70 Chapter 3 and meaningful patterns in the data that correspond to theory and to our hypotheses. Secondly, because we measured our constructs on a weekly basis, retrospective bias was reduced because of the relative proximity of the measurement to the behavior that is reflected upon. However, even within weeks there may be fluctuations in the extent to which individuals proactively work on their vitality to promote their work, which calls for future research that zooms in on the process even further, such as daily diary studies or even the sampling of behaviors and experiences within workdays (i.e. experience sampling studies). Another limitation is that we have examined the constructs of interest in this study using self-report measures. It may be valuable to investigate creative work performance using less subjective measurements. However, work-related objective measures of creativity are difficult to realize in practice and are a recurring subject of discussion (e.g., Zhou & Shalley, 2003). As an alternative to objective measures, researchers have often used supervisor-ratings of creativity (e.g., De Stobbeleir et al., 2011; Oldham & Cummings, 1996; Tierney, Farmer, & Graen, 1999; Zhou & George, 2001). However, such studies usually concern general levels of creative potential or performance. As was also pointed out by Binnewies & Wörnlein (2011), it may be difficult for supervisors to adequately observe fluctuations in creative work performance within their employees. So, while supervisor-ratings of creativity may be very valuable, our diary approach made us opt for a self-report format to measure creative work performance. This approach is further supported by research showing that self-rated creativity is positively related to biographical information about specific creative behaviors (e.g., building websites, publishing research, composing music; Batey & Furnham, 2008), and to creativity as rated by experts (Kaufman, Beghetto, & Watson, 2006). Although the current findings show that proactive vitality management is relevant for creativity at work, it is expected that such behavior may influence a wider array of outcomes. As it is defined, proactive vitality management entails goal-oriented, individual behavior that is aimed at increasing physical and mental energy to promote optimal functioning at work. In future studies it may be valuable to incorporate other relevant, potential outcomes, such as in-role job performance, productivity or goal achievement.
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