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Pham Thi TD, Duong NT. Investigating learning burnout and academic performance among management students: a longitudinal study in English courses. BMC Psychol 2024; 12:219. [PMID: 38650026 PMCID: PMC11036769 DOI: 10.1186/s40359-024-01725-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/24/2023] [Accepted: 04/09/2024] [Indexed: 04/25/2024] Open
Abstract
This study aims to move away from the cross-sectional approach related to burnout and conduct a longitudinal study to explore the factors influencing learning burnout among management students. The study primarily adopts a questionnaire survey, with students majoring in business management. Descriptive statistics and structural equation modeling (SEM) are used to analyze the data and validate the hypotheses. The findings are: (1) There is a significant negative relationship between English anxiety and self-efficacy and a significant positive relationship between past English learning performance and self-efficacy. (2) The changes in self-efficacy are negatively related to the changes in burnout, while the changes in workload are positively related to the changes in burnout. Additionally, there is a positive relationship between English anxiety and learning burnout. (3) There is a significant negative relationship between English learning performance and burnout. The direct impact of self-efficacy on English learning performance is not supported, but it has an indirect effect through the mediating role of burnout. The study proposes strategies to improve student outcomes and well-being: (1) making English courses more engaging to boost performance and confidence, reducing learning burnout; (2) encouraging and supporting students to enhance self-efficacy and motivation; (3) assigning tasks seen as useful and interesting to lessen perceived workload and emotional exhaustion; (4) and considering English anxiety in admissions to decrease learning burnout, especially as schools gain more autonomy in their policies.
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Affiliation(s)
- Thuy Dung Pham Thi
- Department of Science, Technology and International Projects, Ho Chi Minh City University of Economics and Finance (UEF), 141-145 Dien Bien Phu, Ward 15, Binh Thanh District, Ho Chi Minh City, Vietnam
| | - Nam Tien Duong
- Department of Science, Technology and International Projects, Ho Chi Minh City University of Economics and Finance (UEF), 141-145 Dien Bien Phu, Ward 15, Binh Thanh District, Ho Chi Minh City, Vietnam.
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De Clercq D, Pereira R. Perceived organizational politics, organizational disidentification and counterproductive work behaviour: moderating role of external crisis threats to work. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2023. [DOI: 10.1108/ijoa-10-2022-3442] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
Purpose
The purpose of this study is to unpack the relationship between employees’ perceptions of organizational politics and their counterproductive work behaviour, by postulating a mediating role of organizational disidentification and a moderating role of perceived external crisis threats to work.
Design/methodology/approach
The empirical assessment of the hypotheses relies on survey data collected among employees who work in a large banking organization.
Findings
Perceptions that organizational decision-making is marked by self-serving behaviour increase the probability that employees seek to cause harm to their employer, because they feel embarrassed by their organizational membership. This mediating role of organizational disidentification is especially prominent when they ruminate about the negative impact of external crises on their work.
Practical implications
This study details an important danger for employees who feel upset with dysfunctional politics: They psychologically distance themselves from their employer, which then prompts them to formulate counterproductive responses that likely make it more difficult to take on the problem in a credible manner. This detrimental dynamic is particularly risky if an external crisis negatively interferes with their work functioning.
Originality/value
This study adds to prior research by detailing an unexplored but relevant mechanism (organizational disidentification) and moderator (external crisis threats) by which perceived organizational politics translates into enhanced counterproductive work behaviour.
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Nishioka R, Tatsuse T, Sekine M, Yamada M. Association of Sleep, Work Environment, and Work-Life Balance With Work Performance: The Japanese Civil Servant Study. J Occup Environ Med 2023; 65:e61-e67. [PMID: 36730603 DOI: 10.1097/jom.0000000000002755] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
OBJECTIVES To explore differences in work performance based on the influence of sleep, work environment, and work-life balance. METHODS The datasets for this study were obtained from the Japan Civil Servant Study, which included 3478 participants (2199 men and 1279 women). RESULTS Belonging to the younger generation, high levels of support at work, fewer social contacts with friends, and a negative personality were independently associated with low work performance in both men and women. Poor sleep quality and job dissatisfaction were associated with low work performance in men but not in women. Work-to-family conflict was associated with work performance in women. CONCLUSION Interventions that target not only the overall measure but also account for sex-specific characteristics are important for improving work performance.
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Affiliation(s)
- Ryuichiro Nishioka
- From the Faculty of Medicine, University of Toyama, Toyama, Japan (Mr Nishioka); and Department of Epidemiology and Health Policy, University of Toyama, Toyama, Japan (Dr Tatsuse, Dr Sekine, Dr Yamada)
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The end justifies the means: the role of organizational identification on bootleg innovation behavior. JOURNAL OF MANAGEMENT & ORGANIZATION 2023. [DOI: 10.1017/jmo.2022.92] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/10/2023]
Abstract
Abstract
Research has acknowledged the value of bootleg innovation behavior (BIB) to organizational innovation. Unfortunately, we know little about the factors that lead to the emergence of this behavior, how and when it occurs. Integrating self-concordance theory and sense-making perspective, we build a moderated mediation model positioning work engagement as a mediator of the organizational identification's effects on BIB, and willingness to take risks as a moderator of such effects. The results based on data analysis of 237 employees from different organizations in China show that organizational identification is positively related to BIB and work engagement partially mediates this link. Moreover, willingness to take risks not only moderates the work engagement–BIB association but also moderates the mediating effect of work engagement between organizational identification and BIB. Notably, at the lowest level of willingness to take risks, the influence of organizational identification on BIB via work engagement is insignificant.
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Li Q, Liu M. The effect of family supportive supervisor behavior on teachers' innovative behavior and thriving at work: A moderated mediation model. Front Psychol 2023; 14:1129486. [PMID: 36968709 PMCID: PMC10030523 DOI: 10.3389/fpsyg.2023.1129486] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/22/2022] [Accepted: 02/20/2023] [Indexed: 03/29/2023] Open
Abstract
Objective In today's society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers' innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers' innovative behaviors and thriving at work. Methods In this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory. Results The results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers' innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment. Conclusion Prior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers' innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.
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Yang B, Su S, Zong Z, Du Q, Wang J. Effects of thriving at work on employees' family role performance: A moderated mediation model. Front Psychol 2023; 14:1079201. [PMID: 36960010 PMCID: PMC10027767 DOI: 10.3389/fpsyg.2023.1079201] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2022] [Accepted: 02/20/2023] [Indexed: 03/09/2023] Open
Abstract
Objective Existing research has demonstrated that thriving at work has a positive effect on work performance, but little is known about how thriving at work affects family role performance. Based on the work-home resource model, this study examines the impact mechanism of thriving at work on family role performance. Methods This paper uses an experience sampling method to conduct a 5-day daily study of 151 married employees in Northwest China, and the data were analyzed using a multilevel linear model. Results We find that thriving at work positively affects family role performance partly through the mediating effect of work-family enrichment at the individual level. Moreover, family-supportive supervisor behavior moderates the relationship between thriving at work and work-family enrichment. Through work-family enrichment, family-supportive supervisor behavior also moderates the indirect relationship between thriving at work and family role performance. Specifically, the higher the level of family-supportive supervisor behavior, the stronger the indirect effect of thriving at work on family role performance through work-family enrichment. Conclusion Previous research has focused more on the effects of thriving at work within the work domain, suggesting that thriving at work can have a positive impact on work outcomes. However, only a few studies have examined the positive relationship between thriving at work and family role performance from the perspective of employees' positive psychological resources. This paper explores the positive effects of thriving at work on family role performance based on a resource flow perspective and identifies its potential boundary conditions. This study enriches the theoretical research on the relationship between thriving at work and family role performance. Additionally, it provides a new foothold and research perspective on improving work-family enrichment.
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Affiliation(s)
- Baoyan Yang
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
- *Correspondence: Baoyan Yang,
| | - Shaoqing Su
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
- Shaoqing Su,
| | - Zhaobiao Zong
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
| | - Qiaoqiao Du
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
| | - Junyi Wang
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
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De Clercq D, Belausteguigoitia I. How social interaction can prevent interpersonal conflict from inducing turnover intentions and diminishing championing behaviour. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2022. [DOI: 10.1108/ijoa-07-2022-3350] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/24/2022]
Abstract
Purpose
The purpose of this study is to draw from conservation of resources theory to examine how employees’ experience of resource-draining interpersonal conflict might diminish the likelihood that they engage in championing behaviour. Its specific focus is on the mediating effect of their motivation to leave the organization and the moderating effect of their peer-oriented social interaction in this connection.
Design/methodology/approach
The research hypotheses are empirically assessed with quantitative survey data gathered from 632 employees who work in a large Mexican-based pharmacy chain. The statistical analyses involved an application of the Process macro, which enabled concurrent estimations of the direct, mediating and moderating effects predicted by the proposed conceptual framework.
Findings
Emotion-based tensions in co-worker relationships decrease employees’ propensity to mobilize support for innovative ideas, because employees make plans to abandon their jobs. This mediating role of turnover intentions is mitigated when employees maintain close social relationships with their co-workers.
Practical implications
For organizational practitioners, this study identifies a core explanation (i.e. employees want to quit the company) for why frustrations with emotion-based quarrels can lead to a reluctance to promote novel ideas – ideas that otherwise could add to organizational effectiveness. It also highlights how this harmful process can be avoided if employees maintain good, informal relationships with their colleagues.
Originality/value
For organizational scholars, this study explicates why and when employees’ experience of interpersonal conflict translates into complacent work behaviours, in the form of tarnished idea championing. It also identifies informal peer relationships as critical contingency factors that disrupt this negative dynamic.
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Alo O, Cooper SC, Arslan A, Tarba S. Exploring the impacts of transformational supervision on supermarket store managers’ creativity: evidence from Nigeria, South Africa, and the United Kingdom. INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1080/00208825.2022.2072069] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/15/2022]
Affiliation(s)
- Obinna Alo
- Business School, Edge Hill University, Ormskirk, UK
| | - Sir Cary Cooper
- Alliance Manchester Business School, University of Manchester, Manchester, UK
| | - Ahmad Arslan
- Department of Marketing, Management & International Business, Oulu Business School, University of Oulu, Oulu, Finland
| | - Shlomo Tarba
- Birmingham Business School, University of Birmingham, Birmingham, UK
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Afrin S, Raihan T, Uddin AI, Uddin MA. Predicting Innovative Work Behaviour in an Interactive Mechanism. Behav Sci (Basel) 2022; 12:bs12020029. [PMID: 35200281 PMCID: PMC8869193 DOI: 10.3390/bs12020029] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/30/2021] [Revised: 01/19/2022] [Accepted: 01/25/2022] [Indexed: 02/04/2023] Open
Abstract
The purpose of this paper is to investigate the impacts of employees’ creative self-efficacy (CSE) and creative self-identity (CSI) on their innovative work behaviour (IWB), with the indirect effects of creative process engagement (CPE) and creative climate (CC). Following the deductive reasoning approach, the study was conducted on IT-based firms in Bangladesh. A total of 348 surveys were collected using a multi-item questionnaire. The collected data were then analyzed using structural equation modeling (SEM). The study reveals a significant relationship between CSE and IWB, and CSI and IWB. It further explores the significant mediating effects of CPE and the moderating effects of CC on CSE and IWB, and CSI and IB, relationships. Based on the premise of interactionist perspectives on creativity, this study contributes to the literature proposing a distinctive model comprising five variables to investigate employees’ IWB from a multi-level perspective. This integrated model, using predictors from multiple levels, supports the theoretical assumption that IB results from employees’ CSE, CSI, and, finally, CPE. Distinct from the other literature, the study also portrays the moderating and mediating impact of CC and CPE simultaneously.
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Affiliation(s)
- Samina Afrin
- Department of Human Resource Management, University of Chittagong, Chattogram 4331, Bangladesh; (S.A.); (A.I.U.)
- School of Management, Universiti Sains Malaysia, Gelugor 11800, Malaysia
| | - Tarik Raihan
- Department of Management, University of Chittagong, Chattogram 4331, Bangladesh
- Correspondence: (T.R.); (M.A.U.)
| | - Ahmed Ishmum Uddin
- Department of Human Resource Management, University of Chittagong, Chattogram 4331, Bangladesh; (S.A.); (A.I.U.)
| | - Md. Aftab Uddin
- Department of Human Resource Management, University of Chittagong, Chattogram 4331, Bangladesh; (S.A.); (A.I.U.)
- Correspondence: (T.R.); (M.A.U.)
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Zheng L, Wang Y, Guo Z, Zhu Y. Effects of managerial coaching on employees' creative performance: cross-level moderating role of a climate for innovation. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2022. [DOI: 10.1108/lodj-03-2021-0132] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to examine the impact of managerial coaching (MC) on employee creative performance (CP) based on the knowledge transfer theory and the roles of creative process engagement (CPE) and climate for innovation (IC) in the relationship between MC and CP.Design/methodology/approachA moderated mediation model was developed and tested on a dyadic sample of 74 leaders and 292 employees working in South China firms.FindingsThe results show that CPE mediates the relationship between MC and CP and IC amplifies the indirect relationship between MC and CP via CPE.Originality/valueThis research contributes to the MC and innovation literature by clarifying the linking role of engagement in transferring MC into employees' CP from a knowledge transfer perspective and identifies the critical role of IC in effectuating the impact of MC on CP.
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Mubarak N, Osmadi A, Khan J, Mahdiyar A, Riaz A. What Makes People Hide Knowledge? Influence of Passive Leadership and Creative Self-Efficacy. Front Psychol 2021; 12:740880. [PMID: 34690895 PMCID: PMC8531077 DOI: 10.3389/fpsyg.2021.740880] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2021] [Accepted: 09/06/2021] [Indexed: 11/13/2022] Open
Abstract
Although numerous studies have been conducted in the field of knowledge sharing with a focus given to its importance, very little attention has been given to knowledge hiding practices. A very few studies have been found to make an attempt to figure out its impact and antecedents. Likewise, the negative role of passive leadership in the project management literature has not been evidenced enough despite its existence in project-based organizations. Both knowledge hiding and passive leadership are the highly neglected areas in the project management literature. Therefore, this study not only attempts to investigate the influence of passive leadership on knowledge hiding but also aims to explore the role of creative self-efficacy between them. IT project organizations were chosen to collect data because of their high failure rate due to an insufficient knowledge transfer. The findings of this study revealed that the neglected passive leadership greatly influences the knowledge hiding practices among individuals. However, according to the results, knowledge hiding practices are found to reduce the presence of creative self-efficacy. Thus, the antecedents of knowledge hiding should be considered to create an innovative and successful business environment. The results are highly significant not only for the field of project management but also for other practitioners.
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Affiliation(s)
- Namra Mubarak
- School of Housing Building and Planning, Universiti Sains Malaysia, Penang, Malaysia
| | - Atasya Osmadi
- School of Housing Building and Planning, Universiti Sains Malaysia, Penang, Malaysia
| | - Jabran Khan
- Air University School of Management, Air University, Islamabad, Pakistan
| | - Amir Mahdiyar
- School of Housing Building and Planning, Universiti Sains Malaysia, Penang, Malaysia
| | - Asim Riaz
- Department of Management Sciences, Capital University of Science and Technology, Islamabad, Pakistan
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Ghosh V, Sengupta T, Narayanamurthy G, Ishizaka A. Examining collective creative self-efficacy as a competency indicator of group talent management: a study of SMEs in an emerging economy. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1988679] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Vinit Ghosh
- Goa Institute of Management, Poriem, Goa, India
| | | | | | - Alessio Ishizaka
- Information Systems, Supply Chain and Decision making Department, NEOMA Business School, Mont-Saint-Aignan, France
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Liu Y, Yin X, Li S, Zhou X, Zhu R, Zhang F. The Relationship Between Employee's Status Perception and Organizational Citizenship Behaviors: A Psychological Path of Work Vitality. Psychol Res Behav Manag 2021; 14:743-757. [PMID: 34140817 PMCID: PMC8203274 DOI: 10.2147/prbm.s307664] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/25/2021] [Accepted: 05/27/2021] [Indexed: 11/23/2022] Open
Abstract
Purpose Studies have shown that status-based rankings exist within almost every human social group and influence most aspects of organizational life. However, few studies have discussed the relationship between employees’ status and organizational citizenship behaviors (OCBs). Based on social cognitive theory, this paper explores the relationship between employees’ status perception and two types of OCBs: challenging and affiliative, as well as the mechanism underlying this relationship by introducing work vitality as the mediator and dominance motivation as the moderator. Methods We collected the empirical data from different enterprises located in major cities in China following a two-stage sampling procedure. The final sample consists of 330 employees. Hierarchical multiple regression analysis was used to test the hypothesis. Results Employee status perception is positively related to work vitality (b = 0.103, p = 0.027), challenging OCBs (b = 0.160, p < 0.001) and affiliative OCBs (b = 0.105, p = 0.006). Work vitality mediates the relationship between employee status perception and challenging OCBs with 95% bias-corrected confidence intervals [0.004, 0.063], and it also mediates the relationship between employee status perception and affiliative OCBs with 95% bias-corrected confidence intervals [0.004, 0.049]. The interaction of status perception and dominance motivation is significantly related to work vitality (b = 0.121, p = 0.041). Specifically, when dominance motivation is at low level, the effect of status perception on work vitality is −0.008 (non-significant); when dominance motivation is high level, the effect is 0.175 (p = 0.005). Conclusion The result suggests that employees’ perceptions of status are positively and significantly related to their challenging and affiliative OCBs, and employee’s work vitality mediates this relationship. It further indicates that dominance motivation moderates the relation between status perception and work vitality. Specifically, the positive relationship between employee status perception and work vitality is stronger when an employee has high dominance motivation than low dominance motivation.
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Affiliation(s)
- Yuhao Liu
- School of Management, Huazhong University of Science and Technology, Wuhan, Hubei, People's Republic of China
| | - Xiangzhou Yin
- School of Management, Wuhan University of Technology, Wuhan, Hubei, People's Republic of China
| | - Si Li
- School of Public Administration, Zhongnan University of Economics and Law, Wuhan, Hubei, People's Republic of China
| | - Xingchi Zhou
- School of Management, Wuhan Textile University, Wuhan, Hubei, People's Republic of China
| | - Ruilin Zhu
- Management School, Lancaster University, Lancaster, UK
| | - Fei Zhang
- School of Management, Wuhan Textile University, Wuhan, Hubei, People's Republic of China
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Shahid S, Muchiri MK, Walumbwa FO. Mapping the antecedents and consequences of thriving at work. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2020. [DOI: 10.1108/ijoa-09-2019-1881] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to explore the antecedents and consequences of thriving at work, identifies existing gaps in the literature and proposes a framework, which encapsulates potential pathways for future research on thriving.
Design/methodology/approach
This paper follows a rigorous review of the extant literature on thriving mainly based on journal articles published between 2005 and 2020.
Findings
The paper proposes a feasible conceptual framework highlighting the antecedents and outcomes of thriving. Specifically, the review illustrates how contextual factors, represented by transformational leadership and organisational virtuousness (OV), act as antecedents of thriving and then proposes potential research direction where thriving is associated with psychological empowerment, psychological capital and innovative work behaviour.
Practical implications
Understanding how and when contextual factors such as transformational leadership and OV promote thriving is important for organisations and leaders who wish to know how and when they can shape resources and organisational features to enable thriving.
Originality/value
This unique review is one of a few studies adding to the growing research on positive psychology at the workplace. The proposed framework and future research directions have the potential to help unpack the unique relationship between work-related contextual factors and thriving.
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