The DOI matches its Crossref record; 93 of the 103 references it cites were found in a registry or an index, and 7 are not checked yet; none of the 24 sources its claims cite is checked for support yet.
Thriving at work: Toward its measurement, construct validation, and theoretical refinement
Open accessAbstract
Summary: Thriving is defined as the psychological state in which individuals experience both a sense of vitality and learning. We developed and validated a measure of the construct of thriving at work. Additionally, we theoretically refined the construct by linking it to key outcomes, such as job performance, and by examining its contextual embeddedness. In Study 1, we conducted second‐order confirmatory factor analyses in two samples, demonstrating initial support for the two‐dimensional structure of thriving. We provided evidence for the convergent and discriminant validity of thriving in relation to theoretically related constructs, such as positive and negative affects, learning and performance goal orientations, proactive personality, and core self‐evaluations. In Study 2, across two different samples, we further assessed construct validity by establishing a relationship between thriving and career development initiative, burnout, health, and individual job performance, explaining significant variance beyond traditional attitudinal predictors, such as job satisfaction and organizational commitment. Finally, in Study 3, we focused on understanding the contextual embeddedness of thriving. We found differences in reports of thriving across two points in time, when substantial changes are occurring in peoples' work lives and across contexts (i.e., work and non‐work). Implications for theory and practice, as well as directions for future research, are discussed. Copyright © 2011 John Wiley & Sons, Ltd.
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A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The correlations between thriving and learning goal orientation (r = .37,p < .01),performance-prove orientation (r = .20,not significant (ns)), performance-avoid orientation (r = -.04,ns), and proactive personality (r = .56,p < .01)are also different than one.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
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In the paper
“We provided evidence for the convergent and discriminant validity of thriving in relation to theoretically related constructs, such as positive and negative affects, learning and performance goal orientations, proactive personality, and core self-evaluations.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Abstract
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The correlations between thriving and CSE (r = .46,p < .01)and positive emotions (r = .52,p < .01)are both significantly less than one, providing further evidence of convergent and discriminant validity.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The correlations between thriving and PA and NA are .49(p < .001)and -.31(p < .01),respectively, both of which are different from one.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In the young adults sample, we found a significant improvement in fit when we modeled thriving as distinct from PA and NA than when we modeled PA or NA as an additional latent factor on thriving (i.e., set to load on the same factor as thriving) (PA: Δχ 2 (1) = 50.80,p < .01;NA: Δχ 2 (1) = 101.67,p < .001).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Load-bearingStrength:plain· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The correlations between thriving and learning goal orientation (r = .37,p < .01),performance-prove orientation (r = .20,not significant (ns)), performance-avoid orientation (r = -.04,ns), and proactive personality (r = .56,p < .01)are also different than one.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Across both examples, the second-order factor structure achieved, with little exception, an acceptable fit to the data (see Tables 2 and 3 for factor loadings and fit statistics); results indicate that our two factor (i.e., learning and vitality) conceptualization of thriving provides a good fit to the data.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Results
Load-bearingStrength:hedged· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The correlations between thriving and CSE (r = .46,p < .01)and positive emotions (r = .52,p < .01)are both significantly less than one, providing further evidence of convergent and discriminant validity.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In another model, we found a significant improvement in fit for thriving as distinct from learning goal orientation (Δχ 2 (1) = 207.76,p < .01)and from proactive personality (Δχ 2 (1) = 7.14, p < .05).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Load-bearingStrength:plain· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesA result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In modeling the thriving and positive emotion items, we found a significant improvement in fit when we modeled thriving as distinct from positive emotions than when we specified positive emotions as an additional latent factor of thriving (Δχ 2 (1) = 35.42,p < .01).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Load-bearingStrength:plain· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passes
- It may state two separate claims as one. 14
- The quote only partly states this claim. 3
- Probably not a substantial claim. 15
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“We retained items for further analysis if they correlated with the overall thriving item at a level of at least .40 as well as if respondents raised no questions or concerns about the item, resulting in five items that represent the vitality component of thriving (inter item correlations (Pearson's r) = .40-.77) and five items that capture the learning component (inter item correlations (Pearson's”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Method
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“We found differences in reports of thriving across two points in time, when substantial changes are occurring in peoples' work lives and across contexts (i.e., work and non-work).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Abstract
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In Study 2, across two different samples, we further assessed construct validity by establishing a relationship between thriving and career development initiative, burnout, health, and individual job performance, explaining significant variance beyond traditional attitudinal predictors, such as job satisfaction and organizational commitment.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Abstract
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Of particular interest is that these findings hold, even after controlling for the effects of more traditional attitudinal predictors of important organizational outcomes (i.e., job satisfaction and organizational commitment) and for the included demographic controls; that thriving explains an incremental 10% of the variance in burnout, 8% in career development initiative, 4% in job performance, 9”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Results
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Difference in χ 2 | 66.02 | | 241.69 |”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Conclusion
Load-bearingStrength:plain· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesThe quote only partly states this claim.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Thriving | | .52*** | | .31**”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Conclusion
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesThe quote only partly states this claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“That is, although these related constructs are significantly correlated as hypothesized, none is so closely related as to raise questions about the distinctiveness of the thriving measure.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Conversely, if one feels energized and alive while working but finds personal learning to be stagnant, again, the experience of thriving is limited.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Literature Review and Definition of Thriving
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
In the paper
“According to the earlier conceptual work, thriving potentially acts as an internal gauge used by individuals in the pursuit of goal attainment and personal effectiveness (Spreitzer et al., 2005, p. 537).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Study 2
What the sources say
- Not checked yetcites Spreitzer et al., 2005
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What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“Our use of two different samples provides more confidence in our results.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
None of the sources cited for this claim have been checked yet.
In the paper
“In particular, the learning component of thriving fuels feelings of competence (Deci & Ryan, 2000;Ryan & Deci, 2000) and enables efficacy (Bandura, 2001), counteracting feelings of diminished accomplishment, which is sometimes considered a third dimension of burnout (Maslach & Leiter, 1997).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Study 2
What the sources say
- Not checked yetcites Deci & Ryan, 2000
- Not checked yetcites Ryan & Deci, 2000
- Not checked yetcites Bandura, 2001
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“First, thriving is conceptualized as an internal gauge of a sense of growth and development, which we argue is best measured through self-report.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Load-bearingStrength:plain· not yet calibratedTests✓ Asserted: passes✗ Checkable: fails✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim. It may be too vague to check against evidence.
In the paper
“Spreitzer et al. (2005) advanced a two-dimensional conceptualization of thriving, composed of the following: (i) a feeling of vitality and (ii) a sense that one is learning or getting better.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Literature Review and Definition of Thriving
What the sources say
- Not checked yetcites Spreitzer et al., 2005
Load-bearingStrength:plain· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Overall, these results provide support for our expectations of the relationships between thriving and other theoretically related constructs and garner evidence of convergent and discriminant validity.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Construct validity
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
In the paper
“We suggest-not only in line with the foundational research on thriving (e.g., Spreitzer et al., 2005) but also because of our specific interest in organizations as an important context for thriving-that vitality and learning combine to capture the essence of thriving in a work context.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Literature Review and Definition of Thriving
What the sources say
- Not checked yetcites Spreitzer et al., 2005
Tests✓ Asserted: passes✗ Checkable: fails✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim. It may be too vague to check against evidence.
In the paper
“Experts suggest that researchers should be cautious about a fixed cutoff point for RMSEA, indicating that it should depend on model specifications, degrees of freedom, and sample size (Chen, Curran, Bolen, Kirby, & Paxton, 2008).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Results
What the sources say
- Not checked yetcites Chen, Curran, Bolen, Kirby, & Paxton, 2008
Load-bearingStrength:hedged· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“If one is learning but feels depleted, thriving suffers.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Literature Review and Definition of Thriving
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
None of the sources cited for this claim have been checked yet.
In the paper
“Because agentic behaviors produce resources that fuel individual behavior (Hobfoll, 2002), thriving individuals produce resources endogenously, such as new knowledge, more meaning, and stronger relationships, in doing their work (Spreitzer et al., 2005).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Study 2
What the sources say
- Not checked yetcites Hobfoll, 2002
- Not checked yetcites Spreitzer et al., 2005
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
In the paper
“With thriving used as an internal gauge for self-regulation, individuals behave agentically and proactively by taking responsibility and the initiative to control their destiny, respectively, which can, in turn, enhance performance (Grant & Ashford, 2007).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Study 2
What the sources say
- Not checked yetcites Grant & Ashford, 2007 source
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Although each dimension can signify some progress toward growth and personal development at work, it is only in concert that they enhance one another to form the experience of thriving.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Literature Review and Definition of Thriving
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim. It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Third, our findings further indicate the specific ways in which thriving at work is valuable not only for the individuals who experience thriving but also for their organizations as well-that is, thriving relates to lower levels of burnout, higher job performance, and more positive health.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > General Discussion
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
In the paper
“Across multiples samples, we provide support for the two-dimensional conceptualization of thriving, with results suggesting that thriving contributes to human sustainability (Pfeffer, 2010) through psychological (reduced burnout) and physical (perceptions of health) well-being.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > General Discussion
What the sources say
- Not checked yetcites Pfeffer, 2010
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesIt may state two separate claims as one.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“Second, we do not address the dispositional bases of thriving.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Limitations and Directions for Future Research
Strength:plain· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✗ Load-bearing: fails✓ Based: passesProbably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“Spreitzer and colleagues (2005) suggested that although individual job performance is clearly important in organizational contexts, thriving at work is also meaningfully associated with positive health.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Hypothesis 8: Thriving is positively related to individual job performance.
What the sources say
- Not checked yetcites Spreitzer et al., 2005
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
In the paper
“People with a sense of vitality, for instance, are much less likely to feel worried, depressed, or upset and are more likely to be mentally healthy (Keyes, 2002).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Hypothesis 8: Thriving is positively related to individual job performance.
What the sources say
- Not checked yetcites Keyes, 2002
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim. It may state two separate claims as one.
In the paper
“which is highly correlated with health care costs (Leiter & Maslach, 2005).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Conclusion
What the sources say
- Not checked yetcites Leiter & Maslach, 2005
Strength:plain· not yet calibratedCausal:correlational· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes✗ Load-bearing: fails✓ Based: passesProbably not a substantial claim. The paper’s conclusions may not depend on it.
In the paper
“For example, Ettner and Grzywacz (2001) found that employees who reported more learning at work were more likely to report that work affected their mental and physical health positively.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Hypothesis 8: Thriving is positively related to individual job performance.
What the sources say
- Not checked yetcites Ettner and Grzywacz, 2001
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
In the paper
“A study by Alfredsson, Spetz, and Theorell (1985) concluded that employees with fewer possibilities to learn had a greater probability of being hospitalized for heart attacks.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Hypothesis 8: Thriving is positively related to individual job performance.
What the sources say
- Not checked yetcites Alfredsson, Spetz, and Theorell, 1985
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesProbably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Thriving is also associated with reduced job strain and increased general health and well-being.”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Conclusion
Tests✓ Asserted: passes✓ Checkable: passes✓ Load-bearing: passes✓ Based: passesThe quote only partly states this claim.
- Rests on an assumption: The observed associations between thriving and its correlates reflect causal effects of thriving.
None of the sources cited for this claim have been checked yet.
In the paper
“Particularly when combined with vitality, this resource creation is sustained, leading to better performance (Bruch & Ghoshal, 2003;Marks, 1977).”
§ Thriving at work: Toward its measurement, construct validation, and theoretical refinement > Study 2
What the sources say
- Not checked yetcites Bruch & Ghoshal, 2003
- Not checked yetcites Marks, 1977
Strength:plain· not yet calibratedCausal:direct· not yet calibratedTests✓ Asserted: passes✓ Checkable: passes? Load-bearing: unclear✓ Based: passesIt may state two separate claims as one.
The paper relies on this without support.
When people experience growth and forward movement, they yearn to continue that momentum in their career development.
“When people experience a sense that they are growing and moving in a forward direction, they yearn to continue that momentum with respect to their career development.”
The paper relies on this without support.
Thriving individuals are likely to take initiative to seek out opportunities to acquire knowledge and skills for career development.
“More specifically, when individuals are thriving-with the sense that they are making progress and getting better through learning at work-they are likely to take the initiative to seek out more opportunities to acquire knowledge and skills helpful for developing their career.”
The paper relies on this without support.
Vitality provides the fuel needed to set goals, seek career opportunities, and develop skills.
“When combined with vitality, individuals have the fuel they need to set goals, seek out career opportunities, and develop needed skills and abilities.”
The paper relies on this without support.
The same items referencing life outside work validly measure thriving outside of work.
“we again measured thriving and also included a measure of thriving in life outside of work (α = .92),which used the same items as the thriving at work measure used in the previous studies but referenced participants' life outside of work to include personal relationships (e.g., with family, friends), any hobbies, and volunteer efforts, for example.”
The paper relies on this without support.
The observed associations between thriving and its correlates reflect causal effects of thriving.
“Thriving employees are less susceptible to burnout and more likely to take an active role in developing a successful career path, which is particularly important given today's protean careers (Hall, 1998).”
“Thriving is also associated with reduced job strain and increased general health and well-being.”
The paper relies on this without support.
The study samples are representative of the broader employee populations to which the conclusions are generalized.
“In short, our results indicate the potential for thriving to be a potent force driving human sustainability at work.”
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
In the citing paper
“Thus, we suggest that LC enhances the energy and positive mood available for entrepreneurs to bring to the work domain, which are essential resources for increasing work vitality (cf.Nix et al., 1999;Porath et al., 2012;Ren et al., 2022).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Porath et al., 2012
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 Porath et al., 2012
Self-check
Percentages, sums and reported differences re-computed from the paper’s own numbers.
Each contradiction between two passages listed here was confirmed by an independent check.
Summary percentages conflict with reported variance increases
MinorThe summary says thriving adds 8% for career development, 4% for job performance, and 9% for leader effectiveness. The same results section reports respective ΔR2 values of .02, .03, and .08; Table 12 instead gives .10 for career development.
“thriving explains an incremental 10% of the variance in burnout, 8% in career development initiative, 4% in job performance, 9% in leader effectiveness, 10% in job strain, and 3% in general health.”
“thriving was positively related to leadership effectiveness (β = .43,p < .001,ΔR 2 = 0.08; Table 13)”
Career-development variance increase differs between text and table
MinorThe results attribute an increase in explained variance of .02 to thriving for career development initiative, whereas Table 12 reports .10 for that outcome.
“career development initiative (β = .52,p < .001,ΔR 2 = .02;Table 12)”
“| ΔR 2 | | .10*** | | .03** |”
Young-adult mean age differs from Table 4
MinorThe sample description gives a mean age of 21 years, while the age column in Table 4 gives a mean of 20.00.
“Ages of the participants ranged from 18 to 34 years, with a mean age of 21 years.”
“| Mean | 1.63 | 20.00 | 1.63 | 5.18 | 5.31 | 2.93 | 5.13 | 5.07 | 4.70 | 5.36 |”
EMBA respondent mean age is reported two ways
MinorThe EMBA sample description states that respondents' mean age was 34.1 years. Table 10 lists 32.72 years for the sample's age mean, a difference too large to be rounding.
“respondent mean = 34.1 years and non-respondent mean = 31.7 years”
“2 Age 32.72 31.0 5.72 .08”
Overlapping high-thriving groups have two different counts
MinorBoth sentences describe the intersection of the same two groups: participants at least one standard deviation above the mean for thriving at work and outside work. That intersection cannot contain both four and five people.
“among the 17 individuals who are one standard deviation above the mean on thriving at work, only four (less than 25%) are also one standard deviation above the mean on thriving outside of work.”
“among the 14 individuals who are one standard deviation above the mean on thriving outside of work, only five are also one standard deviation above the mean on thriving at work.”
Citations
Cites
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The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior
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Development and validation of brief measures of positive and negative affect: The PANAS scales.
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Maslow, A. H. (1943) · Psychological Review · doi:10.1037/h0054346 · Cited by 21,563
Fredrickson, B. L. (2001) · American Psychologist · doi:10.1037//0003-066x.56.3.218 · Cited by 18,025
Social Cognitive Theory: An Agentic Perspective
Bandura, A. (2001) · Annual Review of Psychology · doi:10.1146/annurev.psych.52.1.1 · Cited by 15,510
Happiness is everything, or is it? Explorations on the meaning of psychological well-being.
Ryff, C. D. (1989) · Journal of Personality and Social Psychology · doi:10.1037/0022-3514.57.6.1069 · Cited by 14,847
Scale Development: Theory and Applications.
Xie, Y.-P., & Devellis, R. (1992) · Contemporary Sociology A Journal of Reviews · doi:10.2307/2075704 · Cited by 14,143
Psychological Safety and Learning Behavior in Work Teams
Edmondson, A. (1999) · Administrative Science Quarterly · doi:10.2307/2666999 · Cited by 12,026
Positive psychology: An introduction.
Seligman, M. E. P., & Csikszentmihalyi, M. (2000) · American Psychologist · doi:10.1037/0003-066x.55.1.5 · Cited by 11,351
Flagged first, then by citations
3 of the 103 references couldn’t be matched to a known paper.
Research works printed but not linked: 5
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Items 901–999 of 999
Wulansari, N. A., Kusuma, B. D. W., & Elianto, W. (2021) · Academy of Entrepreneurship journal
Toward a Theory of Sharing and Responding to Good and Bad News at Work.
Workman, K. M. (2014) · Deep Blue (University of Michigan)
داود, س. (2021) · المجلة العلمية للدراسات والبحوث المالية والتجارية · doi:10.21608/cfdj.2021.207584
Albert, J., Pearson, C., & Daly, S.-R. (2021) · Journal of Organizational Psychology · doi:10.33423/jop.v21i6.4836
“Be Excellent and Do More with Less”
Evenstad, S. B. N. (2017) · IGI Global eBooks · doi:10.4018/978-1-5225-1913-3.ch059
Thriving and sustainable employee performance
(2012) · Development in Learning Organizations An International Journal · doi:10.1108/14777281211249941
How Chinese Conceptualize Employee Well-Being
Liu, L. (2021) · Springer eBooks · doi:10.1007/978-3-030-30025-8_6
القيادة الأصيلة والإبداع: الدور الوسيط للإزدهار في العمل
العتيبي, س. م. (2021) · مجلة الجامعة الإسلامية للدراسات الاقتصادية والإدارية · doi:10.33976/iugjeb.29.2/2021/6
Aubouin-Bonnaventure, J., Chevalier, S., Lahiani, F. J., Cabinet AD Conseil, F., & Fouquereau, E. (2020) · Advances in psychology and psychological trends · doi:10.36315/2021pad01
Wild, W. (2019) · Encyclopedia of the UN sustainable development goals · doi:10.1007/978-3-319-95681-7_29
Ulibarrí, N., Cravens, A. E., Nabergoj, A. S., Kernbach, S., & Royalty, A. (2019) · Cambridge University Press eBooks · doi:10.1017/9781108594639.015
Social Marginality, Adversity and Adolescent Thriving in India: A Narrative Review
Jose, J. P., Ravindranath, S., Talreja, V., & Bhat, S. (2022) · Contemporary Voice of Dalit · doi:10.1177/2455328x221101683
The Mediatıng Role Of Employee Voice In The Effect Of Thriving At Work On Work Alienation
Baş, M. (2022) · ODÜ Sosyal Bilimler Araştırmaları Dergisi (ODÜSOBİAD) · doi:10.48146/odusobiad.1097577
Kleine, A., Rudolph, C. W., Schmitt, A., & Zacher, H. (2022) · doi:10.31234/osf.io/6mjhu
Turnover Intention: Impacts of Abusive Supervision and Thriving at Work
Li, L., & Zhang, J. (2022) · International Journal of Business and Management · doi:10.5539/ijbm.v17n10p53
Thriving at work and perceived overqualification as predictors of employee career outcomes
Amira, G., & Febrianti, R. A. M. (2022) · Fair Value Jurnal Ilmiah Akuntansi dan Keuangan · doi:10.32670/fairvalue.v4i12.1991
Sharma, M., Singh, V. K., & Sharma, N. (2022) · Advances in human resources management and organizational development book series · doi:10.4018/978-1-6684-4981-3.ch013
الهادي, ا. أ. م. ع. (2022) · مجلة كلية التربية جامعة بنها · doi:10.21608/jfeb.2022.272206
Protecting and Promoting the Wellbeing of High-Performance Swimmers
Uzzell, K. S. (2023) · Cronfa (Swansea University) · doi:10.23889/suthesis.62923
TBHEB 2023-1 Vol 80 Full Printed Journal
ERCÖMERT, U. (2023) · Turkish Bulletin of Hygiene and Experimental Biology · doi:10.5505/turkhijyen.2023.78545
The Effect of Prosocial Motivation on Work Engagement with Thriving at Work as a Mediating Variable
Sari, I. N., & Riani, A. L. (2023) · International Journal of Economics Business and Management Research · doi:10.51505/ijebmr.2023.7306
Living Your Best Life: The Mindful Pursuit of Student-Athlete Thriving
Augustus, A. N. (2023) · The Research Repository @ WVU (West Virginia University) · doi:10.33915/etd.11689
– The Asian Conference on Psychology & the Behavioral Sciences 2024 Official Conference Proceedings
(2023) · ACP official conference proceedings · doi:10.22492/issn.2187-4743.2023 · Cited by 3
الحيوية الذاتية وعلاقتها بنمط الحياة والذكاء الوجداني لدي عينة من موظفي بعض مؤسسات الدولة
السيد, ف. ع. ح. (2022) · مجلة الإرشاد النفسی · doi:10.21608/cpc.2022.303286
Cahyadi, A., Hendryadi, H., & Mais, R. G. (2022) · DINAMIKA ILMU · doi:10.21093/di.v22i2.6355
Kulkarni, P., & Murali, R. (2022) · Indian Journal of Mental Health(IJMH) · doi:10.30877/ijmh.9.1.2022.87-94
Apsari, F. Y., Handoyo, S., & Suryanto, S. (2023) · RSF Conference Series Business Management and Social Sciences · doi:10.31098/bmss.v3i3.679
Ramdini, P. M., & Wahyuningtyas, R. (2023) · Journal of Business and Management Studies · doi:10.32996/jbms.2023.5.5.2
Taylor, M. R. (2023) · PDXScholar (Portland State University) · doi:10.15760/etd.3642
Cite a sista: how Black women at Ivy League graduate schools of education make meaning of thriving
Jones, T. D. (2023) · Digital Repository Service (Northeastern University) · doi:10.17760/d20483557
The People-Based Approach in Human Resource Management and the Challenges of the New Normal Scenario
Manuti, A., & de Palma, P. D. (2023) · Springer eBooks · doi:10.1007/978-3-031-43563-8_2
Unraveling the Role of Psychological Capital on Innovation from the Knowledge Management Perspective
Duan, Y., Yu, L., Wang, S., & Zhou, W. (2023) · Frontiers research topics · doi:10.3389/978-2-8325-4121-0 · Cited by 1
Su, S., Yang, B., Zong, Z., & Zhang, Z. (2024) · SSRN Electronic Journal · doi:10.2139/ssrn.4692212
Lessons Learned: Assessing, Discussing, and Shifting the Climate and Culture in Engineering
May, V. V., & Kardia, D. (2024) · ASEE Annual Conference & Exposition · doi:10.18260/1-2--40729
Joo, Y. S., & Im, J. S. (2024) · Journal of Social Science · doi:10.16881/jss.2024.01.35.1.147
Makhecha, U. P., Lyndon, S., & Budhwar, P. (2024) · Business Perspectives and Research · doi:10.1177/22785337241226751
YÜCEL, D. (2024) · Abant Sosyal Bilimler Dergisi · doi:10.11616/asbi.1392319
Lisbet, Z. T. (2023) · Keynesia International Journal of Economy and Business · doi:10.55904/keynesia.v2i2.693
Järvinen, L., Voorde, K. V. D., Kilroy, S., & Paauwe, J. (2024) · SSRN Electronic Journal · doi:10.2139/ssrn.4827157
Arora, V. M., & Shukla, A. (2024) · Elsevier eBooks · doi:10.1016/b978-0-443-13701-3.00309-1
An integrated approach to coaching for individual thriving
Weeks, G. (2024) · The Coaching Psychologist · doi:10.53841/bpstcp.2024.20.1.39
赵, 浩. (2024) · Operations Research and Fuzziology · doi:10.12677/orf.2024.143354
The impact of preschool teachers dual learning on creativity
Chang, Y., Chen, Y., Ya-Ting, C., & Kuo-Pin, C. (2024) · Educational Research and Reviews · doi:10.5897/err2024.4409
Geertshuis, S. A., & Liu, Q. (2024) · Education Sciences · doi:10.3390/educsci14080868
Baş, K. (2024) · Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi · doi:10.52642/susbed.1350387
Niu, A., & Gao, C. (2024) · Research Square · doi:10.21203/rs.3.rs-4801764/v1
Ononye, U. H., & Maduemezia, I. (2024) · Jurnal Manajemen dan Kewirausahaan · doi:10.9744/jmk.26.2.88-98
Research on the Influence of Secure Base Leadership on Employees’ Career Resilience
罗, 志. (2024) · Modern Management · doi:10.12677/mm.2024.149266
Mechanisms of Workplace Spirituality on Employee Innovative Performance
Ding, T. (2024) · Applied Mathematics and Nonlinear Sciences · doi:10.2478/amns-2024-2639
Schreiner, L. A. (2024) · Springer eBooks · doi:10.1007/978-3-031-48129-1_447
Mutonyi, B. R., & Slåtten, T. (2024) · Research Square · doi:10.21203/rs.3.rs-5037499/v1
Mercer, I., Hua, J., Zheng, L., Walker, A. G., Davis, S., & Coco, C. M. (2024) · International Journal of Intercultural Relations · doi:10.1016/j.ijintrel.2024.102085
Wang, X., Liu, Y., Chen, B., Zhang, X., Chen, Q., Li, Y., & Lin, X. (2024) · Research Square · doi:10.21203/rs.3.rs-5249652/v1
Exploring Goal Orientation as an Antecedent to Career Adaptability and Thriving at Work
Cai, V. J., Nie, Y., & Lee, A. N. (2024) · Springer eBooks · doi:10.1007/978-981-97-8584-1_15
"Unleashing Creativity in Hospitality: The Power of Gritty Leadership, Psycap, and Thriving at Work"Preprint
Khan, M. Y., & Faiz, S. (2024) · SSRN Electronic Journal · doi:10.2139/ssrn.5063752
Inspiration am Arbeitsplatz: Wege zu einer zukunftsfähigen Arbeitswelt
Neumüller, K. (2024) · Globale Ziele für nachhaltige Entwicklung. · doi:10.1007/978-3-662-68327-9_57-1
Bighash, L., Mahari, T., Meluso, J., Raheem, S., & Razzante, R. (2025) · SSRN Electronic Journal · doi:10.2139/ssrn.5007365
Farid, H., Zhang, Y., Tian, M., & Lu, S. (2025) · Evidence-based HRM a Global Forum for Empirical Scholarship · doi:10.1108/ebhrm-01-2024-0020
Career Adaptability and Its Relation to Thriving at Work among Staff NursesPreprint
Badran, F. M., & Mohamed, E. H. (2025) · Research Square · doi:10.21203/rs.3.rs-5760555/v1 · Cited by 1
Racing Against the Clock: The Dual Effect of Time Pressure on Creativity
Wang, Y., Liang, B., Huo, W., & Zhang, X. (2025) · Journal of innovation and development · doi:10.54097/j448nc09
Franco‐Santos, M., Nalick, M. S., Rivera, P., & Gómez‐Mejía, L. R. (2025) · SSRN Electronic Journal · doi:10.2139/ssrn.5132749 · Cited by 1
Silverman, M. J., Reimnitz, L., Dahlin, K., & Ngono, M. (2025) · The Arts in Psychotherapy · doi:10.1016/j.aip.2025.102265
Study on Organizational Climate and Career Development of Nurses
Li, Y., Wu, Y., Qian, D., & Li, Y. (2024) · International Healthcare Review (online) · doi:10.56226/82
Schilbach, M., Diesing, C., & Kühnel, J. (2025) · Occupational Health Science · doi:10.1007/s41542-025-00229-y
Zhang, J., Peng, S., Li, J., & Zhang, N. (2025) · Journal of Managerial Psychology · doi:10.1108/jmp-05-2024-0331
نجم, ع. ا. ر., محمد, ش. ع., & النقـراشي, د. أ. م. (2025) · Al-Maǧallaẗ Al-Miṣriyyaẗ Lil Dirāsāt Al-Tiǧāriyyaẗ /Al-Maǧallaẗ Al-Miṣriyyaẗ Lil Dirāsāt Al-Tiǧāriyyaẗ · doi:10.21608/alat.2025.421197
Qian, S. Y., Kuai, P., Duan, J., & Liu, X. (2025) · Baltic Journal of Management · doi:10.1108/bjm-08-2024-0437 · Cited by 2
Baker, M. R., Broderick, D., Chiang, M., DeRushia, K., Kendall, S. J., & Miramontes, L. (2025) · Journal of College Student Mental Health · doi:10.1080/28367138.2025.2488814
Two faces of good deals: A third-party perspective on perceived coworker I-deals
Liao, E. Y., Hui, C., & Liang, J. (2026) · Acta Psychologica · doi:10.1016/j.actpsy.2026.107086
He, T., Chen, J., Wu, B., & Zhao, Z. (2025) · International Journal of Organizational Leadership · doi:10.33844/ijol.2025.60493
Cultivating “good work”: validating organizational culture profile in South Korea
Yoo, S., Lee, Y., Jung, B., & Lim, K. (2025) · European journal of training and development · doi:10.1108/ejtd-10-2024-0150
Priyadharshini, S. L., & Boopathi, P. S. (2025) · Social Sciences & Humanities Open · doi:10.1016/j.ssaho.2025.101650
Khan, M. Y., & Faiz, S. (2025) · International Journal of Hospitality & Tourism Administration · doi:10.1080/15256480.2025.2514749
Empowering Sustainable Innovation
Srivastava, S., Thakur, P., Gaurav, K., Ray, A. S., & Mahato, M. (2025) · IGI Global eBooks · doi:10.4018/979-8-3373-4546-8.ch007
Goel, R., Game, A., & Sanz‐Vergel, A. I. (2025) · Journal of Business and Psychology · doi:10.1007/s10869-025-10045-4 · Cited by 2
Strengths use and thriving at work: The role of job crafting and job embeddedness
Li, Z., Wang, X., Chu, X., & Guo, R. (2025) · Journal of Psychology in Africa · doi:10.32604/jpa.2025.065881
Baş, M., & Taşkesen, G. E. (2025) · Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi · doi:10.36543/kauiibfd.2025.008
Zhang, J., van Eerde, W., Liu, F., & Chen, W. (2025) · Humanities and Social Sciences Communications · doi:10.1057/s41599-025-05293-x
Thriving in a Challenging Workplace: Leading to a Sustainable Balance
Merkuž, A., & Mihelič, K. K. (2025) · Springer eBooks · doi:10.1007/978-3-031-91493-5_25
Wu, X., & Jiang, M. (2025) · International Conference on Innovation Management and Information Systems (ICIMIS) · doi:10.1145/3745676.3745715
Zhao, H. M., Huang, Y., Liu, B., & Han, M. (2025) · The Journal of Creative Behavior · doi:10.1002/jocb.70055
Purba, D. E., van der Linden, D., Rahma, T. F., Virgyanne, A. Z. C., & Zahra, A. C. A. (2025) · Current Psychology · doi:10.1007/s12144-025-08369-8
Abbas, F. (2025) · Human Systems Management · doi:10.1177/01672533251374568
Máynez-Guaderrama, A. I., & Vargas-Salgado, M. M. (2025) · Management for professionals · doi:10.1007/978-3-031-97641-4_11
Karanika‐Murray, M., & Ipsen, C. (2025) · Journal of Organizational Effectiveness People and Performance · doi:10.1108/joepp-01-2025-0045
Qin, H., Zhang, Y., Luo, J., Liu, L., & Wang, T. (2025) · Research Square · doi:10.21203/rs.3.rs-7485706/v1
Bích, H. C. T., Hong, V. N. T., Thanh, X. T. T., Thị, Đ. T., & Thanh, N. P. T. (2025) · Tạp chí Kinh tế và Phát triển · doi:10.33301/jed.vi.2533
Chouhan, V. S. (2025) · South Asian Journal of Human Resources Management · doi:10.1177/23220937251386110 · Cited by 1
A Social Capital Perspective on Servant Leaders’ Personal Well-Being
Zheng, X., Jiang, Z., & Chen, Z. (2025) · Applied Psychology · doi:10.1111/apps.70098
SERVING YOU SERVES ME: HOW AND WHEN SERVANT LEADERSHIP BEHAVIORS PROMOTE LEADERS’ THRIVINGPreprint
Cheng, B. H., Zhou, Y., & Leung, C. (2025) · SSRN Electronic Journal · doi:10.2139/ssrn.5825007
Liu, N., Niu, L., Hu, Q., Wang, Y., Zheng, D., Yao, M., & Mi, G. (2025) · Revista da Escola de Enfermagem da USP · doi:10.1590/1980-220x-reeusp-2025-0162es
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Metadata
- Authors
- Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G.
- Affiliations
- Georgetown University (US)
- University of Michigan (US)
- The University of Western Australia (AU)
- University of Utah (US)
- Corresponding author
- Spreitzer, Gretchen
- Venue
- Journal of Organizational Behavior
- Publisher
- Wiley
- Published
- 2011-05-19
- Volume
- 33
- Issue
- 2
- Pages
- 250-275
- ISSN
- 0894-3796 (ISSN-L)
- 1099-1379
- OpenAlex
- W2155331624
- Cited by
- 1,126
- References
- 103
- Citations by year
- 2026: 151 · 2025: 151 · 2024: 152 · 2023: 134 · 2022: 123 · 2021: 90 · 2020: 91 · 2019: 68 · 2018: 39 · 2017: 39 · 2016: 29 · 2015: 22 · 2014: 18 · 2013: 11 · 2012: 6
- FWCI
- 21.08
- Type
- journal article
- Language
- en
- Open access
- bronze
- doi.org
- Licence
- Locations
- Journal of Organizational Behavior (publishedVersion)
- Deep Blue (University of Michigan) (submittedVersion)
- UWA Profiles and Research Repository (UWA) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Keywords
- thriving at work, thriving, vitality, learning, employee performance, burnout, core self-evaluation, proactive personality, performance goal orientation, positive and negative affect, construct validation
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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.
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