Creativity and career orientations of middle managers

this article explores the relationship between the level of creativity and career orientations of middle managers. The topic is relevant due to current socio-economic conditions, where employees with developed creative thinking are increasingly valued. The study involved 38 employees of a company operating in the maritime industry, providing services such as vessel supply, repair, crew recruitment, and client acquisition. Valid psychodiagnostic tools were used, including Johnson’s Creativity Questionnaire, Mednick’s Remote Associates Test, and Schein’s Career Anchors inventory. Statistical methods included Spearman’s rank correlation coefficient and the Mann–Whitney U-test. The main hypothesis about the correlation between creativity and certain career orientations was partially confirmed. The strongest negative correlations were found between creativity and the orientations of “autonomy” and “service.” The results may be of practical use for HR professionals, career consultants, and the managers themselves when designing personalized career paths and professional development programs. The study also highlights the importance of integrating creativity development practices into corporate culture. These findings emphasize the need for a comprehensive approach to career orientation analysis that considers individuals’ psychological characteristics and creative potential.

creativity, career orientation, career