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Article
Publication date: 21 October 2021

Zilong Cui and Kaixin Zhang

The purpose of this research is to explore the effect of proactivity on work–family enrichment through thriving at work and the moderation of such mediation by immediate…

Abstract

Purpose

The purpose of this research is to explore the effect of proactivity on work–family enrichment through thriving at work and the moderation of such mediation by immediate supervisor perspective-taking.

Design/methodology/approach

Research data consisting of two-wave lagged data (N = 470) were collected from 470 employees of 17 domestic Chinese firms to examine the proposed moderated mediation model.

Findings

The findings show that proactivity was positively related to work–family enrichment and that thriving at work partially mediated this relationship. Immediate supervisor perspective-taking strengthens the effect of proactivity on thriving at work, and a positive indirect relationship exists between proactivity and work–family enrichment through thriving at work when immediate supervisor perspective-taking is high.

Practical implications

Organizations should formulate policies to motivate employees to engage in proactive behavior and stimulate employees' thriving at work. Organizations should also select leaders who are good at perspective-taking and provide training to leaders to help them take others' perspectives.

Originality/value

These results deepen our theoretical understanding of the consequences of proactivity by demonstrating the positive associations between proactive behavior and work–family enrichment. The current study also contributes to the literature by identifying the mediating mechanism of thriving at work to explain the relationship between proactivity and work–family enrichment. Furthermore, the results show that supervisor perspective-taking moderates the above mediation.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 25 August 2021

Shenghao Guo and Qianqian Hu

The roles that one single leadership style plays on motivating employees have been studied. However, in reality, an individual may exhibit more than one type of leadership…

Abstract

Purpose

The roles that one single leadership style plays on motivating employees have been studied. However, in reality, an individual may exhibit more than one type of leadership style. This study aims to reveal how zhongyong leadership can lead to employees’ thriving at work in China, with a glance at ethical leadership as a moderator. The intrinsic motivation of employees is also considered as a mediator to show the specific path that bridges employees’ perceived leadership styles and their thriving at work.

Design/methodology/approach

Using three-period data from a sample of 346 employees working in Chinese companies, this study performs regression and bootstrap analyzes in PROCESS macro to test the hypotheses. By adopting the Johnson-Neyman technique, this study further identifies the specific moderating range within which ethical leadership makes a difference.

Findings

The positive correlation between zhongyong leadership and employees’ thriving at work only withstand scrutiny when the level of ethical leadership is sufficiently high and employees’ intrinsic motivation plays a mediating role. Specifically, when the ethical leadership level is higher than 6.022 (on a seven-point scale), zhongyong leadership can significantly increase the intrinsic motivation of employees and their thriving at work will be stronger as a result. On the contrary, when ethical leadership is lower than 1.089 (on a seven-point scale), this mediated relationship will head exactly in the opposite direction.

Originality/value

This study focuses on investigating the effects of multiple positive leadership behaviors on promoting employees’ thriving at work. The resultant findings provide compelling evidence for the integration of different leadership styles in practice and consolidate the theoretical underpinnings of related research on thriving at work.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

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Article
Publication date: 4 August 2021

Um-e-Rubbab , Shazia Faiz, Samyia Safdar and Namra Mubarak

Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the…

Abstract

Purpose

Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework.

Design/methodology/approach

Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses.

Findings

Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed.

Originality/value

This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 18 May 2021

Eduardo Oliveira

Drawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship…

Abstract

Purpose

Drawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers.

Design/methodology/approach

A two-wave cross-sectional design was adopted with bootstrapped parallel multiple mediation analyses. In addition, polynomial regression with response surface analysis was used to examine the extent to which combinations of focus on opportunities and remaining time relate to thriving at work. Data were collected from 310 older workers working in 13 companies located in Portugal.

Findings

AIHRP have direct effects on OFTP dimensions (i.e. focus on opportunities and remaining time), and indirect effects on the two thriving dimensions (i.e. learning and vitality) via focus on opportunities. The positive relationship between AIHRP and learning was mediated by remaining time, while no significant mediating effect on vitality through remaining time was found. Additionally, surface analysis showed that overall thriving and learning increase more sharply when focus on opportunities is higher than remaining time, rather than vice versa.

Originality/value

This paper contributes to the literature by showing the importance of personal resources like OFTP in the relationship between AIHRP and the thriving of older workers. It also provides further support for the distinctiveness of the two OFTP dimensions as remaining time was not linked to vitality, whereas focus on opportunities was linked to both thriving dimensions.

Details

Career Development International, vol. 26 no. 3
Type: Research Article
ISSN: 1362-0436

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Book part
Publication date: 19 August 2017

Victoria Choi Yue Woo, Richard J. Boland and David L. Cooperrider

As they say, “Change is the only constant.” Thriving and surviving during a period of extraordinary collision of technological advances, globalization, and climate change…

Abstract

As they say, “Change is the only constant.” Thriving and surviving during a period of extraordinary collision of technological advances, globalization, and climate change can be daunting. At any given point in one’s life, a transition can be interpreted in terms of the magnitude of change (how big or small) and the individual’s ontological experience of change (whether it disrupts an equilibrium or adapts an emergent way of life). These four quadrants represent different ways to live in a highly dynamic and complex world. We share the resulting four-quadrant framework from a quantitative and a mixed methods study to examine responses to various ways we respond to transitions. Contingent upon these two dimensions, one can use a four-quadrant framework to mobilize resources to design a response and hypothesize a desired outcome. Individuals may find themselves at various junctions of these quadrants over a lifespan. These four quadrants provide “requisite variety” to navigate individual ontology as they move into and out of fluid spaces we often call instability during a time of transition. In this chapter, we identified social, cognitive, psychological, and behavioral factors that contribute to thriving transition experiences, embracing dynamic stability. Two new constructs were developed, the first measures the receptivity to change, Transformation Quotient (TQ) and second measures the range of responses to transitions from surviving to thriving, Thriving Transitional Experiences (TTE). We hope our work will pave the way for Thriving to become a “normal” outcome of experiencing change by transforming the lexicon and expectation of engaging with transitions.

Details

Human Capital and Assets in the Networked World
Type: Book
ISBN: 978-1-78714-828-4

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Book part
Publication date: 5 July 2016

Mahima Thakur, Anjali Bansal and Peter Stokes

This empirical investigation studies the correlates and predictors of employees’ psychological outcomes during mergers and acquisitions (M&As) in the context of India…

Abstract

This empirical investigation studies the correlates and predictors of employees’ psychological outcomes during mergers and acquisitions (M&As) in the context of India. This study examined the role of different types of training initiatives (awareness training, human capital development training, and cross-cultural training) on building employees feeling of psychological empowerment and thriving. Further, second-order attitudes were studied in the form of employee satisfaction and commitment. A cross-sectional research design was adopted where quantitative and qualitative data were collected to investigate the interplay between the variables. Data were collected on an adapted standardized questionnaire from the employees of a public sector organization (N = 117) which had merged with a software company to deliver its IT services. Descriptive analysis, multiple correlational analysis, and stepwise regression analysis have assisted in exploring the different relationships amongst the variables. This study produces a prescriptive framework for merger success based on the model of growth and thriving (Spreitzer & Porath, 2012). Broadly, the results point towards the facilitative role of training in developing feelings of psychological empowerment, thriving, commitment and satisfaction with the merger, however qualitative data identified significant cultural undercurrents.

Details

Advances in Mergers and Acquisitions
Type: Book
ISBN: 978-1-78635-394-8

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Book part
Publication date: 15 July 2019

Rachael L. Narel, Therese Yaeger and Peter F. Sorensen

The environment in which businesses operate today is uncertain, chaotic, and changing at a more rapid pace than ever before. In this new dynamic world, current approaches…

Abstract

The environment in which businesses operate today is uncertain, chaotic, and changing at a more rapid pace than ever before. In this new dynamic world, current approaches to organizational design and processes are not as effective as they have been. Recent research has provided insight into organizational agility as a method to help organizations survive and thrive in these environments. A divergent body of literature is presented that explores agility, learning, and thriving. An exploratory mixed-methods study was conducted at the team level to examine the relationship between these constructs as well as their relationship to performance. Based on the results, we present a series of propositions for future research and provide an illustration of the Components of Agile and Thriving teams to be used as its foundation. The discussion serves to synthesize these initial findings and provide both implications for practice as well as theory.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78973-554-3

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Book part
Publication date: 23 July 2014

Angela C. C. Keister

Organizational agility is becoming a critical component of organization development and change due to the increasingly continuous and iterative nature of change. This…

Abstract

Organizational agility is becoming a critical component of organization development and change due to the increasingly continuous and iterative nature of change. This explanatory mixed methods study demonstrates the effect of collective thriving on change agility and positions collective thriving as a psychological state that contributes to organization agility. Attunement is hypothesized to be a point of leverage to increase the state of collective thriving and was found to moderate the relationship between collective thriving and change agility. The qualitative study investigates characteristics of high- and low-thriving teams and furthers the understanding of collective thriving and change agility.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78350-312-4

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Article
Publication date: 13 November 2020

Jae Young Lee and Yunsoo Lee

The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012).

Abstract

Purpose

The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012).

Design/methodology/approach

After translating the thriving at work measurement into Korean, the researchers assessed the validity and reliability of the measurement in a Korean working context using two different samples. In Study 1, the study validated the translated measurement using Rasch’s (1960) model, exploratory factor analysis and a reliability test with a sample of 322 employees. In Study 2, the study conducted a confirmatory factor analysis, a reliability test and a convergent and discriminant validity test using a sample of 187 employees.

Findings

Based on the analyses, this paper concluded that thriving at work has a two-factor construct and eight-item thriving at work measurement was better than the original 10-item measurement. The eight-item measurement demonstrated good discriminant and convergent validity.

Originality/value

This study validated the thriving at work measurement in a Korean context using Rasch’s (1960) model from the item response theory perspective.

Details

European Journal of Training and Development, vol. 45 no. 8/9
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 11 February 2021

Chaoqun Zhang, Donglan Zha, Guanglei Yang and Fu Wang

The purpose of this paper is to test the mediating role of perceived insider status (PIS) on the relationship between differential leadership and thriving at work, and the…

Abstract

Purpose

The purpose of this paper is to test the mediating role of perceived insider status (PIS) on the relationship between differential leadership and thriving at work, and the extent to which this mediating role is moderated by proactive personality.

Design/methodology/approach

This study conducts a questionnaire with 332 employees from China, taking certain traditional cultural factors and social exchange theory into consideration. This paper then analyzes the responses using a structuring equation model with SPSS 24.0 and LISREL 8.7.

Findings

The results show that PIS mediated the relationship between differential leadership and thriving at work. In addition, proactive personality was found to moderate this mediating pathway, whereby a high proactive personality increased the mediating role of perceived insider status.

Originality/value

This study explores how and why differential leadership is positively related to thriving at work. This paper verifies the moderated mediation model relationship among the research variables and contributes to the literature on differential leadership.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

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