We propose CAPPAA — a multiplicative, domain-pointed framework for measuring and predicting the capacity of any human-enabler pair to produce executable domain intelligence. CAPP (Curiosity × Attitude × Passion × Persistence) captures irreplaceable human qualities measured via behavioral proxies, not self-report. A(domain) captures authentic lived domain knowledge. A(enabler) captures amplification — which may be a school teacher, mentor, community, book, or AI system. All axes are domain-pointed: the same human may have CAPPAA=648,000 in one domain and CAPPAA=600 in another. The formula is multiplicative — zero in any axis collapses output. Enablement is a mesh, not a chain: each new enabler raises the value of all existing nodes — bidirectional edges, dormant nodes that activate when the mesh reaches sufficient density, emergent nodes, and cycles. CAPPAA is measurable before and after enablement; the delta is the Transformation Score — quantifiable proof that an enabler moved the needle. We demonstrate the framework through TraitOS, show that expertise can reduce CAPPAA (the Expert Paradox), prove that the 90% of humanity outside current AI systems have high domain-specific CAPPAA, and identify CAPP as the structural boundary between human and AGI intelligence. AGI cannot have authentic CAPP because it cannot give up — and persistence is only meaningful when stopping is a real option.
COVID-19 has had a huge impact on workers and workplaces across the world while putting regular work practices into disarray. Apart from the obvious effects of COVID-19, the pandemic is anticipated to have a variety of social-psychological, health-related, and economic implications for individuals at work. Despite extensive research on psychological contracts and knowledge sharing, these domains of pedagogic endeavor have received relatively little attention in the context of employee creativity subjected to the boundary conditions of the organization's socialization and work-related curiosity. This study investigates, empirically, the role of psychological contracts in escalating employee creativity through knowledge sharing by considering the moderating role of an organization's socialization and work-related curiosity. The response received from 372 employees of the manufacturing sector has been investigated and analyzed through Smart PLS software. The results have revealed that knowledge sharing is mediating the relationship between psychological contract and employee creative performance, whereas the moderators significantly moderate the relationships between psychological contract and knowledge sharing and between knowledge sharing and employee creative performance accordingly. It has also been depicted that the moderating impact shown by both moderators is significantly high.