The Role of Thriving and Training in Merger Success: An Integrative Learning Perspective

Thakur, Mahima; Bansal, Anjali; Stokes, Peter

doi:10.1108/s1479-361x20160000015001

Cited by 11 publications

(16 citation statements)

References 39 publications

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“…In contrast, individuals who are not feeling vital at work have to be economical with their resources and, consequently, will be unlikely to exhibit high levels of commitment. Consistent with these assumptions, research demonstrates positive links between thriving at work and commitment (Porath et al, ; Thakur, Bansal, & Stokes, ; Walumbwa et al, ).Hypothesis Thriving at work is positively related to commitment.…”

Section: Conceptual Model and Development Of Hypothesesmentioning

confidence: 84%

Thriving at work: A meta‐analysis

2019

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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.

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Section: Conceptual Model and Development Of Hypothesesmentioning

confidence: 84%

Thriving at work: A meta‐analysis

2019

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“…Consistent with these assumptions, research demonstrates positive links between thriving at work and commitment Thakur, Bansal, & Stokes, 2016;Walumbwa et al, 2010). Employees need to constantly seek information to identify skill gaps, to recognize areas to improve their performance, and to keep up with skill requirements and advances in their profession, that is, engage in self-developmental behavior (London & Smither, 1999).…”

Section: Job Attitudesmentioning

confidence: 97%

Thriving at Work: A Meta-Analysis

Kleine¹,

Rudolph²,

Zacher³

2019

Preprint

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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.

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“…Review results demonstrate that 25 articles from the selection focused on internal factors of the employees (Table 1). Satisfaction (King et al, 2012;Saira et al, 2020;Thakur et al, 2016;Waight & Madera, 2011;Yap et al, 2010), commitment (Kang et al, 2015;Saira et al, 2020;Thakur et al, 2016;Yap et al, 2010), and cultural quotient (CQ; Kamal Abdien & Jacob, 2019; Kotsaga, 2015;MacNab, 2012;Rehg et al, 2012) (Ehrke et al, 2014) and inclusion values of the organization (Noon & Ogbonna, 2021), prejudices and internal motivation of the employees (Lindsey et al, 2015), confidence, and comfort of working with LGBTQ individuals (Israel et al, 2014), the turnover intention of minority employees (Waight & Madera, 2011), and intercultural relationships in the virtual teams (Sanchez-Burks et al, 2007).…”

Section: Dominance Of Internal Factorsmentioning

confidence: 99%

“…Commitment (Kang et al, 2015;Saira et al, 2020;Thakur et al, 2016;Yap et al, 2010) Previous research has demonstrated that employee satisfaction and commitment are critically reflected in their interaction with consumers (Agyeiwaah et al, 2021;Brown & Lam, 2008;Jeon & Choi, 2012;Scotti et al, 2003). Furthermore, research has also established that employees' diversity intelligence (measured by CQ) impacts consumer interaction and satisfaction (Gaur et al, 2017;Netemeyer et al, 2010).…”

Section: Dominance Of Internal Factorsmentioning

confidence: 99%

Impact of diversity training on employees and consumers: A review and research agenda

Thakur

Dhar

2022

Int J Consumer Studies

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Diversity training (DT) is the most popular and effective tool for inclusion in the workplace, as evident from the growing research and investment interest. However, existing reviews have several limitations, including the absence of discussion on how and why DT can significantly impact consumer experiences. The current study utilizes a hybrid review combining systematic literature analysis with a theory‐context‐methodology framework to highlight future research directions. Two hundred fifty‐nine articles were screened using the SPAR‐4‐SLR protocol to select 48 articles which were then analysed to delineate the impact of DT on the employees and its impact on the consumer experience. The research findings demonstrate an overall positive impact of the training on employee‐related factors and underscore gaps in methodology, theory engagement and contextualization. Future research directions, including suggestions and propositions for developing DT for enhancing consumer experiences, are delineated.

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The Role of Thriving and Training in Merger Success: An Integrative Learning Perspective

Cited by 11 publications

References 39 publications

Thriving at work: A meta‐analysis

Thriving at work: A meta‐analysis

Thriving at Work: A Meta-Analysis

Impact of diversity training on employees and consumers: A review and research agenda

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