Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta-analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (r c = .47), proactive personality (r c = .58), positive affect (r c = .52), and work engagement (r c = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (r c = .42), supportive leadership behavior (r c = .44), and perceived organizational support (r c = .63).Moreover, thriving at work is related to important employee outcomes, including health-related outcomes such as burnout (r c = −.53), attitudinal outcomes such as commitment (r c = .65), and performance-related outcomes such as task performance (r c = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout.Overall, the findings of this meta-analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.

Take-down policy If you believe that this document breaches copyright please contact us providing details, and we will remove access to the work immediately and investigate your claim.

No abstract

No abstract

Summary Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work (K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital (rc = .47), proactive personality (rc = .58), positive affect (rc = .52), and work engagement (rc = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior (rc = .42), supportive leadership behavior (rc = .44), and perceived organizational support (rc = .63). Moreover, thriving at work is related to important employee outcomes, including health‐related outcomes such as burnout (rc = −.53), attitudinal outcomes such as commitment (rc = .65), and performance‐related outcomes such as task performance (rc = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout. Overall, the findings of this meta‐analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.

No abstract

Objectives. Social-cure research has shown that ingroup identification can be beneficial for personal health and well-being. Initial evidence for healthy participants suggests that this might be due to group membership providing a sense of personal control. In this research, we investigate this pathway for chronically ill patients, assuming that any ingroup (even patient identity) can serve as social cure by increasing control as long as the ingroup is perceived as agentic (i.e., effective).Design. We conducted six correlational field studies with patients suffering from different chronic conditions, e.g., cancer (N total = 795).Methods. All participants were asked about one specific ingroup, e.g., their self-help group. Our main measures were ingroup identification, ingroup agency, personal control and well-being, as well as self-esteem and social support (both discussed as alternative mediators). We performed simple mediation and/or moderated mediation analyses for each study and across studies (merging Studies 2-6).Results. Overall, the impact of ingroup identification on personal well-being was uniquely mediated via personal control (Studies 1, 2, 3, 6) but, as expected, only for those perceiving their ingroup as highly agentic (Studies 4, 5, 6).Conclusions. Ingroup agency is a boundary condition for the control-based pathway of the social cure effect supporting the model of group-based control. This has practical implications for clinical interventions with chronically ill patients.

The current study seeks to shed light on social-cognitive resources that mitigate master students’ experience of dysfunctional career-related worry before graduation. Based on the career self-management model (CSM; Lent & Brown, 2013 ), we investigate concurrent and time-lagged direct and mediated relationships between career planning, career-related self-efficacy, and career-related worry among a sample of 482 students shortly before graduation. Using data collected at three time points, a negative relationship was found between career planning (T1) and career-related worry (T3) via career-related self-efficacy (T2). Our findings shed light on the role of career planning and career-related self-efficacy as malleable social-cognitive resources that diminish dysfunctional thinking before graduation in sequential order. These findings imply that career planning and career-related self-efficacy are relevant predictors of affective states and can be incorporated into the CSM.