An Identification Based Framework Examining How and When Salient Social Exchange Resources Facilitate and Shape Thriving at Work

Abstract

Drawing upon social exchange and social identity theories, this study proposes a model to explain how resources produced from salient social exchanges at work influence employee thriving. To advance the literature and provide a more nuanced understanding of the relationship between social exchange resources and thriving at work, we examined resources produced from exchanges with two salient groups: supervisors and coworkers. We propose that leader–member exchange (LMX) and coworker helping and support relate to employee thriving at work through organizational identification and coworker relational identification, respectively. We also suggest that LMX and coworker helping and support moderate the influence of thriving on three facets of employee performance: task performance, organizational citizenship behavior, and workplace deviance. Our work extends existing theory on relational resources and thriving at work by showing the mechanisms through which LMX and coworker helping and support relate to thriving, and how they enhance or inhibit the relationships between thriving and work-related outcomes.

Role of Transformational Leadership Style of Accounting Professionals towards Subordinates Performance, OCB, and Innovation: Mediating Effect of Integrity and Thriving

“…Likewise, the findings revealed that TL has a positive and insignificant effect on performance with the sequential mediation of thriving and OCB. This result is also consistent with Walumbwa et al (2020). The reason behind this finding of the study might be that TL does not necessarily impact employee performance even if there is thriving at the workplace.…”

Overwhelmed by family, but supported by likeminded, trustworthy coworkers: effects on role ambiguity and championing behaviors

“…To the extent that such reactions undermine organizational standing among peers or managers (Walter et al, 2011) or prevent innovative solutions (Perry-Smith and Mannucci, 2017), employees may cause themselves even more hardships at work. Another theoretical take-away from this study is that this counterproductive process is less likely to materialize when employees have access to valuable resources, gained through relationships with colleagues (Nahapiet and Ghoshal, 1998;Walumbwa et al, 2020). As we hypothesized, convictions about role ambiguity serve as less effective conduits for resourcedepleting family interference with work to induce a reduced probability to promote innovative ideas when (1) employees' work goals are aligned with those of their coworkers (Watt et al, 2001) or (2) they regard coworkers as sincere and trustworthy (Kaur and Aurora, 2020).…”

“…, 2019), by showing how the aforementioned downward spiral can be disrupted. In particular, we elucidate how a reduced likelihood of championing behavior, in response to family demands that hinder work activities and convictions about role ambiguity, may be mitigated by employees' access to valuable resources embedded in their coworker relationships (Hobfoll and Shirom, 2000; Walumbwa et al. , 2020).…”

Positive Organizational Practices, Life Satisfaction, and Psychological Capital in the Public and Private Sectors

“…The links between positive organizational practices, psychological capital, and life satisfaction in different sectors also need a thorough examination. In the future, it would be valuable to identify the underlying mechanisms in associations between positive organizational practices, psychological capital, life satisfaction, and the links to the constructs like sustainability, flow, employee engagement, or thriving at work, which has recently received the increased attention of researchers [82,[191][192][193][194][195][196][197][198]. Besides, establishing links between sustainability and positive organizational practices in the public and private sectors might be particularly important, as constructive changes are vital to reaching sustainable development goals.…”