Employee Strengths Use and Thriving at Work

Ding, He; Chu, Xixi

doi:10.1027/1866-5888/a000262

Cited by 30 publications

(17 citation statements)

References 50 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Other studies also support the ndings from this study, although, to the best of authors´ knowledge, this study is a pioneering research examining the proposed relationships among health professionals within the health services context. Consequently, our ndings extend the body of previous research on TAW within health services research that has previously been dominated by examining only the antecedents to TAW (e.g., 7,8,9,10,11,12) or only conceptually suggesting TAW to be associated with speci c outcomes.…”

Section: Discussionsupporting

confidence: 73%

“…The very few previous studies on TAW within health care settings have most often focused on the precursors to TAW. Examples of precursors include psychological capital and perceived organizational support [7], self-empowerment [8], autonomy [9], job satisfaction [10], self-e cacy [11], and job resources and job attachment [12]. Because of this one-sided focus we know very little about the potential outcomes of TAW.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Why should we strive to let them thrive? Exploring the links between health professionals thriving at work, employee ambidexterity and innovative behavior

Slåtten

Mutonyi

Lien

2023

Preprint

View full text Add to dashboard Cite

Background: The concept of thriving at work (TAW) has received increased interest within health services research in recent years. TAW embraces employees’ experience of being energized and feeling alive when employed in an organization. However, previous research has been limited mainly to the investigation of factors that promote TAW. Consequently, there is a lack of research linking TAW to potential outcomes. Based on this knowledge gap, the aim of this study was to examine links between TAW and two potential outcomes: employees’ individual innovative behavior (IIB) and employee ambidexterity (EA). Thus, the study contributes to a relatively neglected area within the domain of health services research. Methods: In this cross-sectional study, a total of N = 258 Norwegian health professionals, in nine municipalities, were selected through convenience sampling. Results of the conceptual model was analyzed using partial least-squares structural equation modeling, with SmartPLS 3 software. The study tested both for the direct and the indirect relationships. Indirect relationships were achieved through bootstrap. Results: The main results from the empirical study can be summarized as follows: (i) TAW was found to be positively linked to both EA (b = 0.46) and IIB (b = 0.22); (ii) TAW and EA explained about 30% (R2 = 0.29) the variance in IIB; (iii) The relationship between TAW and IIB was found to be mediated by the EA; (iv) TAW was positively linked to each of the two dimensions that constitute EA. However, when comparing the individual strength of linkages, TAW was found to be most strongly linked to the exploitation dimension of EA (b = 0.50) and less strongly linked to the exploration dimension of EA (b = 0.35). Conclusions: Employees’ level of TAW in health care services is linked to desirable outcomes, in this study represented by EA and IIB. Managers should be aware of the development and changes in the levels of TAW of their individual employees. Consequently, continuously monitoring and cultivating the TAW of individual employees to determine whether they experience a sense of being energized and feeling alive as a member of the organization is an important practical implication. TAW is clearly a key to important outcomes. Managers should therefore strive to let all of their employees thrive.

show abstract

Section: Discussionsupporting

confidence: 73%

Section: Introductionmentioning

confidence: 99%

Why should we strive to let them thrive? Exploring the links between health professionals thriving at work, employee ambidexterity and innovative behavior

Slåtten

Mutonyi

Lien

2023

Preprint

View full text Add to dashboard Cite

show abstract

“…Strengths use theory acknowledges that everyone has their own strengths (van Woerkom et al, 2016). By identifying, developing and using their own strengths at work, employees are prone to perform better and be more proactive (Ding & Chu, 2020). Recent studies suggest that strengths use can bring positive outcomes, for instance, thriving at work (Ding & Chu, 2020), organizational citizenship behaviour (Ding et al, 2020) and subjective well‐being (Jach et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…By identifying, developing and using their own strengths at work, employees are prone to perform better and be more proactive (Ding & Chu, 2020). Recent studies suggest that strengths use can bring positive outcomes, for instance, thriving at work (Ding & Chu, 2020), organizational citizenship behaviour (Ding et al, 2020) and subjective well‐being (Jach et al, 2018). A study on public school teachers reported that strengths use was beneficial for reducing employees' turnover intention (Els et al, 2018), and a recent study of nurses found that strengths use was negatively related to nurses' depressive symptoms via basic psychological needs (Bai et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Nurses' strengths use and turnover intention: The roles of job crafting and self‐efficacy

Chu

Zhang

2021

Journal of Advanced Nursing

Self Cite

View full text Add to dashboard Cite

The shortage of nurses has become a severe worldwide problem (Li et al., 2020). By the end of 2020, the number of nurses per 1,000 population was 2.97 in China (National Bureau of Statistics of China, 2020), which marks a large gap compared with developed countries. However, in a study involving 1,706 nurses in China, Liu et al.(2018) noted that 69.1% of the nurses intended to leave their jobs.In addition, a study on new nurses in Shanghai found that within the first year of practice, nurses' turnover intention was as high as 74.4% (Zhang et al., 2016). According to these studies, turnover intention, defined as the tendency of an employee to leave the current job and to seek other job opportunities, is a critical and effective predictor of turnover (Zhang et al., 2016). Frequent staff turnover reduces organizational performance and can trigger other employees' emotional instability and slack behaviours within the organization (Heavey

show abstract

“…Thriving at work, as defined by Spreitzer et al (2005), is the psychological state in which individuals experience a sense of vitality coupled with learning at the workplace. Thriving is crucial energy for enabling healthy, high-performing and engaged employees, especially if an organization's goal is human sustainability (Spreitzer et al, 2012;Ding and Chu, 2020).…”

Section: Introductionmentioning

confidence: 99%

Impact of thriving at work on eustress and distress: career growth as mediator

Um-e-Rubbab

Faiz

Safdar

et al. 2021

EJTD

View full text Add to dashboard Cite

Purpose Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework. Design/methodology/approach Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses. Findings Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed. Originality/value This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.

show abstract

Employee Strengths Use and Thriving at Work

Cited by 30 publications

References 50 publications

Why should we strive to let them thrive? Exploring the links between health professionals thriving at work, employee ambidexterity and innovative behavior

Why should we strive to let them thrive? Exploring the links between health professionals thriving at work, employee ambidexterity and innovative behavior

Nurses' strengths use and turnover intention: The roles of job crafting and self‐efficacy

Impact of thriving at work on eustress and distress: career growth as mediator

Contact Info

Product

Resources

About