Thriving at work as a mediator of the relationship between workplace support and life satisfaction

Abstract

Conservation of resources theory is employed to examine the effect of workplace support on thriving at work and the mediation of thriving at work on the workplace support and life satisfaction relationship using data on white-collar workers in China. We find that workplace support is positively related to thriving at work and thriving at work is positively related to life satisfaction. We also find that thriving at work fully mediates the relationship between life satisfaction and supervisor support, while the relationship between life satisfaction and coworker support is partially mediated by thriving at work. Consistent with the COR caravan and spillover hypothesis, we conclude that thriving at work is a mechanism that transmits the positive effects of workplace support on life satisfaction. The research findings suggest that an increase in workplace support can benefit both individuals and organizations by improving individuals’ thriving at work and life satisfaction.

Impact of Perceived Organizational Support on Work Engagement: Mediating Mechanism of Thriving and Flourishing

“…The mindset of an innovative culture paves the way for open innovation and enhances the employee's ability to respond rapidly to changing conditions [67]. Thriving at work is a personal resource that happens through the combination of feeling energetic and learned and POS encourages employees to generate cognitive (learning) and affective (vitality) resources [13]. It also protects their resources and allows them to develop new resources such as affective and cognitive resources [32], which prompts work engagement and innovation.…”

“…Management scholars have presented COR theory to explain the associations between workplace support and its beneficial outcomes in the working context [13]. Therefore, in this study, we drew on COR theory to support our hypothetical model.…”

“…Thriving personnel are considered as a source of competitive advantage [5,6] and contribute a very important role in organizational success because thriving employees perform better [7], stay healthier, are proactive, self-learners, career-oriented, and disburse higher attention toward organizational goals [8][9][10]. Empirical studies have also shown that thriving is a predictor of organizational support for innovation [11], happiness [12], life satisfaction, [13], and job satisfaction [14]. Likewise, thriving has a positive association with health, job satisfaction, self-development, citizenship behavior; commitment toward organizations, task and creative performance, and organizational citizenship behavior also has a negative association with burnout and turnover intention [6].…”

“…Many studies have underlined the significance of thriving in the setting of an organization [15]. Based on the socially embedded model, many relational characteristics (e.g., supervisor workplace support, co-worker workplace support, and workplace civility) have been identified that have prompted employees to thrive at work, which in turn creates positive outcomes [5,6,12,13,15,16]. In spite of the effect of these relational factors on thriving, limited studies have observed the perception of the organization (relational factor) effect on thriving in the work setting of a South Asian context.…”

Political Will, Political Skill, Network Resources and Personal Reputation: A Serial Two-Mediator Model

“…Political Will, Political Skill, Network Resources and Personal Reputation… dominant factor (Andrews, Kacmar, and Valle, 2016;Zhai, Wang, and Weadon, 2017;Turulja and Bajgoric, 2019). For this test, a principal component analysis was performed using 44 items in the study.…”