Robins & Pals, 2002; Smiley & Dweck, 1994).
Both Makel (2009) and O'Connor et al. (2013) discovered that those with fixed mindsets
tended to perform less well on insight problem-solving tasks and shown fewer creative
accomplishments than individuals with changeable creative mindsets(O’Connor et al., 2013).
Fixed creative mindsets will have a detrimental impact on creative self-efficacy, according
to hypothesis 1b.
The quality and originality of creative problem-solving activities will be adversely correlated
with fixed creative mindsets, according to hypothesis 2b.
It is believed that the relationship between creative potential and creative performance is
mediated by creative self-efficacy (Karwowski, 2016). Similarly, Gong, Huang, and Farh (2009)
discovered that the link between mastery goal orientation and creativity was mediated by
creative self-efficacy. The importance of creative self-efficacy as a predictor of creative
performance and achievement has received much attention (e.g., Karwowski, 2011;
Karwowski & Lebuda, 2016; Puente-Daz, 2016; Tierney & Farmer, 2002). When someone feels
confident and capable of being creative at work and producing creative results, they are said
to have a high level of creative self-efficacy (Tierney & Farmer, 2002). Bandura's (1997)
research on general self-efficacy gave rise to creative self-efficacy, which is essential for the
generation of creative work.Tierney and Farmer (2002) discovered that creative self-efficacy
predicted creative performance more than job-related self-efficacy. Since Tierney and
Farmer's (2002) study, creative self-efficacy has been acknowledged as an important factor in
understanding how to improve individual, team, and organizational creative performance
(Carmeli & Schau- broeck, 2007; Choi, 2004).
Hypothesis 3: The quality and originality of solutions to creative problem-solving tasks will
be positively related to creative self-efficacy.
It is likely that creative self-efficacy may moderate the association between perceptions of
the malleability of creative talents and creative performance, just as it appears to mediate
the relationship between self-rated creativity and actual creativity. Wood and Bandura (1989)
noted that people tend to exhibit diminished self-efficacy when they believe that intellect is a
fixed quality. It is not apparent, though, if the same phenomena holds true when the
malleability of creative ability is taken into account rather than IQ. When creating
organizational creativity training programs and advocating growth mindsets in educational
contexts, it may be helpful to increase our understanding of how creative mindsets connect
to creative self-efficacy when forecasting creative performance.
Hypothesis 4: The association between malleable creative mindsets and the caliber and
originality of answers to creative problem-solving challenges will be mediated by creative
self-efficacy.
It has been demonstrated that one's creative self-efficacy predicts their creative self-identity
and creativity (Karwowski, 2014; Mathisen & Bronnick, 2009). Creative self-efficacy is assessed
in relation to one's own ability to be creative, as opposed to creative mindsets, which often
are ideas about the fixedness of creative ability in the broader population. As previously
indicated, having a development mentality regarding one's creative potential seems to be
favorably associated to one's sense of creative self-efficacy, whereas having a fixed attitude
about creativity seems to be adversely related (Karwowski, 2014). Therefore, believing that
creativity is a quality that can be developed seems to be connected to beliefs about one's
capacity to generate creative results and complete tasks requiring creativity.
The association between fixed creative mindsets and the caliber and originality of solutions
to creative problem-solving tasks will be mediated by creative self-efficacy, according to
hypothesis five.
III. Methodology

I shall employ questionnaires in the research because they are well-liked and well-known by
individuals. A questionnaire is a list of inquiries made to people in order to gather statistics on
a certain subject. Questionnaires may be an essential tool for making claims about particular
individuals, groups, or whole populations when they are well designed and implemented.
They are an effective way to gather a variety of information from a big group of people, often
known as responders. A survey's success depends on properly constructed questionnaires.
The survey may be beneficial if the questions are appropriate, the questions are arranged
correctly, the scale is appropriate, or the questionnaire is well-designed and reflects the
participants' thoughts and opinions. Pretesting a questionnaire among a smaller fraction of
the target respondents is a valuable technique for ensuring that it is correctly capturing the
information intended (Rani M. S. and S. Roopa, 2012).I will use the questionnaire created
easily and easy to use from google forms and paper questionnaire
A survey with closed-ended questions was distributed on August 15, 2022, and data was
collected between August and August 25, 2022. Every department in businesses and small and
medium-sized organizations received the survey. Employees are invited to complete a paper
survey that is posted in front of the door, and the manager also sends an online survey to all
staff members.
Only a few replies are necessary to complete the poll, and all respondents are free to
participate or not. Separate inquiries related to the study's variables are also included in the
survey. The majority of the queries were yes-or-no affairs. A scale from 1 to 5 is only used in
one questions.
The pros
Economical: The web-based questionnaire is
a far more cost-effective approach than a
face-to-face survey conducted on-site, over
the phone, or by mail since there are no
work, paper, printing, telephone, or postal
costs to worry about (Prasanna, 2022).
Contact people right away: You may engage
with your respondents quickly by using a
variety of channels to distribute your survey,
such as texting, messaging, providing a link to
it on your website, or making it
downloadable via a QR code (Prasanna,
2022).
There are many different formats for
questionnaires, including genuine,
assessment-based, checkbox, and free text
responses. But there are a lot of advantages
and disadvantages to questionnaires, which
we have covered in this post (Prasanna,
2022).
Flexibility: The internet makes it quick and
simple to expand the audience for your web-
based survey and effectively target them
anywhere on the earth. Simply offer them a
link to your survey, which might be done
through an automated email as part of a
client onboarding or lead nurturing campaign
(Prasanna, 2022).
Respondent obscurity: When compared to
other approaches, like face-to-face and
phone addressing, the ability to offer
obscurity an internet-based questionnaire is
a crucial benefit, particularly when intending
to investigate respondents on sensitive
matters. When respondents are given
anonymity, it immediately reassures them
and encourages them to answer honestly,
which is exceptional when you're attempting
to get a more legitimate and precise image of
your subject of investigation, for example,
when studying representatives about your
organization culture (Prasanna, 2022).
Respondents' option to choose where and
when to complete their questionnaire: The
unique feature of an internet-based survey is
that respondents can choose when and
where they will complete your questionnaire.
The cons
Less and Poor Responses: One of the
survey's major limitations is that it may only
be relevant to those respondents who have
a lot of training. It cannot be used by the
uneducated or the semi-educated. The
questionnaire typically overlooks incredibly
busy and pre-involved individuals who
pointlessly criticize the exploration
specialist's aims, sincerity, devotion, and
accountability. These are those who make
up a significant fraction of the respondents
to be canvassed in the collection of
information, although they can only acquire
it on occasion. As a result, surveys are
unsuitable for a larger section of this
population (Prasanna, 2022).
No Personal Interaction: If the survey occurs
and the analyst does not go to the field, he
cannot establish a real individual contact
with the respondents. If the respondent fails
to recognize any of the technical
terminology or is skeptical, there is no one
to clarify these specialized terms or queries.
Regardless of whether the scientist makes
every effort to create the survey simple,
accurate, and beneficial, the aim and
objective of the questionnaire might be far
more stated genuinely than by some other
methods. It is quite difficult to persuade
respondents to complete the questionnaire
without legitimate individual reach
(Prasanna, 2022).
Unreliability: The questionnaire data cannot
be expected to be especially solid or
significant. Assuming the subject
misinterprets a query or provides an
insufficient or lengthy response, very little
should be associated with such reply. In
contrast, there is usually the option of
rewording queries for more information
during a meeting (Prasanna, 2022).
Individual Entries that are Incomplete: The
majority of responders frequently top off
the survey framework ineffectively. They
occasionally leave numerous queries out
and out or fill so that it becomes absolutely
difficult for the agency to follow those
 With extra time to fill in your overview and, responses. Aside from that, there might be a
unexpectedly, the flexibility to begin it and linguistic issue, such as the use of
then return to it later to complete it up, you abbreviations and dubious terminology, and
may help your overall reaction rates so on. Every one of them renders a
(Prasanna, 2022). questionnaire inadequate (Prasanna, 2022).
Exactness of information: While techniques
such as face-to-face and phone surveys
require the questioner to handle respondent
responses, internet-based questionnaire
answers are consequently embedded into
accounting pages, data bases, or other
programming bundles, decreasing the risk of
human error and enabling programmed
approval of the information (Prasanna,
2022).
This is a questionnaire survey:
https://docs.google.com/forms/d/1AWybU8g9ahdKZ7Vo8zjY33B5IJmkPCMOy21du3CaY6M/
edit
IV. The results and data analysis

The following are the results of a division in a small business in HCM

city

50% of the survey are female and 30% are male. In the end, the remaining 20% are not in the
above 2 genders
In the workplace, 18-25 ages accounted for the most with 73.3%. Almost 17% are in the 25-
40 range. Over 40 accounts for the lowest, only 10%

The occupation with the highest proportion is marketing with 30%. The second occupation is
designer with 26.7%. sales followed with 23.3%. In the end 20% is in other occupations

30% of people are creative at level 3. 26.7% think they are completely creative at level 5. about
23.3% at level 4 in terms of creativity. the last at level 1 and 2 are on par with 10%
60% of the respondents think that it is possible to practice to improve the ability the creative
and the remaining 40% think that it is impossible.

The percentage similar to question 5 about 60% of people think that something great can be
created at some point in time if they are given the right conditions and 40% also think it is
impossible
46.7% think that creativity plays an important role. 33.3% said that depending on the industry,
it is important or not. The remaining percentage thinks it is not important

66.7% say they often struggle with ideas and the remaining 33.3% they don't struggle with
them
Nearly 73% of people think that people are born with the ability to be creative, that creativity
is innate. In contrast, nearly 27% think we can learn it to enhance our creativity

63.3% have a view to use creativity to express their lifestyle and 36.7% do not use creativity
to express their lifestyle.
The aforementioned survey was conducted small and medium enterprises in general in Ho Chi
Minh City. We may conclude that creative self-efficacy was connected favorably to changeable
creative mindsets and adversely to rigid creative mindsets. As a result, this finding supported
hypotheses 1a and 1b. In terms of creative problem-solving, flexible creative mindsets were
connected with higher solution quality and originality, whereas rigid creative mindsets were
associated with lower solution quality and originality. As a result, we discovered evidence for
hypotheses 2a and 2b. Creative self-efficacy was shown to be positively related to both
solution quality and originality, lending credence to hypothesis 3.
To explore hypothesis 4, whether creative self-efficacy moderated the association between
adaptable creative mindsets and both solution quality and originality. The malleable mentality
was shown to be associated to higher levels of solution quality and creative self-efficacy.
Creative self-efficacy was associated to solution quality in a favorable way. The association
between changeable creative attitude and solution quality became non-significant after
adjusting for creative self-efficacy as a mediator. Bootstrapping revealed a strong
unstandardized indirect influence of changeable mindsets on solution quality. Confidence
intervals range, indicating that adaptable mindsets have an indirect influence on solution
quality via creative self-efficacy. As a result of the first mediation analysis, creative self-efficacy
mediated the influence of flexible mind-sets on solution quality.
The malleable mentality was associated with solution originality and creative self-efficacy.
Creative self-efficacy was also linked to solution uniqueness. The relationship between
changeable creative attitude and solution originality became nonsignificant after adjusting for
creative self-efficacy as a mediator. Bootstrapping revealed that the unstandardized indirect
impact of flexible mindset on solution originality was significant with confidence intervals
varying, indicating that malleable mindsets influence solution originality indirectly via creative
self-efficacy. As a result, the mediation analysis revealed that creative self-efficacy mediated
the association between adaptable mindsets and solution originality. As a result, the findings
of these two mediation studies provide support to hypothesis 4.
To see if creative self-efficacy moderated the association between fixed mindsets and the
quality and uniqueness of creative problem-solving solutions. The fixed attitude was shown
to be inversely connected to solution quality and creative self-efficacy. Creative self-efficacy
was associated to solution quality in a favorable way. The connection between fixed creative
attitude and solution quality became nonsignificant after adjusting for creative self-efficacy as
a mediator. Bootstrapping revealed that the unstandardized indirect impact of fixed creative
mindset on solution quality was significant with confidence intervals ranging, indicating that
fixed mindsets influence solution quality indirectly via creative self-efficacy. Thus, the first
mediation analysis revealed that creative self-efficacy mediated the influence of fixed creative
mindsets on solution quality.
Similarly, the second mediation study revealed that creative self-efficacy mediated the
association between fixed creative attitudes and solution originality. Solution originality and
creative self-efficacy were adversely associated to fixed mentality. Creative self-efficacy was
associated to solution originality in a favorable way. The association between fixed creative
mentality and solution originality became insignificant after adjusting for creative self-efficacy
as a mediator. Bootstrapping revealed that the unstandardized indirect effect of fixed
mindsets on solution originality was substantial, with confidence intervals spanning, indicating
that fixed mindsets influence solution originality indirectly via creative self-efficacy.
V. Discussion

Because the link between creative mindsets and creativity has only recently been studied, the
goal of this study was to look at creative self-efficacy as a possible mechanism through which
creative mindsets impact creative problem-solving. Furthermore, while creative mindsets
have been explored in connection to insight problem-solving and creative accomplishment,
no other research has looked at the relationship between creative mindsets and creative
problem-solving. Given the importance of creative problem-solving in both organizational and
educational contexts (Shalley & Perry-Smith, 2001), this study sheds light on how creative self-
efficacy and creative mindsets are connected to creative performance. According to the
findings of this study, changeable creative mindsets are positively associated to feelings of
creative self-efficacy as well as the originality and quality of solutions to creative problem-
solving tasks. However, it appears that creative self-efficacy mediates the link between fluid
creative mindsets and creativity, such that malleable mindsets are associated to creative self-
efficacy, which is related to the quality and originality of solutions to ill-defined situations.
Similarly, we discovered that fixed creative mindsets are adversely associated with solution
quality and originality, but that this link is modulated by creative self-efficacy. These findings
have added to our theoretical understanding that creative self-efficacy is one method via
which creative mindsets influence creative performance.
VI. Recommendations

Many research options in the study of creative mindsets remain untapped. For example,
nothing is known about the relationship between creative self-efficacy and creative thinking
at lower and higher levels of creativity. Future study will be able to identify whether people's
perspectives differ according to creative fields such as scientific discovery, art, or
performance. The influence of creativity training on one's creative thinking is another field for
future investigation. It is possible that exposure to instruction on developing one's creative
capacity influences creative attitudes.
Inventiveness training would be very effective in organizational contexts where employers
want to improve employee creativity. A research might be conducted to investigate whether
increasing employee perceptions of creative capacity malleability leads to greater levels of
creative performance. Using Ho Chi Minh City as an example, consider small and medium-
sized firms and businesses. Some businesses believe that recruiting people with greater self-
efficacy beliefs increases the likelihood that they will be more driven to perform successfully.
Furthermore, others believe that the complexity of job demands has an influence on self-
efficacy. Individuals who develop mastery over complicated, difficult, and independent tasks
have higher self-efficacy.
VII. In conclusion

According to research, changeable creative mindsets are associated with creativity, but rigid
mindsets are not. Rather than focusing on the direct link between mindsets and creativity, this
is the first study to look at creative self-efficacy as a mechanism through which creative
mindsets enhance creative problem-solving capacity during workplace change. The findings
of this study indicate that creative self-efficacy mediates the association between creative
mindsets and creative problem-solving quality and originality, improving our understanding
of how creative mindsets operate in the workplace through other self-concepts of creativity.

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