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Thriving at work: A meta‐analysis
Open accessAbstract
Summary: Thriving at work refers to a positive psychological state characterized by a joint sense of vitality and learning. On the basis of Spreitzer and colleagues' model, we present a comprehensive meta‐analysis of antecedents and outcomes of thriving at work ( K = 73 independent samples, N = 21,739 employees). Results showed that thriving at work is associated with individual characteristics, such as psychological capital ( r c = .47), proactive personality ( r c = .58), positive affect ( r c = .52), and work engagement ( r c = .64). Positive associations were also found between thriving at work and relational characteristics, including supportive coworker behavior ( r c = .42), supportive leadership behavior ( r c = .44), and perceived organizational support ( r c = .63). Moreover, thriving at work is related to important employee outcomes, including health‐related outcomes such as burnout ( r c = −.53), attitudinal outcomes such as commitment ( r c = .65), and performance‐related outcomes such as task performance ( r c = .35). The results of relative weights analyses suggest that thriving exhibits small, albeit incremental predictive validity above and beyond positive affect and work engagement, for task performance, job satisfaction, subjective health, and burnout. Overall, the findings of this meta‐analysis support Spreitzer and colleagues' model and underscore the importance of thriving in the work context.
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“Thriving at work represents one of these key resources because it facilitates goal achievement and drives elevated levels of innovation, solution identification, work commitment, creativity, and task performance (Carmeli and Spreitzer, 2009;Liu et al., 2020aLiu et al., , 2020b; see Kleine et al., 2019 for a meta-analysis).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Kleine et al., 2019
In the citing paper
“Research supports the notion that thriving at work is a robust predictor of individual job performance (Kleine et al., 2019;Porath et al., 2012).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Kleine et al., 2019
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“Thus, we argue that thriving at work facilitates the indirect effect of LC on an entrepreneur's opportunity recognition and performance because it is a resource that can be both acquired (e.g., learning new knowledge and skills) and conserved (e.g., protecting and enhancing energy), and because it drives work-related outcomes (Kleine et al., 2019).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Kleine et al., 2019
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Metadata
- Authors
- Kleine, A., Rudolph, C. W., & Zacher, H.
- Affiliations
- University of Groningen (NL)
- Saint Louis University (US)
- Leipzig University (DE)
- Corresponding author
- Kleine, Anne‐Kathrin
- Zacher, Hannes
- Venue
- Journal of Organizational Behavior
- Publisher
- Wiley
- Published
- 2019-06-07
- Volume
- 40
- Issue
- 9-10
- Pages
- 973-999
- ISSN
- 0894-3796 (ISSN-L)
- 1099-1379
- OpenAlex
- W2942090227
- Cited by
- 606
- References
- 228
- Citations by year
- 2026: 104 · 2025: 117 · 2024: 116 · 2023: 88 · 2022: 76 · 2021: 60 · 2020: 38 · 2019: 7
- FWCI
- 63.49
- Type
- journal article
- Language
- en
- Open access
- hybrid
- doi.org
- Licence
- Locations
- Journal of Organizational Behavior (publishedVersion, cc-by)
- University of Groningen research database (University of Groningen / Centre for Information Technology) (acceptedVersion, cc-by)
- University of Groningen research database (University of Groningen / Centre for Information Technology) (submittedVersion, cc-by)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Social Psychology › Workaholism, burnout, and well-being
- Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
- Keywords
- thriving at work, psychological capital, proactive personality, positive affect, work engagement, supportive leadership, coworker support, perceived organizational support, burnout, work commitment, task performance, job satisfaction, self-rated health, employee outcomes
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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