Antecedents and Consequents of Prosperity at Work: A Mediation-Moderation Model

Abstract

Purpose: To investigate the relationship between participation in decision making and social support at work with role performance at work, as well as the mediator role of work prosperity and the moderator role of self-efficacy. Originality/value: The study contributes to the enhancement of the monological net of the concept of prosperity at work, by testing a model that includes other rather neglected constructs as antecedents and consequents of prosperity at work, and by analyzing the role of a personal asset in these relationships, based on the demands-resources model (JD-R). Design/methodology/approach: This is an empirical study, with a quantitative approach of correlational nature, that tested seven hypotheses. The data were collected with self-report questionnaires, and analyzed with structural equation modelling. Findings: All hypotheses were corroborated and indicated that: participation in the decision making and social support have a positive impact on prosperity at work; prosperity at work has a mediation role in the relation between these variables and role performance at work; self-efficacy moderates the positive relations of participation at work and social support with prosperity at work, increasing these relations. The study has important implications for the literature in the field, contributing to the application of the model of prosperity at work to Brazilian samples. Organizations may benefit from these findings if the policies that enhance prosperity are implemented in the organizational environment, obtaining competitive advantage.

An integrative multilevel review of thriving at work: Assessing progress and promise

“…In caregiving occupations (e.g., nursing and childcare), relational resources such as trust and respect (Silen et al, 2019;Travis et al, 2014) promote thriving via supporting caregivers' agency in tailoring treatments to patients' specific needs (Vassbø et al, 2019). Individuals who lack personal resources that support agentic behaviors (e.g., self-efficacy; Novaes et al, 2020) may especially benefit from a supportive and thrivingenabling work environment. Collectively, these studies provide budding empirical evidence for the SEMT's assertions that thriving is an internal experience that occurs through "interactions with others in the doing of work" (Spreitzer et al, 2005, p. 539).…”

Diagnosing the availability of the dimensions of a prosperous organization: An analytical study of the opinions of a sample of employees in Modon Real Estate Development Company

“…The sustainable prosperity of these organizations promotes the growth of the economy, the creation of new job opportunities, increasing the productivity and effectiveness of the organization, contributing to the development of human capabilities and generating sustainable value by providing innovative products. Thus, prosperous organizations provide many advantages at the organizational level in particular and for employees and communities in general, as clarified by Mansour and Mohammed (2022: 669) [10] , Novaes et al (2020:19) [15] , Ogbu (2019:55) [16] and Zaraket (2018:400) [21] as follows: a) Prosperous organizations are keen to provide safe and healthy work environments in which all opinions and ideas are respected in order to invest in the opportunities available in achieving growth, creativity and maintaining prosperity. b) They work to reduce the psychological stress that may be faced by the employees and weaken their job satisfaction and organizational commitment.…”

Contribuições Das Práticas De Gestão De Pessoas Para O Florescimento No Trabalho: Uma Revisão Integrativa (2011-2021)

“…Neiva, Macambira e Ribeiro (2020) e Novaes et al (2020) reforçam o exposto ao destacar que as práticas de GP exercem uma diversidade de implicações sobre o trabalhador e seu estado de florescimento, evidenciando a importância de as organizações primarem por práticas humanizadas de gestão. Corroborando, Siqueira e Padovam (2008) e Huppert e So (2013) já referiam que o trabalhador apresenta elevado nível de bem-estar quando está satisfeito com o trabalho que realiza, reconhece seu envolvimento com as atividades e mantém compromisso afetivo com sua organização laboral.…”