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Published on Aug 1, 2018in Group & Organization Management 3.10
M. Lance Frazier11
Estimated H-index: 11
(Creighton University),
Christina Tupper3
Estimated H-index: 3
Although helping behaviors have increased in importance as work has become more interdependent, employees may be hesitant to help others for fear of it affecting their ability to complete their own tasks. Drawing from social learning theory and self-determination theory, we propose and test a multilevel model that examines the effects of supervisor prosocial motivation and psychological safety on employee psychological safety, thriving, and helping behaviors. Using data collected from 245 employ...
Published on Feb 1, 2018in Journal of Management 9.06
Kristin L. Cullen11
Estimated H-index: 11
Alexandra Gerbasi9
Estimated H-index: 9
(Grenoble School of Management),
Donna Chrobot-Mason14
Estimated H-index: 14
(UC: University of Cincinnati)
Theory suggests that thriving, the feeling of vitality and experience of learning, is in large part determined by the social environment of employees’ workplace. One important aspect of this social environment is the position of an individual in the communication network. Individuals who are sources of communication for many colleagues often receive benefits because other employees depend heavily on these individuals for information; however, there may also be drawbacks to this dependence. In pa...
Published on Aug 1, 2017in Stress and Health 1.88
Julian Barling65
Estimated H-index: 65
(Queen's University),
Michael R. Frone43
Estimated H-index: 43
(UB: University at Buffalo)
The goal of this study was to develop and test a sequential mediational model explaining the negative relationship of passive leadership to employee well-being. Based on role stress theory, we posit that passive leadership will predict higher levels of role ambiguity, role conflict and role overload. Invoking Conservation of Resources theory, we further hypothesize that these role stressors will indirectly and negatively influence two aspects of employee well-being, namely overall mental health ...
Published on Feb 1, 2017in Journal of Vocational Behavior 3.39
Zhou Jiang9
Estimated H-index: 9
(Griffith University)
This is a pioneer study to examine the mechanism underlying the relationship between proactive personality and career adaptability. Using a moderated mediation approach, it tested the mediating effect of thriving on this relationship and the moderating effect of proactive personality on the relationship between thriving and career adaptability. Three hundred and sixty-four adult employees participated in the survey study. Results demonstrated that proactive personality first promoted individuals...
Published on Aug 1, 2015in Journal of Community Psychology 1.08
Neil M. Boyd5
Estimated H-index: 5
(Bucknell University)
Advances in the organizational behavior and management literatures toward social sustainability are leading to new theories, models, and concepts that promote employee well-being and functioning while helping organizations achieved desired ends. One concept that has yet to be imported to community psychology is thriving at work, which is the joint experience of learning and vitality, where a worker is able to grow, develop, and feel energized (Spreitzer et al., 2005). This paper will articulate ...
Published on Apr 1, 2014in Journal of Organizational Behavior 5.00
Ted A. Paterson5
Estimated H-index: 5
(UIdaho: University of Idaho),
Fred Luthans72
Estimated H-index: 72
(NU: University of Nebraska–Lincoln),
Wonho Jeung1
Estimated H-index: 1
(Korea National Defense University)
Summary Thriving at work is a positive psychological state characterized jointly by learning and vitality. Conventional wisdom and some initial research indicate that such thriving benefits both employees themselves and their organizations. This study specifically tests thriving at work by linking it to a theoretically important personal outcome variable (self-development), refining its relationship with agentic work behaviors (task focus and heedful relating), and proposing and testing two new ...
Published on Feb 1, 2014in Journal of Vocational Behavior 3.39
Irina Nikolova3
Estimated H-index: 3
(OU: Open University),
Joris Van Ruysseveldt11
Estimated H-index: 11
(OU: Open University)
+ 1 AuthorsJef Syroit4
Estimated H-index: 4
(OU: Open University)
Abstract The current study presents a multi-dimensional scale measuring the learning potential of the workplace (LPW), which is applicable across various occupational settings. Based on a comprehensive literature review, we establish four theoretically relevant dimensions of work-based learning, which together constitute the learning potential of the workplace. The psychometric characteristics of our instrument were examined among a sample of Dutch employees working in different organizations (N...
Published on May 1, 2013in European Journal of Psychological Assessment 2.23
Mark E. Boyes20
Estimated H-index: 20
Lucie Cluver30
Estimated H-index: 30
The Revised Children’s Manifest Anxiety Scale (RCMAS) is regularly used with South African children, although its performance in this context has yet to be empirically evaluated. This study assessed the basic psychometric properties of the RCMAS using data collected in a large study examining the mental health of children and adolescents living in poor urban communities around Cape Town. Reliability of the full-scale was good, and the predicted relationships between anxiety, depression, PTSD, de...
Published on Apr 1, 2013in Leadership Quarterly 5.63
Sut I Wong Humborstad7
Estimated H-index: 7
(BI Norwegian Business School),
Bård Kuvaas25
Estimated H-index: 25
(BI Norwegian Business School)
Abstract Drawing on leader role set theory, we examine the relationship between the congruence of leaders' and subordinates' empowerment expectations and subordinates' experiences of role ambiguity and intrinsic motivation. Based on cross-level polynomial regression analysis using 168 subordinates and 33 leaders, the results indicated that the relationship between congruence and role ambiguity and intrinsic motivation vary depending on whether leaders misevaluate subordinate empowerment expectat...
Published on Feb 1, 2013in Journal of Gerontological Social Work
Jinyu Liu7
Estimated H-index: 7
(UI: University of Iowa),
Mercedes Bern-Klug12
Estimated H-index: 12
(UI: University of Iowa)
Nationally representative data from a sample (n = 928) of full-time nursing home social services directors were used to investigate whether knowing characteristics of the social environment at work can help to explain which directors report job thriving. Two-thirds of directors reported they were thriving in their jobs. Multiple regression results show that thriving is increased by job autonomy, being treated like an important part of the team, having enough time to identify and meet resident ps...
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