Conflicting personal goals: a risk to occupational well-being?

The effect of perceived fit on thriving at work in a Chinese context

Purpose

The purpose of this paper is to investigate the effect of perceived fit on thriving and reveal the potential moderator and mediator of this effect by drawing on self-determination theory. Moreover, to adapt the research to Chinese contexts, a four-factor conceptualization of perceived fit is suggested.

Design/methodology/approach

The paper includes two studies. Study 1 involved a survey that collected data from 531 employees to investigate the relationship between perceived fit and thriving and the moderating role of personal goal commitment. Study 2 consisted of a scenario-based experiment in which 240 university students were recruited to strengthen the main findings of Study 1 and test the underlying mechanisms of the effect of perceived fit on thriving.

Findings

Study 1 shows that perceived fit positively relates to thriving, and personal goal commitment plays a moderating role in this effect. In addition, it demonstrates the validity of the proposed four-factor conceptualization of perceived fit in Chinese contexts. Study 2 strengthens the proposition of the positive effect of perceived fit on thriving and identifies the mediating roles of self-determination in this effect.

Originality/value

This paper contributes to the literature on thriving and fit by exploring new antecedents of thriving and extending the dimensions of perceived fit.

Social- and healthcare managers' work wellbeing – literature review and key informant interviews

Purpose

The purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.

Design/methodology/approach

Twenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.

Findings

Supportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.

Originality/value

We conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.