Thriving is defined as:
"The state of positive functioning at its fullest range – mentally, physically and socially" (Su et al., 2014, p. 256).
Thriving at Work is the:
"Psychological state in which individuals experience both a sense of vitality and learning at work" (Spreitzer et al., 2005, p. 538).
An internal experience facilitated through interaction with others while performing work (Spreitzer et al., 2005, p. 539).
Represents:
Positive feelings reflecting high levels of energy and aliveness.
A sense of zest at work (Peterson & Seligman, 2004; Goh et al., 2021).
Represents:
Perceptions of gaining and applying new skills and knowledge.
Development of confidence and capability (Carver, 1998; Edmondson, 1999; Porath et al., 2012).
Characteristics that promote thriving:
Prosocially motivated individuals.
Emotionally stable personalities.
Positive core self-evaluations.
Challenges that can hinder thriving:
Role overload.
Interpersonal conflicts.
Essential for fostering thriving:
Availability of resources, as highlighted in Goh et al. (2021).
Conditions that enhance thriving:
Nurturing and supportive interactions among colleagues.
Fair treatment within the workplace.
Types of leadership that support thriving:
Transformational leadership.
Empowering leadership.
Shared leadership.
Essential organizational factors:
Organizational-based self-esteem.
Psychological safety.
HR practices that focus on enhancing knowledge, skills, and capabilities (Goh et al., 2021).
Thriving is perceived as:
Feeling energized and empowered to engage in meaningful work.
Collaborative environments and teamwork with colleagues.
An inclusive culture that provides autonomy and flexibility.
Support for employee well-being.