Promoting thriving at work and waning turnover intention: A relational perspective

Abid, Ghulam; Zahra, Irum; Ahmed, Alia

doi:10.1016/j.fbj.2016.08.001

Cited by 56 publications

(68 citation statements)

References 35 publications

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“…Control variables such as age, sex, education level and marital status, which may help facilitate the emergence of job satisfaction (Samad, 2006), thriving at work (Abid, Zahra, & Ahmed, 2016b) and turnover intention (Samad, 2006), were included in the regression model. In addition, considering its possible effect on the level of violence, we also included ward type as a control variable in the regression model (Ng, Kumar, Ranclaud, & Robinson, 2001).…”

Section: Control Variablesmentioning

confidence: 99%

“…For this reason, the underlying mechanisms need to be further delved. We focused on nurses’ exposure to WPV, which is negatively correlated with job satisfaction (Cai & Zhou, ), subjective well‐being (SWB) (Hao, Zhu, Zhao, Feng, & Yang, ) and thriving at work (Abid, Zahra, & Ahmed, a). We also explored the impact of WPV on nurses’ turnover intention.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Impact of workplace violence against nurses’ thriving at work, job satisfaction and turnover intention: A cross‐sectional study

Zhao

Shi

Sun

et al. 2018

Journal of Clinical Nursing

103

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Section: Control Variablesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Impact of workplace violence against nurses’ thriving at work, job satisfaction and turnover intention: A cross‐sectional study

Zhao

Shi

Sun

et al. 2018

Journal of Clinical Nursing

103

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“…In organizations, employees work in groups or as a team member, such collaborative and interdependent work play the role of a social force to achieve common goals, [15,21]. The concept of heedful relating has been discussed in terms of social force which works with purposeful, careful, and conscientious interpersonal interaction to provide workers with opportunities to learn from others job through the generation of new ideas for growth [22,23]. Moreover, Heaphy and Dutton [24] demonstrate that heedful relating expands the individual sense of understanding others' job which facilitates people to take the risk and enhance their learning and growth.…”

Section: Heedful Relating and Thrivingmentioning

confidence: 99%

“…Moreover, Heaphy and Dutton [24] demonstrate that heedful relating expands the individual sense of understanding others' job which facilitates people to take the risk and enhance their learning and growth. Positive organizational scholarship research reveals that work relationships ingrained in heedful relating can energize individuals [2,4,22].…”

Section: Heedful Relating and Thrivingmentioning

confidence: 99%

Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study

Riaz

Hussain

2019

EJIHPE

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Top management in organizations have begun to realize that innovative employees add to the competitive edge of a company which serves to maintain their position in intense market competition. For this purpose, management needs to seek new ways to combine the social environment and employees in the workplace in an inextricable manner that supports innovation. The purpose of this paper was to examine the role of thriving at work and its effects on an individual’s innovative behavior. Based on the socially embedded model of thriving, we aimed to assess the relevant related work on structured potential effects with relational ties (i.e., strong versus weak). Particularly, these ties affect the heedful relating differently. This study examined the antecedents of thriving at work and the innovative behavior among employees at a global investment company. Using partial least squares modeling on a sample of 412 observations (strong and weak ties), strong support was found for the theory-driven hypothesized relationships. The results contribute to a better understanding of the relational roles concerning recently emerging constructs of “thriving at work” and “positive organizational scholarship.” The implications and limitations of this study are further discussed.

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“…In summary, both contextual factors and work-related resources lead individuals to experience higher levels of thriving at work and, consequently, better work performance. Congruent with this model, empirical studies have indicated that thriving at work mediated the relationship between work connectivity and work innovation (Carmeli & Spreitzer, 2009), as well as the organization's perceived support for work behavior innovation and turnover intention (Abid, Zahra, & Ahmed, 2016). In the present study, as pointed out earlier, labor performance was made operational by the role performance at work.…”

Section: The Mediation Of Thriving At Workmentioning

confidence: 47%

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

Novaes¹,

Ferreira

Mendonça

et al. 2020

RAM, Rev. Adm. Mackenzie

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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.

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Promoting thriving at work and waning turnover intention: A relational perspective

Cited by 56 publications

References 35 publications

Impact of workplace violence against nurses’ thriving at work, job satisfaction and turnover intention: A cross‐sectional study

Impact of workplace violence against nurses’ thriving at work, job satisfaction and turnover intention: A cross‐sectional study

Role of Relational Ties in the Relationship between Thriving at Work and Innovative Work Behavior: An Empirical Study

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

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