Thriving at work: Impact of psychological capital and supervisor support
Abstract
Summary: Thriving at work is a positive psychological state characterized jointly by learning and vitality. Conventional wisdom and some initial research indicate that such thriving benefits both employees themselves and their organizations. This study specifically tests thriving at work by linking it to a theoretically important personal outcome variable (self‐development), refining its relationship with agentic work behaviors (task focus and heedful relating), and proposing and testing two new antecedent variables (psychological capital and supervisor support climate). Using structural equation modeling on a sample of 198 dyads (employees and their supervisors), strong support was found for the theory‐driven hypothesized relationships. The results contribute to a better understanding of positive organizational scholarship and behavior in general and specifically to the recently emerging positive construct of employees' thriving at work. Copyright © 2013 John Wiley & Sons, Ltd.
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Although goal-oriented nonwork tasks require energy, the resulting gains in competence, self-confidence, and sense of achievement produce more energic resources than they consume.
“While this type of effort requires energy investment, research finds that the resulting increases in competence, self-confidence, and sense of achievement generate more energic resources than they expend (cf.Paterson et al., 2014).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Paterson et al., 2014
Work task focus enhances individuals' energy and learning resources.
“Although we posit that LC will be positively related to entrepreneurs' thriving at work, and although research on work task focus also shows that it enhances individuals' energic and learning resources (Niessen et al., 2012;Paterson et al., 2014), these two agentic activities enhance these resources through different ways.”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Paterson et al., 2014
Work task focus has a positive direct effect on thriving at work.
“We also discovered, consistent with prior research (e.g., Niessen et al., 2012;Paterson et al., 2014), that work task focus had a positive direct effect on individuals' thriving at work.”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Paterson et al., 2014
Self-reports are most suitable for leisure crafting, thriving at work, and work task focus because these variables capture intrapersonal perceptions and experiences.
“For LC, thriving at work, and work task focus, self-reports are considered most appropriate because these variables capture individuals' intrapersonal perceptions and experiences (e.g., Paterson et al., 2014;Petrou and Bakker, 2016).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Paterson et al., 2014
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POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION
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Self-citationA Socially Embedded Model of Thriving at Work
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Trust, Connectivity, and Thriving: Implications for Innovative Behaviors at Work
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Leadership behavior and employee well-being: An integrated review and a future research agenda
Inceoglu, I., Thomas, G., Chu, C., Plans, D., & Gerbasi, A. (2018) · The Leadership Quarterly · doi:10.1016/j.leaqua.2017.12.006 · Cited by 670 · see citing works
Thriving at work: A meta‐analysis
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Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work
Walumbwa, F. O., Muchiri, M. K., Misati, E., Wu, C., & Meiliani, M. (2018) · Journal of Organizational Behavior · doi:10.1002/job.2216 · Cited by 323 · see citing works
Destructive de-energizing relationships: How thriving buffers their effect on performance.
Gerbasi, A., Porath, C. L., Parker, A., Spreitzer, G., & Cross, R. (2015) · Journal of Applied Psychology · doi:10.1037/apl0000015 · Cited by 142 · see citing works
Employee thriving at work: the long reach of family incivility and family support
Ren, S., Babalola, M. T., Ogbonnaya, C., Hochwarter, W. A., Akemu, O., & Agyemang‐Mintah, P. (2022) · Journal of Organizational Behavior · doi:10.1002/job.2559 · Cited by 63 · see citing works
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- Authors
- Paterson, T. A., Luthans, F., & Jeung, W.
- Affiliations
- University of Idaho (US)
- University of Nebraska–Lincoln (US)
- Korea National Defense University (KR)
- Corresponding author
- Paterson, Ted A.
- Venue
- Journal of Organizational Behavior
- Publisher
- Wiley
- Published
- 2013-11-14
- Volume
- 35
- Issue
- 3
- Pages
- 434-446
- ISSN
- 0894-3796 (ISSN-L)
- 1099-1379
- OpenAlex
- W2154161300
- Cited by
- 471
- References
- 10
- Citations by year
- 2026: 40 · 2025: 41 · 2024: 48 · 2023: 56 · 2022: 49 · 2021: 49 · 2020: 57 · 2019: 36 · 2018: 38 · 2017: 21 · 2016: 19 · 2015: 10 · 2014: 6 · 2013: 1
- FWCI
- 24.62
- Type
- journal article
- Language
- en
- Open access
- closed
- Licence
- Locations
- Journal of Organizational Behavior (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Social Psychology › Psychological Well-being and Life Satisfaction
- Social Sciences › Psychology › Social Psychology › Workaholism, burnout, and well-being
- Keywords
- thriving at work, psychological capital, supervisor support, self-development, task focus, positive organizational behavior, supervisor-subordinate dyads, vitality, learning
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