Understanding employee thriving: the role of workplace context, personality and individual resources

Nawaz, Muhammad; Abid, Ghulam; Arya, Bindu; Bhatti, Ghulam Abbas; Farooqi, Saira

doi:10.1080/14783363.2018.1482209

Cited by 48 publications

(81 citation statements)

References 58 publications

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“…As cognitive resources are often redirected toward the incident instead of focusing on performing tasks or acquiring new skills (Shapiro, ), employees who experience incivility are more likely to experience negative emotions and, thus, are unlikely to feel vital or experience learning at work. Indeed, there is evidence for a negative relation between incivility and thriving (Anjum, Marri, & Khan, ; Nawaz, Abid, Arya, Bhatti, & Farooqi, ).Hypothesis Workplace incivility is negatively related to thriving at work.…”

Section: Conceptual Model and Development Of Hypothesesmentioning

confidence: 99%

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: 99%

Thriving at work: A meta‐analysis

2019

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“…However, the literature does not empirically validate it. However, there is extensive literature available which confirms workplace incivility hampers thriving (Gkorezis, Kalampouka, & Petridou, 2013;Mushtaq, Abid, Sarwar & Ahmed, 2017;Nawaz, Abid, Arya, Bhatti & Farooqi, 2018;Spreitzer et al, 2012). Moreover, it was empirically established that family incivility instigates the employees to exhibit anger at the workplace.…”

Section: Discussionmentioning

confidence: 99%

“…There is sparse empirical support to hypothesize the existence of relationship between family incivility and thriving. However, the previous literature supports that workplace incivility reduces the thriving capability as, such events are appraised as negative as such incidences discourage one socially to learn and experience thriving (Gkorezis, Kalampouka, & Petridou, 2013;Mushtaq, Abid, Sarwar & Ahmed, 2017;Nawaz, Abid, Arya, Bhatti & Farooqi, 2018;Spreitzer et al, 2012).…”

Section: Literature Review Family Incivility Thriving and Workplace mentioning

confidence: 99%

A Regional Study on Spillover Perspective: Analyzing the Underlying Mechanism of Emotional Exhaustion between Family Incivility, Thriving and Workplace Aggression

Hassan

Fatima

Saeed

2019

GRR

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This study intends to scrutinize the underlying mechanism of employee exhaustion in the relationship between family incivility, and outcomes of thriving and workplace aggression with the spillover theory serving as the overarching explanation. The data was collected through distribution of 300 self-reported questionnaires administered in a single wave. The final sample turned out to be 246 workers of service sector organizations operating in Rawalpindi and Islamabad region. The data analysis revealed acceptable model fit indices for CFA conducted for full measurement model. Subsequently, SEM was used for testing different structural paths. The statistical findings of the study confirm that emotional exhaustion serves as underlying mechanisms, which validate the assumptions of spillover theory that the exposure to family incivility spills over to the worklife domain and emotional exhaustion is experienced followed by reduction in thriving capability and development of aggressive behavior at workplace at the same time.

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“…Further, the consequences of thriving in employees at workplace include better identification of career opportunities and fond of learning prospects (Elahi et al, 2019). Employees who experience thriving at work tend to be proactive, resilient and more physically and psychologically healthy (Nawaz, Abid, Arya, Bhatti, & Farooqi, 2018). In today's challenging work setting, thriving is significant for employees as they need to learn to promote their development and to maintain their physical and psychological health and well-being (Spreitzer et al, 2005;Pfeffer, 2010).…”

Section: Thriving and Well-beingmentioning

confidence: 99%

Impact of Ethical Leadership and Thriving at Work on Psychological Well-Being of Employees: Mediating Role of Voice Behaviour

Yousaf

Abid

Butt

et al. 2019

Business, Management and Education

Self Cite

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Purpose – We investigated how thriving at work and ethical leadership affects the employee psychological well-being. Further, we also examined the mediating role of voice behaviour between thriving at work and employee psychological well-being as well as ethical leadership and employee psychological well-being. Research methodology – A quantitative research method was utilized to collect data from employees of a telecommunication company. SPSS and Process Macro were used for data analysis. Findings – Results demonstrated that thriving at work and ethical leadership are positively associated with employee psychological well-being. Furthermore, the employee voice behaviour acts as a mediator between thriving at work, ethical leadership and employee well-being. Research limitations – All of the data in this study were collected from single source i.e., employees of information technology industry and also specific to a metropolitan city like Lahore. Further, study has a very limited representation of the females. Practical implications – the findings suggest that organizations should create such an environment where managers are able to have positive verbal interactions with employees that may facilitate their well-being and makes them satisfied with their jobs. Originality/Value – This study is one of the first studies to investigate the association between voice behaviour, thriving at work, employee psychological as well as psychological well-being.

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Understanding employee thriving: the role of workplace context, personality and individual resources

Cited by 48 publications

References 58 publications

Thriving at work: A meta‐analysis

Thriving at work: A meta‐analysis

A Regional Study on Spillover Perspective: Analyzing the Underlying Mechanism of Emotional Exhaustion between Family Incivility, Thriving and Workplace Aggression

Impact of Ethical Leadership and Thriving at Work on Psychological Well-Being of Employees: Mediating Role of Voice Behaviour

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