جستجوی مقالات مرتبط با کلیدواژه « Thriving at Work » در نشریات گروه « علوم انسانی »

Given the dynamics of the current century's environment, service organizations, including educational institutions, require creative behavior from their employees. Considering the importance of employee creative behavior, researchers have examined individual and contextual factors and barriers that either facilitate or hinder such behavior. Studies have shown that the level of employee creativity decreases under adverse conditions. Thus, the present study focuses on one of the barriers to creative behavior, namely, workplace ostracism. Workplace ostracism can be a stressor that depletes individual resources, thereby seriously hindering employee progress and thriving. Additionally, ostracism in the workplace is a factor that diminishes employees' enthusiasm for their work, indicating a lack of job engagement, which negatively impacts their creative behaviors. However, the severity of the negative effects of ostracism may vary depending on individual differences, such as organizational-based self-esteem. Therefore, this study aimed to investigate the impact of workplace ostracism on employee creative behavior, emphasizing the role of thriving, work engagement, and organizational-based self-esteem at Shiraz University of Medical Sciences.

Design/ methodology/ approach: 

 This research is applied in nature and employs a descriptive-survey methodology for data collection. The study population consisted of all administrative staff at Shiraz University of Medical Sciences (400 individuals), from which 196 were selected through simple random sampling. The data collection tools used in this study were standardized questionnaires, including the Workplace Ostracism Scale by Ferris et al., the Work Engagement Scale by Schaufeli and Bakker, the Workplace thriving Scale by Imran et al., the Employee Creative Behavior Scale by Yasini, and the Organizational-Based Self-Esteem Scale by Pierce et al. The validity of the questionnaires was confirmed by a panel of experts, and the reliability of the measurement tools was assessed using Cronbach's alpha coefficient and composite reliability. Structural equation modeling was the analytical technique used in this study.

 The findings from the research revealed that workplace ostracism has a significant negative relationship with work engagement and workplace thriving. Additionally, the relationship between work engagement and workplace thriving, as well as between work engagement and employees' creative behavior, was confirmed. The relationship between workplace thriving and employees' creative behavior was also validated. Moreover, workplace thriving and work engagement mediate the relationship between workplace ostracism and employees' creative behavior, while work engagement mediates the relationship between workplace ostracism and workplace thriving. Finally, workplace thriving serves as a mediator in the relationship between work engagement and employees' creative behavior.

Limitations & Consequences: 

The inability to generalize the research findings to all populations and the use of questionnaires to measure individuals' attitudes are among the limitations of this study.

Practical Consequences:

 The practical implications of this study, according to self-determination theory, suggest that employees with intrinsic motivation seek learning and progress, which enhances their thriving and creative behavior. By integrating the conservation of resources theory with the social embeddedness model of thriving, it can be argued that workplace ostracism is more detrimental to individuals with high organizational-based self-esteem in terms of their positive self-concept within the organization, posing a significant threat to their sense of thriving. Moreover, the decline in workplace thriving and work engagement due to workplace ostracism has negative consequences for employee creative behavior, as ostracized individuals feel less progress and thriving within the organization. Given the reduction in their vitality and learning, they also display lower levels of creative behavior. However, organizational managers can mitigate the negative effects of workplace ostracism on employee creative behavior by enhancing employees' thriving and work engagement.

Innovation or value of the Article:

 The study presents a model demonstrating the consequences of workplace ostracism.

In today's challenging work environment, development is very important for employees, and they must learn to both improve themselves and maintain their physical and mental health and well-being; so, the aim of this study was to examine the relationship between family support and psychological well-being through the mediating role of work-family experiences and thriving at work and moderating role of work-family boundary management in Yazd University of Medical Sciences.

The method of this study is practical in term of purpose and descriptive survey in term of data collection. The statistical population of the present study was the headquarters employees of Yazd University of Medical Sciences (250 people), using Cochran's formula, 156 people were selected through simple random sampling method. The instrument for collecting field data in this research was standard questionnaires; including the psychological well-being questionnaire from the study of Ryff & Singer (2003); the thriving at work questionnaire from the study of Imran et al. (2020); the work-family conflict questionnaire from the study of Grzywacz & Marks (2000); work-family enrichment questionnaire and family support questionnaire from the study of Neneh (2017); and the work-family boundary management questionnaire from the study of Kreiner (2006); that, the validity of the questionnaires was confirmed using the opinions of a number of experts in this field, and Cronbach's alpha coefficient and composite reliability were used to determine the reliability of the measurement instrument. The analysis method used in this research was the structural equation modeling technique.

The results of the research showed that Family support has a positive and significant effect on work-family enrichment (β = 0.410, t= 6.330); also, work-family conflict has a negative and significant effect on thriving at work (β = -0.164, t= 2.026); also, work-family enrichment has a positive and significant effect on thriving at work (β = 0.522, t= 8.349); and work-family enrichment has a mediating role in the relationship of family support and thriving at work (β = 0.214, t= 4.284); and , thriving at work has mediating role in the relationships of work-family conflict and work-family enrichment with psychological well-being (β = -0.083, t= 1.969) and (β = 0.264, t= 4.942); and finally, work-family boundary management does not have a moderating role in the relationships of family support with work-family conflict and work-family enrichment (β = 0.080, t= 1.267) and (β = -0.002, t= 0.028).

According to the results of this research, it is suggested to managers, when developing plans to create a work environment of thriving, a more balanced approach that pays attention to both positive experiences in the family and positive experiences in the work environment; according to the socially embedded model of thriving, employees achieve thriving at work, who pay attention to the social interactions that take place between the family and the work environment, and the employees overcome their anxiety and depression through the vitality gained and improving their psychological well-being is helped.

With the increasing growth of knowledge in the 21st century, hiding knowledge has destructive effects on the organization's productivity. so, the present study was done with the aim of investigating he role of compassion, thriving and organizational citizenship behavior to reduce the negative effects of in Barez rubber factory of Kerman city.

The present study was practical in terms of purpose and descriptive-survey in terms of data collection. The statistical population of the this study was the headquarters staff of Barez Rubber Factory in Kerman (180 people), that 123 people were selected through simple random sampling. the tool for collecting data in this research was standard questionnaires, and validity and reliability were confirmed. the analysis method used in this research was the structural equation modeling technique.

The finds of the research showed that playing dumb and evasive hiding have a negative and significant effect on compassion at work, but rationalised hiding does not have a significant effect on compassion at work. Also, the effect of compassion at work on thriving at work; and the effect of compassion at work on organizational citizenship behavior; and the effect of thriving at work on organizational citizenship behavior were also confirmed. Also, compassion at work mediates the relationship between playing dumb and evasive hiding with thriving at work. finally, it was found that compassion at work plays a mediating role in the relationship between playing dumb and evasive hiding with organizational citizenship behavior.

The results of this research showed that the more managers pay more attention to compassion in their organization, they can reduce the negative effects of knowledge hiding (playing dumb and evasive hiding) and as a result increase the thriving and organizational citizenship behavior of employees at work.

Due to the expansion of the tourism and hotel industry and the role of leadership quality in the promotion and successful development of this industry, several studies have been conducted on this statistical population, considering the specific environmental conditions. Also, recent research has presented a direct, positive, and meaningful relationship between authentic leadership, organizational success, growth, and emergence in the tourism sector. This research aims to investigate the impact of authentic leadership on employees’ thriving at work in the hotel industry, considering the moderating role of organizational politics. A quantitative method (correlation type of structural equation modeling) was used in this regard. The statistical population of the research was hotel employees, and after determining the sample size by G*POWER and distributing questionnaires, 349 complete questionnaires were collected from hotel employees in Shiraz. Initially, reliability and validity were investigated using AMOS software and then the hypotheses were tested using SPSS software and the Process module. The results indicated a positive and significant relationship between authentic leadership and thriving at work, and organizational politics was a significant moderator in that when organizational politics perception was high, the positive effect of authentic leadership on employees’ thriving at work increased. This important finding shows that high organizational politics in organizations adds to the importance of an authentic leader’s positive impact on followers’ thriving at work.

Thriving at Work is a psychological state that affects the behaviors of employees and because the formality in the organization provides more transparency for employees, it causes the employees thriving at work; so, the purpose of the current research which is practical in terms of purpose and descriptive-survey in terms of data collection was to examine the effect of formality in organization on thriving at work; emphasizing the role of ethics in the municipality of Neyshabur city. The statistical population of the present study was all employees of the municipality of Neyshabur city, that sample size of 110 people was selected. The data collection tool in this research was standard questionnaire and the analysis method used in this research, structural equation modeling technique.The findings of the research showed that the mediating role of Job engagement and interpersonal justice was confirmed in the relationship between formality and thriving at work. also, the moderating role of ethical leadership in the relationship between formality and interpersonal justice was confirmed, and finally, the centralization variable could not weaken the relationship between Job engagement and thriving at work. Therefore, according to the results of this research, it should be noted that formal structures, in addition to negative aspects (such as less flexibility and innovation), have positive aspects such as increasing employees' Job engagement, interpersonal justice, and thriving at work and managers should use the positive benefits of the formal structure for the benefit of their organization and employees.

The thriving at work strategies are important for preserving human capital, utilizing their latent capacities, and enhancing individual and organizational performance. Researchers are trying to identify the factors that can provide the basis for thriving at organizations. The purpose of the present study is to investigate the antecedents affecting employee thriving at work. The present study is a descriptive-correlational. The statistical sample of the study is 180 employees of the General Department of Taxation of Semnan Province who were selected by simple random sampling. Questionnaires and stepwise regression were used to collect data. The results of regression analysis in the final model showed that variables of Job autonomy, organizational trust, perceived organizational support, civility at workplace and proactive personality were significant predictors of thriving at work. Based on the results of the research, it can be stated that support and trust of the employees in addition to their autonomy, acting in a respectful and polite way with the employees and enhancing the spirit of ideation and innovation in them can lead the employees to thrive in the organization.

The present study was modeling of the relationship between thriving at work and career path adaptability and mediating role of psychological capital in teachers.

The research method was descriptive-correlational. The statistical population included all female teachers working in the primary school of Tehran Education Organization. 405 individuals were selected using random cluster sampling method. Thriving at work questionnaire (Porath, 2011), Career adaptability questionnaire (Savickas, 2012) and psychological capital questionnaire (Luthans, 2007) were used to collect data. Person correlation coefficient test by structural equation modeling using SPSS 23 and LISREL software was used to analyze the data.

The results showed that the direct path coefficient between career path adaptability and psychological capital with thriving at work (=β 0/411, P<0/01) positive and Indirect path between psychological capital in the relationship between career path adaptability and thriving at work (=β 0/427, P<0/01) positive and at the level of 0/01 it was significant.

According to the research findings, career path adaptability can predict thriving at work and psychological capital plays an important mediating role in thriving. Therefore, it is very important to pay attention to the current factors of career path adaptation and psychological capital.

The purpose of this study was to investigate the effect of psychological capital, trust in organization and transformational leadership, considering the mediating role of basic psychological needs. The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. The direct effects of basic psychological needs, psychological capital and trust in organization on thriving at work were significant but the direct effect of transformational leadership on thriving at work was not supported. The indirect effects of psychological capital, trust in organization and transformational leadership on thriving at work through basic psychological needs were supported. According to findings of this study, practices for increasing of psychological capital and trust in organization should be considered by organization.

Thriving at work is a positive psychological state that definitely describes individual growth at organizations. Thriving at work is a two-dimensional construct composed of feeling of vitality or being energized and a sense of learning that signifies the acquisition and application of knowledge and skills to build capability and confidence at work. These two elements considering the affective and cognitive basis of employee growth and development simultaneously. Most previous studies focused on observing outcomes of thriving at work. Their findings show lots of benefits for both employees and organizations mainly such as psychological and physical health and high quality of job performance, but there are a few studies which identify antecedents of thriving at work. On the other hand, the literature of thriving at work supports its mediating role between some antecedents and consequences. In this regard, the present study has taken into account the effects of one of the major antecedents of thriving at work (psychological capital) on job performance and psychological well-being with highlighting the mediating role of thriving at work. The purpose of this study was to investigate the effect of psychological capital on job performance and psychological well-being considering the mediating role of thriving at wor.

The research method is correlational through structural equation modeling (SEM). The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. Instruments included Psychological Capital Questionnaire )Luthans et al., 2007(, Thriving at Work Scale )Porath et al., 2012(, Job performance Questionnaire )Williams & Anderson, 1991(, and Psychological Wellbeing Questionnaire )Diener & Biswas-Diener, 2008(. The proposed model was analyzed through structural equation modeling by using SPSS-25 and AMOS-24 software packages. For testing indirect effects, Bootstrap method (Preacher & Hayes, 2008 (was used.

Findings revealed that the proposed model fit the data properly. The direct effects of psychological capital and thriving at work on job performance and psychological well-being were significant. Findings also showed that psychological capital has positive direct effect on thriving at work. Results of indirect effects supported the mediating role of thriving at work in the relationship between psychological capital and both job performance and psychological well-being.

 According to the findings of this study, focus on personal chracteristics such as psychological capital and thriving at work in the case of improving job performance and psychological well-being is important thus practices for increasing psychological capital and thriving at work through training packages and programs should be considered by organization.

the present mixed Research has been implemented with the aim of identifying The duties and roles of school principals in strengthening and developing Thriving at Work among Teachers and evaluating the existent status of of khoramabad schools. in qualitative section, by using purposeful and snow-ball sampling, some famous, experienced and excellent teachers and Principals, who according to parents' and administrators' report can be regarded as enjoying thriving at work, were selected and interviewed. 28 indicators and 6 dimensions were recognized by using content analysis and coding procedure of interviews. In the quantitative section of this Research, based on the identified indicators and dimensions a valid and reliable questionnaire was developed and completed by325 teachers. By exploratory factor analysis, 28 indicators were indentified and were classified into 6 factors (stimulating teachers, its creation of opportunities to enhance knowledge, school atmosphere, aducation supplies, the opportunity to choose and playing role model). In the next step, confirmatory factor analysis revealed that the measurement model of latent variable has good fit with observed data. In the next phase, According to the results of one-sample t-test, the six factors of The duties and roles of school principals in strengthening and developing Thriving at Work among Teachers were evaluated as moderate and meaningful.

Thriving at work, energizing and empowering people to do better work. The roots of thriving at work have a long history in Islamic texts, while western research literature, focused on thriving at work in several years. The aim of this research was showing Islamic model of factors in thriving at work base on religious texts, including the Qur'an, hadith books and Supreme Leader's Grand, Ayatollah Khamenei. The research method was content analysis in qualitative research. Data management was done by MAXQDA-11. Based on this study five core code on the thriving at work explored, which is derived as follows: Good performance, learning, valuing the time, effort, endurance and persistence in purposes. Two core codes in western research literature were vitality and learning. Western research literature codes were the subset of learning and effort so have been integrated. Finally, this research showed the Islamic model of thriving at work.Keywords: Thriving at work, Quran, The Supreme Leader's Grand, Islamic model of Thriving at Work.

The requirements of today's life have made women, in addition to traditional roles, also play role-playing roles. However, the role of women has been highlighted today in service activities, especially in the tourism sector. The purpose of this study is investigating the Effect of Heedful relating and Perceived Organizational Support on Turnover intention with Mediator role of Thriving at work in female Employees of hotels in Mashhad. The present research is a survey based on the purpose of the application and in terms of the method of doing the work. The statistical population includes female employees of hotels in Mashhad. Random sampling method was used to collect data. Due to the uncertainty in the size of the community, 390 people were selected as samples. The findings showed that Heedful relating and perceived organizational support had a positive and significant effect on Thriving at work of female Employees. From other results, the effect of heedful relating, perceived organizational support, and Thriving at work on the Turnover intention woman employees is significant. In addition, the mediator role of Thriving at work has been confirmed.

the present mixed Research has been implemented with the aim of identifying indicators of thriving at work and evaluating the existent status of of khoramabad teachers. in qualitative section, by using purposeful and snow-ball sampling, some famous, experienced and excellent teachers, who according to parents' and administrators' report can be regarded as enjoying thriving at work, were selected and interviewed. 37 indicators and 10 dimensions were recognized by using content analysis and coding procedure of interviews. In the quantitative section of this Research, based on the identified indicators and dimensions a valid and reliable questionnaire was developed and completed by325 teachers. By exploratory factor analysis, 37 indicators were indentified and were classified into 3 factors (personality traits, work engagement and job satisfaction). In the next phase, as the results of one-sample t-test indicated teachers have meaningful experience of thriving at work and the three factors of thriving at work were evaluated at moderate to high among them.

The aim of this study was designing a model of some antecedents and consequences of thriving at work for the employees of National Iranian Drilling Company(NIDC). In terms of objective, the research method was applied, in terms of data collection has been consumed a survey and in terms of data analysis was a descriptive study. Among employees of NIDC, 211 employees participated in the study. Data were analyzed through structural equation modeling (SEM) and using SPSS-21 and AMOS-21 software. Fit indices showed that the proposed model was fitted to the data. The other findings with confidence interval of %95 indicated that variables including: trust/respect climate with coefficient of .168, discretionary decision making with coefficient of .397, and performance feedback with coefficient of .193 were positively correlated with self-determination. In addition, discretionary decisions making with coefficient of .333, and performance feedback with coefficient of .215 had a positive correlation with thriving at work. More analyses revealed that thriving at work was correlated with both job performance, with coefficient of .302 and organizational citizenship behaviors, with coefficient of .239. Mediation analyses indicated that trust/respect climate, discretionary decision making, and performance feedback had an indirect effect on job performance and organizational citizenship behaviors through self-determination and thriving at work.

The purpose of this research is to study the effect of career optimism on physical education teachers’ work engagement and thriving at work in the city of Urmia. The adopted research approach was descriptive and the correlational design was based on structural equation modeling. The statistical population included all physical education teachers in urmia (N=232), out of whom 144 subjects were selected by using random sampling method. The data collection instruments were three standard questionnaires: Rottinghaus et al.’s (2005) Optimism of Career Path, Porath, et al.’s (2011) Thriving at Work and Schaufeli et al.’s (2006) Work engagement. The data was analyzed by employing SPSS 19 and Smart PLS 2. The results demonstrated that career optimism has positive effect on employee engagement and its dimensions (dedication and absorption) and on thriving at work and its dimensions (vitality and learning) (P< 0.01). Therefore, it can be said that the career optimism on work path can increase the physical education teachers’ work engagement and thriving at work, accordingly resulting in their efficiency and performance.

the results of various researches show that thrive employees, more passion and vitality, higher motivation, more mental health, less job quit, and reduced symptoms of physical illnesses are sought. Thriving at work does not only bring about better performance, but also leads people to their duty and help others. The purpose of this study was to investigate the role of thriving at work in the relationship between Contextual Enablers with on job performance and organizational citizenship behavior. The methodology of the present study is applied in terms of the purpose of data collection in a survey type and in terms of data analysis is descriptive-analytic. The statistical population consisted of all employees of an industrial company who were employed in the company in 1395, of which 211 were randomly selected. In order to measure the variables studied, questionnaires were used for climate of trust and respect scales, self-determination scale of psychological empowerment measure, performance feedback, thriving at work, job performance & organizational citizenship behavior. The proposed model was evaluated through structural equation modeling with Amos software. Interface relationships were tested in the proposed model by bootstrap method. Finding indicated that the proposed model fit the data properly. Also, the results showed that self-determination directly and through Thriving at work mediation effect on job performance and organizational citizenship behavior.

Thriving at work is the modern conceptual basis of positive organizational psychology. Having energy and interest in using knowledge and skills in performing job tasks (success) is underling factor for promotion job attitudes. The present study was conducted to determine the role of work engagement in relationship between thriving at work and job attitudes of teachers including commitment to teaching, job satisfaction and occupational sense of belonging at school. This study was descriptive. The population of this research was women teachers of Esfahan in high school that 130 women teacher were selected by cluster sampling method. Participants of this study responded to Porath Thriving at Work Questionnaire(2011), Teacher Engagement Scale(Klassena,, Yerdelenc,Durksen), Teachers' Job Satisfaction Scale(Poomaki et al.,2010), Teacher's Organizational Commitment Scale(Chan et al.,2008) and Sense of Belonging at School Scale(Scalwick and Scalwick,2011). Data were analyzed by Person correlation with SPSS-20 and Structural Equation Modeling(SEM) in bootstrapping analysis by AMOS-20. The results of this study showed that, in order to model structural equations, we must first use the Maximum Likelihood (ML) test in the Satorra Bentler Robust estimation method. The results of Bootstrapping analysis in the final model showed good fitness with collected data. This model confirmed indirect relationship between thriving at work and teacher’s job attitudes with mediation role of teacher engagement. The findings support the necessity of investment to create enthusiasm and engagement among teachers as trainers of next generation in improving major job attitudes such as teaching commitment, job satisfaction and sense of belonging at school. If energy and tendency to apply educational training (thriving at work) is associated with motivation and positive cognitive-emotional affect (teacher engagement) so it can lead to attitude such as sense of pride and belonging and also commitment to teaching profession that their effects will be visible in the educational environments.

Thriving at work is the modern conceptual basis of positive organizational psychology. Having energy and interest in using knowledge and skills in performing job tasks (success) is underling factor for promotion job attitudes. The present study was conducted to determine the role of work engagement in relationship between thriving at work and job attitudes of teachers including commitment to teaching, job satisfaction and occupational sense of belonging at school. This study was descriptive. The population of this research was women teachers of Esfahan in high school that 130 women teacher were selected by cluster sampling method. Participants of this study responded to Porath Thriving at Work Questionnaire(2011), Teacher Engagement Scale(Klassena,, Yerdelenc,Durksen), Teachers' Job Satisfaction Scale(Poomaki et al.,2010), Teacher's Organizational Commitment Scale(Chan et al.,2008) and Sense of Belonging at School Scale(Scalwick and Scalwick,2011). Data were analyzed by Person correlation with SPSS-20 and Structural Equation Modeling(SEM) in bootstrapping analysis by AMOS-20. The results of this study showed that, in order to model structural equations, we must first use the Maximum Likelihood (ML) test in the Satorra Bentler Robust estimation method. The results of Bootstrapping analysis in the final model showed good fitness with collected data. This model confirmed indirect relationship between thriving at work and teacher’s job attitudes with mediation role of teacher engagement. The findings support the necessity of investment to create enthusiasm and engagement among teachers as trainers of next generation in improving major job attitudes such as teaching commitment, job satisfaction and sense of belonging at school. If energy and tendency to apply educational training (thriving at work) is associated with motivation and positive cognitive-emotional affect (teacher engagement) so it can lead to attitude such as sense of pride and belonging and also commitment to teaching profession that their effects will be visible in the educational environments.

According to recent researches in the field of positive organizational scholarship, one of the effective components on employees’ job performance and psychological wellbeing is the concept “thriving at work” which implies a feeling of vitality and learning by a person simultaneously while doing job tasks. The results of Pearson correlation test in this research show that thriving at work has a positive and significant relation with job performance (r= 0.254, p= 0.01) and psychological wellbeing (r= 0.551, p= 0.010. Also the results of regression analysis show that thriving at work is a significant predictor of job performance (p