The Antecedents of Thriving at Work: A Meta-Analytic Review

Liu, Danping; Zhang, Siwen; Wang, Yanling; Yan, Yufei

doi:10.3389/fpsyg.2021.659072

Cited by 15 publications

(35 citation statements)

References 89 publications

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“…In addition, thriving at work is one of the significant factors of work resources for healthcare occupations and health-related organisations. An individual’s thriving focuses on two domains, vitality and learning, in daily work 50. Primary PHWs can enhance learning through various types of training, to create a positive work atmosphere that is highly beneficial to both individuals and healthcare organisations.…”

Section: Discussionmentioning

confidence: 99%

Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis

Jiang

Wang

et al. 2022

BMJ Open

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ObjectivesThis study aims to explore the mediating effect and influence mechanism of organisational commitment on the association among thriving at work and job satisfaction among frontline primary public health workers (PHWs) in China during the COVID-19 pandemic.DesignThis study is a cross-sectional written survey.SettingWe included 20 primary care units in northern provinces of China.ParticipantsA total of 601 PHWs who worked in primary organisations and against COVID-19 on the front line were included.MethodsWe collected the data from the participants’ written questionnaire (Minnesota Satisfaction Questionnaire, thriving at work scale and organisational commitment scale), and programmed AMOS V.26.0 to develop a structural equation model (SEM) based on the relationships among the three variables.ResultsThe thriving at work scores of the primary PHWs were (M=3.17, SD=0.65), and job satisfaction was (M=3.05, SD=0.69); the scores of their thriving at work, organisational commitment and job satisfaction were all significantly correlated (p<0.01); and the SEM indicated that organisational commitment had a significant partial mediating effect between thriving at work and job satisfaction. The overall effect value was 0.867, and the mediated effect value was 0.422, accounting for 48.7% of the total effect size.ConclusionThe thriving at work and job satisfaction scores of primary PHWs in China are moderate, and thriving at work not only affects job satisfaction directly, but also indirectly through organisational commitment. This study suggests that health policy-makers should promote job satisfaction among PHWs through relative inventions aiming to improve their thriving at work and organisational commitment.

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Section: Discussionmentioning

confidence: 99%

Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis

Jiang

Wang

et al. 2022

BMJ Open

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“…The concept of vitality has similarities with the sub-dimension of "vigor" of work engagement (Schaufeli et al, 2002(Schaufeli et al, , 2006. Learning refers to how individuals acquire and apply new knowledge to build their abilities and self-confidence (Liu et al, 2021). Thus, individuals who experience thriving at work always feel full of energy and great enthusiasm (vitality) and feel that they have new experiences and knowledge (learning).…”

Section: Iwe and Thriving At Workmentioning

confidence: 99%

“…Furthermore, they stated that thriving at work improves individual health and well-being (Spreitzer et al, 2005). Recently, two meta-analyses (i.e., Kleine et al, 2019;Liu et al, 2021) expanded Spreitzer et al's model by identifying the antecedents and consequences of thriving at work in a broader manner. Despite numerous studies identifying the predictors of employees' thriving at work, several concepts have not yet been identified.…”

Section: Introductionmentioning

confidence: 99%

“…Despite numerous studies identifying the predictors of employees' thriving at work, several concepts have not yet been identified. For example, Liu et al (2021) identified five leadership models (empowering, servant, authentic, leader-member exchange (LMX), and transformational leadership) as sources of thriving and ignored the recently popular leadership model, namely leader humility. In contrast, in this study, we attempt to explore the antecedents of thriving at work from the perspective of spiritual/religious values, which have previously been positively related to thriving (Dowling et al, 2004;van der Walt, 2018;King et al, 2011aKing et al, , 2011b.…”

Section: Introductionmentioning

confidence: 99%

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Development of thriving at work and organizational citizenship behavior through Islamic work ethics and humble leadership

Suryani¹,

Sudrajat²,

Hendryadi

et al. 2022

Asian J Bus Ethics

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This study examined the mediation and moderation models of the relationship between Islamic work ethics (IWE), thriving at work, organizational citizenship behavior (OCB), and leader humility. A total of 418 employees from two different sample groups (Islamic banks and educational institutions) in Indonesia were included. A multiple regression hierarchy with PROCESS was used to test the hypotheses. We found a positive influence of IWE and leader humility on thriving and OCB and thriving at work on OCB. Thriving was found to mediate the relationship between IWE and OCB, and the leader humility moderates these relationships. Thriving at work and OCB are dramatically under-represented in Islamic work ethics research, and this study attempts to fill this void. Furthermore, this study reveals the interactive role of leader humility and IWE in enhancing OCB preference and the mediating role of thriving at work in the IWE − OCB relationship.

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“…Thriving at work refers to a psychological state derived from the joint experience of learning and vitality at work as a critical psychological driver of individual growth and development (Goh et al, 2021 ), which contributes to individual health and developmental outcomes (Nawaz et al, 2020 ), indicating that it is an important mechanism for understanding the human dimension of sustainability facing the challenging situations (Nawaz et al, 2020 ). A meta-analytic review verified that the antecedents of thriving at work consist of unit contextual features, agentic work behaviors, the resources produced at work, and personality traits (Liu et al, 2021 ). An integrative multilevel review of thriving at work summarizes that social and demographic factors, individual differences, and organizational factors all affect employee's thriving (Goh et al, 2021 ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Can resilience promote calling among Chinese nurses in intensive care units during the COVID-19 pandemic? The mediating role of thriving at work and moderating role of ethical leadership

et al. 2022

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BackgroundNurses working in the intensive care unit (ICU) clung tenaciously to their job during the COVID-19 pandemic in spite of enduring stressed psychological and physical effects as a result of providing nursing care for the infected patients, which indicates that they possessed a high degree of professionalism and career calling. The aim of this study was to explain the associations between resilience, thriving at work, and ethical leadership influencing the calling of ICU nurses.MethodsFrom December 2020 to January 2021 during the COVID-19 pandemic, a cross-sectional survey of 15 provinces in China was conducted using an online questionnaire. A total of 340 ICU nurses (effective response rate: 64.89%) completed sufficient responses to be used in the study. Sociodemographic factors, job demographic factors, resilience, calling, thriving at work, and ethical leadership were assessed using the questionnaire. General linear modeling (GLM), hierarchical linear regression (HLR) analysis, and generalized additive model (GAM) were performed to examine all the considered research hypotheses.ResultsResilience was positively and significantly associated with calling. Moreover, thriving at work partially mediated the relationship between resilience and calling. The indirect effect of resilience on calling was 0.204 (p < 0.0001), and the direct effect of resilience on calling through thriving at work was 0.215 (p < 0.0001). The total effect of resilience on calling was 0.419 (p < 0.0001). In addition, ethical leadership played a moderating role in the relationship between resilience and calling (β = 0.16, p < 0.05).ConclusionGreater resilience can positively predict increased calling among Chinese ICU nurses during the COVID-19 pandemic. Moreover, thriving at work is a mechanism that partly transmits the positive effects of resilience on calling. Overall, nurses possessing greater resilience tend to maintain thriving at work in the face of such adversity, further resulting in subsequently increased calling. Besides, findings suggest that there is stronger influence of resilience on calling among nurses working in an organization managed by an ethical leader. The current findings may offer two insights for nursing practitioners and policymakers in the postpandemic world. First, resilience training and intervention are necessary to foster nurses' sense of thriving at work in the nursing industry, further promoting career calling. Second, better training and effort on the development of ethical leadership for leaders in nursing practice are essential to encourage followers to engage in social learning of ethical behaviors and abiding by normatively appropriate conduct, further enacting prosocial values and expressing moral emotions.

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The Antecedents of Thriving at Work: A Meta-Analytic Review

Cited by 15 publications

References 89 publications

Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis

Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis

Development of thriving at work and organizational citizenship behavior through Islamic work ethics and humble leadership

Can resilience promote calling among Chinese nurses in intensive care units during the COVID-19 pandemic? The mediating role of thriving at work and moderating role of ethical leadership

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