ABSTRACT
Researchers and practitioners alike have acknowledged innovation as an essential ingredient for organizational effectiveness and long-term survival, and as such, innovation in the workplace has been studied extensively over the past decades (see Anderson, Potočnik, & Zhou, 2014; Anderson, De Dreu, & Nijstadt, 2004; West, 2002 for recent reviews). Importantly, in order for the organizations to innovate, they have to employ individuals who are more likely to come up with innovative ideas and implement them to improve their jobs and overall organizational effectiveness (Anderson et al., 2014; Potočnik & Anderson, 2012). Organizations are faced with a number of challenges in their attempt to identify innovative job applicants in the selection process.
