Purpose The purpose of this paper is to examine the contribution of agentic work behaviour and decision-making authority (DMA) to thriving at work and, more importantly, the moderating role of DMA in the relationship between agentic behaviour and thriving. Design/methodology/approach The study has been carried out upon a random sample of 330 employees below supervisory level from manufacturing companies located at Odisha (a state located at the eastern part of India). After verifying the significance of correlation among the study variables through Pearson’s product moment correlation, moderated regression analyses were carried out to examine the independent contribution of agentic work behaviour and DMA to thriving as well as the moderating contribution of DMA towards thriving. Findings Results reveal that the three dimensions of agentic work behaviour, namely, task focus, exploration and heedful relation, have a direct positive contribution towards thriving at workplace. As far as the moderation is concerned, it is observed that the thriving level is higher for the employees having high DMA irrespective of the level of agentic work behaviour at each dimension. Research limitations/implications The findings imply for designing interventions to enhance task focus, super-ordinate relationship and interest for learning. In addition, the organisations should provide autonomy to employees for decision making. Originality/value The study is first of its kind in the Indian context upon employee thriving. In this study, the authors have not only investigated the separate independent contribution of agentic behaviour and DMA, but also their interacting contribution to employee thriving.

This article examines the contribution of perceived gender discrimination to work engagement; the contribution of future time perspective (FTP) to work engagement and more importantly, the moderating role of FTP on the relationship between perceived gender discrimination and work engagement. Based on a social cognitive frame work, it was hypothesized that FTP is positively related to work engagement. Further, it was also expected that FTP would work as a compensatory motivational resource and weaken the negative relationship between gender discrimination and work engagement. These questions were examined using a sample of female employees working in textile and apparel companies in the Chennai and Puducherry regions of India (N = 234). Results indicate that FTP has a positive relationship with physical, cognitive as well as emotional engagement of the respondents. It also moderates significantly the relationship between perceived gender discrimination and cognitive as well as emotional dimensions of work engagement. However, no significant moderating effect appears for the relationship between gender discrimination and physical engagement of these employees.

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Submission of an original paper with copyright agreement and authorship responsibility.I (corresponding author) certify that I have participated sufficiently in the conception and design of this work and the analysis of the data (wherever applicable), as well as the writing of the manuscript, to take public responsibility for it. I believe the manuscript represents valid work. I have reviewed the final version of the manuscript and approve it for publication. Neither has the manuscript nor one with substantially similar content under my authorship been published nor is being considered for publication elsewhere, except as described in an attachment. Furthermore I attest that I shall produce the data upon which the manuscript is based for examination by the editors or their assignees, if requested.Thanking you.