Please wait a minute...
Advances in Psychological Science    2019, Vol. 27 Issue (12) : 2122-2132     DOI: 10.3724/SP.J.1042.2019.02122
Regular Articles |
How do employees thrive at work? Impacts of organizational context and a theoretical model
LIU Yuxin1(),ZHU Nan1,CHEN Chen1,ZHANG Jianwei2,WANG Shuai1
1 Business School, University of International Business and Economics, Beijing 100029, China
2 School of Humanities and Social Science, Beijing Institute of Technology, Beijing 100081, China
Download: PDF(706 KB)   HTML
Export: BibTeX | EndNote | Reference Manager | ProCite | RefWorks    
Abstract  

Thriving at work is a psychological state in which individuals experience both the sense of vitality and learning at work. The contextual enablers, such as leadership, organizational support and fairness, job characteristics, and peers, can facilitate thriving at work. Drawing from the Trait Activation Theory and Self-Determination Theory, the model of “psychological mechanism of organizational context affecting thriving at work” is built: “omnibus” and “discrete” contextual factors can either directly affect the satisfaction of basic psychological needs, or activate traits, then affect the satisfaction of basic psychological needs and subsequently influence thriving at work. Future studies are suggested to pay more attention to the “omnibus” context and its intermediary mechanism; to conduct the multi-level research that simultaneously examines individual and contextual variables, or articulates the social and task levels; and to utilized the dynamic research method to study the relationship between organizational context and thriving at work, and hence to predict thriving at work.

Keywords organizational context      thriving at work      trait      basic psychological needs      omnibus context     
ZTFLH:  B849  
  C93  
Corresponding Authors: Yuxin LIU     E-mail: liuyuxin@uibe.edu.cn
Issue Date: 21 October 2019
Service
E-mail this article
E-mail Alert
RSS
Articles by authors
Yuxin LIU
Nan ZHU
Chen CHEN
Jianwei ZHANG
Shuai WANG
Cite this article:   
Yuxin LIU,Nan ZHU,Chen CHEN, et al. How do employees thrive at work? Impacts of organizational context and a theoretical model[J]. Advances in Psychological Science, 2019, 27(12): 2122-2132.
URL:  
http://journal.psych.ac.cn/xlkxjz/EN/10.3724/SP.J.1042.2019.02122     OR     http://journal.psych.ac.cn/xlkxjz/EN/Y2019/V27/I12/2122
  
  
[1] 安静, 万文海 . ( 2014). 诚信领导对员工工作繁荣作用的实证研究——心理安全感的中介作用. 科技与经济, 26( 5), 75-79.
[2] 陈洪安, 李乐, 刘俊红, 吴露琼, 季昌梧 . ( 2016). 职场友谊对员工工作繁荣影响的实证研究. 华东师范大学学报(哲学社会科学版), 48( 5), 150-160.
[3] 邓佳鑫 . ( 2016). 工作繁荣在组织公平与组织公民行为之间的中介作用研究(硕士学位论文). 广西大学, 南宁.
[4] 李超平, 田宝, 时勘 . ( 2006). 变革型领导与员工工作态度: 心理授权的中介作用. 心理学报, 38( 2), 297-307.
[5] 刘玉新, 张建卫, 王成全, 彭凯平 . ( 2013). 职场排斥对反生产行为作用机制的实验研究. 中国软科学, ( 10), 157-167.
[6] 马莹 . ( 2015). 组织支持感、工作繁荣与工作绩效的关系研究(硕士学位论文). 郑州大学, 郑州.
[7] 宋洪波, 符明秋, 杨帅 . ( 2015). 活力: 一个历久弥新的研究课题. 心理科学进展, 23( 9), 1668-1678.
[8] 谢碧君 . ( 2016). 创意人才工作特性对工作繁荣的影响研究(硕士学位论文). 华侨大学, 厦门.
[9] 张银普, 石伟, 骆南峰, 邢璐, 徐渊 . ( 2017). 经验取样法在组织行为学中的应用. 心理科学进展, 25( 6), 943-954.
[10] 周霞, 刘晓琴, 张显峰 . ( 2017). 包容型领导测量及对员工创造力之影响研究. 科学管理研究, 35( 2), 81-84.
[11] 郑晓明, 卢舒野 . ( 2013). 工作旺盛感:关注员工的健康与成长. 心理科学进展, 21( 7), 1283-1293.
[12] Abid, G., Zahra, I., & Ahmed, A . ( 2015). Mediated mechanism of thriving at work between perceived organization support, innovative work behavior and turnover intention. Pakistan Journal of Commerce and Social Sciences, 9( 3), 982-998.
[13] Abid, G., Zahra, I., & Ahmed, A . ( 2016). Promoting thriving at work and waning turnover intention: A relational perspective. Future Business Journal, 2( 2), 127-137.
[14] Alliger, G. M., & Williams, K. J . ( 1993). Using signal-contingent experience sampling methodology to study work in the field: A discussion and illustration examining task perceptions and mood. Personnel Psychology, 46( 3), 525-549.
[15] Azanza, G., Moriano, J. A., & Molero, F . ( 2013). Authentic leadership and organizational culture as drivers of employees’job satisfaction. Journal of Work and Organizational Psychology, 29( 2), 45-50.
[16] Bassi, M., Bacher, G., & Negri, L . ( 2013). The contribution of job happiness and job meaning to the well-being of workers from thriving and failing companies. Applied Research in Quality of Life, 8( 4), 427-448.
[17] Carmeli, A., & Spreitzer, G. M . ( 2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. Journal of Creative Behavior, 43( 3), 169-191.
[18] Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P . ( 2012). Knowledge hiding in organizations . Journal of Organizational Behavior, 33( 1), 64-88.
[19] Deci, E.L., & Ryan, R. M . ( 2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11( 4), 227-268.
[20] Ehrhardt, K., & Ragins, B. R . ( 2019). Relational attachment at work: A complementary fit perspective on the role of relationships in organizational life. Academy of Management Journal, 62( 1), 1-64.
[21] Gevers, J. M. P., Rutte, C. G., & Eerde, W. V . ( 2006). Meeting deadlines in work groups: Implicit and explicit mechanisms. Applied Psychology, 55( 1), 52-72.
[22] Ghoshal, S., & Bartlett, C. A . ( 1994). Linking organizational context and managerial action: The dimensions of quality of management. Strategic Management Journal, 15( S2), 91-112.
[23] Gkorezis, P., Kalampouka, P., & Petridou, E . ( 2013). The mediating role of belongingness in the relationship between workplace incivility and thriving. International Journal of Employment Studies, 21( 2), 63-78.
[24] Harris, T. B., Li, N., Boswell, W. R., Zhang, X., & Xie, Z . ( 2014). Getting what's new from newcomers: Empowering leadership, creativity, and adjustment in the socialization context. Personnel Psychology, 67( 3), 567-604.
[25] Hildenbrand, K., Sacramento, C. A., & Binnewies, C . ( 2018). Transformational leadership and burnout: The role of thriving and followers' openness to experience. Journal of Occupational Health Psychology, 23( 1), 31-43.
[26] Jiang, Z. (2017). Proactive personality and career adaptability: The role of thriving at work. Journal of Vocational Behavior, 98, 85-97.
[27] Jiang, Z., Hu, X., Wang, Z., & Jiang, X . ( 2019). Knowledge hiding as a barrier to thriving: The mediating role of psychological safety and moderating role of organizational cynicism. Journal of Organizational Behavior, 40( 7), 800-818.
[28] Johns, G. (2006). The essential impact of context on organizational behavior. Academy of Management Review, 31( 2), 386-408.
[29] Johns, G. (2017). Reflections on the 2016 decade award: Incorporating context in organizational research. Academy of Management Review, 42( 4), 577-595.
[30] Kahn, W. A . ( 1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33( 4), 692-724.
[31] Lee, C., Rhee, S., & Shin, I . ( 2015). The effect of team feedback environment on thriving at work and team commitment through feedback-seeking behavior. Journal of the Korea Academia-Industrial Cooperation Society, 16( 5), 3220-3229.
[32] Li, J., Kim, W. G., & Zhao, X . ( 2017). Multilevel model of management support and casino employee turnover intention. Tourism Management, 59, 193-204.
[33] Li, M. Z., Liu, W. X., Han, Y., & Zhang, P. C . ( 2016). Linking empowering leadership and change-oriented organizational citizenship behavior. Journal of Organizational Change Management, 29( 5), 732-750.
[34] Lim, S., Cortina, L., & Magley, V . ( 2008). Personal and workgroup incivility: Impact on work and health outcomes. Journal of Applied Psychology, 93( 1), 95-107.
[35] Liu, J., & Bern-Klug, M. (2013). Nursing home social services directors who report thriving at work. Journal of Gerontological Social Work, 56( 2), 127-145.
[36] Morgeson, F. P., Mitchell, T. R., & Liu, D . ( 2015). Event system theory: An event-oriented approach to the organizational sciences. Academy of Management Review, 40( 4), 515-537.
[37] Mortier, A. V., Vlerick, P., & Clays, E . ( 2016). Authentic leadership and thriving among nurses: The mediating role of empathy. Journal of Nursing Management, 24( 3), 357-365.
[38] Newman, A., Rose, P. S., & Teo, S. T. T. (2016). The role of participative leadership and trust-based mechanisms in eliciting intern performance: Evidence from China. Human Resource Management, 55( 1), 53-67.
[39] Niessen, C., Mäder, I., Stride, C., & Jimmieson, N. L . ( 2017). Thriving when exhausted: The role of perceived transformational leadership. Journal of Vocational Behavior, 103, 41-51.
[40] Parker, S. K., Broeck, A. V. d., & Holman, D . ( 2017). Work design influences: A synthesis of multilevel factors that affect the design of jobs. Academy of Management Annals, 11( 1), 267-308.
[41] Paterson, T. A., Luthans, F., & Jeung, W . ( 2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35( 3), 434-446.
[42] Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G . ( 2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33( 2), 250-275.
[43] Prem, R., Ohly, S., Kubicek, B., & Korunka, C . ( 2017). Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work. Journal of Organizational Behavior, 38( 1), 108-123.
[44] Rego, A., Sousa, F., Marques, C., & Cunha, M. P. e. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of Business Research, 65( 3), 429-437.
[45] Russo, M., Buonocore, F., Carmeli, A., & Guo, L . ( 2018). When family supportive supervisors meet employees’ need for caring: Implications for work-family enrichment and thriving. Journal of Management, 44( 4), 1678-1702.
[46] Sonenshein, S., Dutton, J. E., Grant, A. M., Spreitzer, G. M., & Sutcliffe, K. M . ( 2013). Growing at work: Employees' interpretations of progressive self-change in organizations. Organization Science, 24( 2), 552-570.
[47] Spreitzer, G., & Porath, C. ( 2013). Self-determination as nutriment for thriving:Building an integrative model of human growth at work. In M. Gagné (Ed.), Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. New York: Oxford University Press.
[48] Spreitzer, G., Porath, C. L., & Gibson, C. B . ( 2012). Toward human sustainability: How to enable more thriving at work. Organizational Dynamics, 41( 2), 155-162.
[49] Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M . ( 2005). A socially embedded model of thriving at work. Organization Science, 16( 5), 537-549.
[50] Tett, R. P., & Burnett, D. D . ( 2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88( 3), 500-517.
[51] Tett, R.P., & Guterman, H. A . ( 2000). Situation trait relevance, trait expression, and cross-situational consistency: Testing a principle of trait activation. Journal of Research in Personality, 34( 4), 397-423.
[52] Tett, R. P., Simonet, D. V., Walser, B., & Brown, C . ( 2013). Trait activation theory: Applications, developments, and implications for person-workplace fit. In N. D. Christiansen, & R. P. Tett (Eds.), Handbook of Personality at Work. New York, NY: Routledge.
[53] Walumbwa, F. O., Muchiri, M. K., Misati, E., Wu, C., & Meiliani, M . ( 2018). Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work. Journal of Organizational Behavior, 39( 3), 249-261.
[54] Xu, A. J., Loi, R., & Chow, C. W. C. (2019). What threatens retail employees' thriving at work under leader‐member exchange? The role of store spatial crowding and team negative affective tone. Human Resource Management, 58( 4), 371-382.
[55] Xu, A. J., & Wang, L. (in press). How and when servant leaders enable collective thriving: The role of team- member exchange and political climate. British Journal of Management.
[56] Yang, Y., Li, Z., Liang, L., & Zhang, X. (in press). Why and when paradoxical leader behavior impact employee creativity: Thriving at work and psychological safety. Current Psychology.
[57] Zhai, Q., Wang, S., & Weadon, H . ( 2017). Thriving at work as a mediator of the relationship between workplace support and life satisfaction. Journal of Management & Organization, 1-17.
[58] Zhang, A. Y., Tsui, A. S., Song, L. J., Li, C., & Jia, L . ( 2008). How do I trust thee? The employee-organization relationship, supervisory support, and middle manager trust in the organization. Human Resource Management, 47( 1), 111-132.
[59] Zhang, J., Bal, P. M., Akhtar, M. N., Long, L., Zhang, Y., & Ma, Z . ( 2019). High-performance work system and employee performance: The mediating roles of social exchange and thriving and the moderating effect of employee proactive personality. Asia Pacific Journal of Human Resources, 57( 3), 369-395.
[60] Zhao, S., Shi, Y., Sun, Z., Xie, F., Wang, J., Zhang, S., … Fan, L . ( 2018). Impact of workplace violence against nurses' thriving at work, job satisfaction and turnover intention: A cross-sectional study. Journal of Clinical Nursing, 27( 13-14), 2620-2632.
[61] Zohar, D., & Luria, G. (2010). Group leaders as gatekeepers: Testing safety climate variations across levels of analysis. Applied Psychology, 59( 4), 647-673.
[1] CAI Yuqing, DONG Shuyang, YUAN Shuai, HU Chuan-Peng. Network analysis and its applications in psychology[J]. Advances in Psychological Science, 2020, 28(1): 178-190.
[2] LIU Yuxin, CHEN Chen, ZHU Nan, ZHANG Jianwei, WANG Shuai. How does “one takes on the attributes of one's associates”? The past, present, and future of Trait Activation Theory[J]. Advances in Psychological Science, 2020, 28(1): 161-177.
[3] WANG Hongyu,CUI Zhisong,ZOU Chunlong,YU Jiali,ZHAO Di. Loyal or rebel? Employee bootleg innovation in Chinese context[J]. Advances in Psychological Science, 2019, 27(6): 975-989.
[4] ZHANG Li Hua,MIAO Li. Hostile interpretation bias and aggression[J]. Advances in Psychological Science, 2019, 27(12): 2097-2108.
[5] ZHANG Ying, YANG Fu. Feedback-seeking behavior: Influencing factors and localization development[J]. Advances in Psychological Science, 2018, 26(6): 1121-1130.
[6] ZHANG Rongwei, LI Dan.  How to experience a meaningful life: Based on the integration of theoretical models on meaning in life[J]. Advances in Psychological Science, 2018, 26(4): 744-760.
[7] LI Chaoping, MAO Kaixian. The dynamic and reciprocal effects of servant leadership on thriving at work[J]. Advances in Psychological Science, 2018, 26(10): 1734-1748.
[8] ZHANG Ying, YANG Fu.  Proactive personality: Mechanisms and future directions[J]. Advances in Psychological Science, 2017, 25(9): 1544-1551.
[9] ZHANG Yinpu, SHI Wei, LUO Ben Nanfeng, XING Lu, XU Yuan.  Applications of experience sampling method in organizational behavior research[J]. Advances in Psychological Science, 2017, 25(6): 943-954.
[10] PAN Zhe; GUO Yongyu; XU Buxiao; YANG Shenlong. Agency, Communion and their relationship in personality research[J]. Advances in Psychological Science, 2017, 25(1): 99-110.
[11] WANG Yi-Nan. Neurophysiological mechanism of self-esteem[J]. Advances in Psychological Science, 2016, 24(9): 1422-1426.
[12] YUE Tong; HUANG Xiting. The neurobiological underpinnings of trait empathy[J]. Advances in Psychological Science, 2016, 24(9): 1368-1376.
[13] ZHANG Yan-Qing; WANG Xiao-Hui; WANG Hai-Bo. Unethical behaviors in organizational context: The explanation from moral disengagement theory[J]. Advances in Psychological Science, 2016, 24(7): 1107-1117.
[14] WANG Yan; YANG Juan. The Modulation Effect of Personality Traits on the #br# Psychosocial Stress Response[J]. Advances in Psychological Science, 2015, 23(8): 1453-1460.
[15] LIANG Hongyu; CHEN Shi; XIONG Hongxing; SUN Peizhen; LI Fang; ZHENG Xue. Interpersonal Gratitude: An Important Positive Emotion in Social Life[J]. Advances in Psychological Science, 2015, 23(3): 479-488.
Viewed
Full text


Abstract

Cited

  Shared   
  Discussed   
Copyright © Advances in Psychological Science
Support by Beijing Magtech