Research on the Mechanism of Workplace Ostracism on Employee Well-Being: A Framework from the Perspective of Conservation of Resources Theory

Wang, Long-mei; Lu, Lei; Wu, Wei-lin; Luo, Zi-wei

doi:10.2139/ssrn.4296415

Cited by 1 publication

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“…The socially embedded model of psychological thriving at work shows that relational resources and job autonomy in the workplace are important factors that promote employees' psychological thriving at work [1,27]. At the same time, related studies have also shown that workplace friendship [7] and work autonomy [31][32][33] both have significant positive effects on employees' psychological thriving at work. Therefore, we chose workplace friendship and work autonomy as the criteria scales to test the criterion validity of the scale of dualistic psychological thriving at work.…”

Section: Criterion Validity Analysismentioning

confidence: 99%

Sustainable Vitality and Learning: The Connotation, Scale, and Heterogeneity of Dualistic Psychological Thriving at Work

Wang

Zhang

2023

Sustainability

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Psychological thriving is crucial for the sustainable well-being and continuous growth of employees in the workplace. This study aims to explore the concept, measurement, and heterogeneity of dualistic psychological thriving at work to promote sustainable vitality and learning among employees. In Study 1, we identified psychological thriving at work as a second-order dualistic construct, encompassing the positive psychological state in which individuals experience vitality and learning in their current work and hold high expectations for their future work. This construct consists of two dimensions: psychological thriving of work experience and psychological thriving of work development. In Study 2, we conducted exploratory factor analysis and second-order confirmatory factor analyses using two independent samples, providing empirical evidence for the second-order dualistic structure of psychological thriving at work. Subsequently, we developed a comprehensive scale to measure dualistic psychological thriving at work and assessed its criterion validity by examining its relationship with workplace friendship and work autonomy. In Study 3, we investigated the overall levels and pursuit preferences of dualistic psychological thriving at work among different generations. The findings revealed significant differences in the overall levels and pursuit preferences of dualistic psychological thriving at work across generations. Post-1990s employees exhibited the highest overall level of dualistic psychological thriving at work, while post-1970s employees had the lowest. Moreover, post-1990s employees were more inclined to pursue psychological thriving of work experience, whereas post-1980s employees tended to seek psychological thriving of work development. No significant differences were found among post-1970s employees.

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