Thriving at work refers to a psychological experience of learning (cognitive dimension) and vitality (affective dimension) to the workplace. Based on the Social Exchange Theory and the Socially Embedded Model of thriving, the purpose of this research is to observe whether contextual variables such as fairness perception, trust, and managerial coaching are related to affective organizational commitment and to examine if thriving at work plays a mediating role in these proposed relationships. Data was collected in two waves over a one-month time period from 936 employees of diverse public and private sectors. Strong empirical evidence was found for all direct and indirect hypothesized relationships through Smart PLS 3.0 (SmartPLS GmbH, Bönningstedt, Germany, 2015). The implications of the findings are also discussed.

Employee voice is the voluntary, non-formal and upward communication of ideas, concerns or solutions to work associated problems by an employee. Drawing on conservation of resources theory, our study investigated the direct impact of two antecedents of behavioral outcomes (i.e., grit and organizational commitment) on voice behavior. Moreover, study also examined the mediating influence of organizational commitment in the relationship between grit and voice behavior. Data were collected in two waves time over a 2-month time period from public sector employees and their immediate supervisors. PROCESS macro by Hayes was used on actual sample of 300 employees and 19 supervisors from different job functions. All the direct as well as indirect hypothesized relationships are empirically supported. The results of the study add to the improved understanding of one of the most evolving construct, namely, voice behavior. Theoretical and practical implications alongside recommendations have also been given for future empirical research on voice behavior.

The aim of the study is to reveal the underlying structure of issues of university students taking online classes during the COVID-19 pandemic period. The overall design of the study includes a review of contemporary literature and field survey for data collection and analysis. Discourse of literature coupled with expert opinion has been employed for identification of issues. Interpretive Structural Modeling (ISM) is used for the determination of intra-issue relationships and analyzing the underlying structure. Cross impact matrix multiplication applied to classification (MICMAC analysis) is used as a technique for classifying issues on the basis of driving–dependence power. Results of the literature show that there are 21 major issues faced by the students taking online classes. ISM shows that lack of institutional guidelines, lack of regulators’ guidelines, stress of pandemic situation, and abrupt (not planned) start of online classes are the most critical issues. MICMAC analysis reveals that there is no autonomous issue, 4 (i.e., connectivity issue, shy to use technology, lack of institutional guidelines, and stress of pandemic situation) are independent, 6 other issues are dependent, and the remaining 11 are linking. This is a valuable study having practical implications for regulators, students, parents, and society to understand the current problem. It is an original attempt that contributes toward literature in the form of a structural model and a diagram of classification of issues.

The psychological state in which an individual experiences a form of vitality and a sense of learning at work is known as thriving at work. Since the new millennium, empirical research is evident that thriving (employees' sustainability) is critical for organizational sustainability. However, this human dimension of sustainability is understudied, and little is known about how individual characteristics and managers promote employee thriving at work. To address the gap, this pioneering study investigates the work context and individual differences in promoting thriving at work. The intervening mechanism of self-efficacy and prosocial motivation in the association between managerial coaching and thriving at work has been examined using a sequential mediation approach. Data has been analyzed using a Hayes' PROCESS Model 6 (based on 1,000 bootstrap resampling) with an actual sample of 221 respondents. Our results provide support for our hypothesized model. The study finds a direct association between managerial coaching and self-efficacy. It is concluded that self-efficacy is directly related to prosocial motivation, hence enhanced employee thriving at work. It is also found that self-efficacy and prosocial motivation play a vital role in explaining the association between managerial coaching and thriving at work.